Gender similarity, coworker support, and job attitudes: An occupation’s creative requirement can make a difference

2018 ◽  
Vol 26 (5) ◽  
pp. 880-898 ◽  
Author(s):  
Gamze Koseoglu ◽  
Terry C Blum ◽  
Christina E Shalley
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Job Attitudes ◽  
Underlying Mechanism ◽  
Full Time ◽  
Coworker Support ◽  
Mediating Role ◽  
Gender Similarity ◽  
The Relationship

AbstractBy introducing gender similarity as a contextual antecedent of coworker support, we examined the mediating role of coworker support for the relationship between workgroup gender similarity and job attitudes. In addition, we explored how a creative requirement, which is an occupational characteristic, can influence the relationship between coworker support and job attitudes above and beyond the role of supervisor support and organizational support. Results based on 975 full-time employees across a wide variety of occupations and industries indicated that as expected coworker support can serve as an underlying mechanism in the relationship between the relational demography of a workplace and employees’ job satisfaction and intention to quit. Furthermore, coworker support was significantly related to job satisfaction only for those occupations that required high levels of creativity. Finally, the creative requirement of an occupation moderated the indirect effect of gender similarity on job satisfaction through coworker support.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

scholarly journals Pengaruh Persepsi Dukungan Organisasi, Stres Kerja, Dan Kepuasan Kerja Terhadap Komitmen Afektif Karyawan Perusahaan Produsen Air Kemasan Cam Di Bandung

2019 ◽  
Vol 1 (1) ◽  
pp. 23-36
Author(s):  
Tieka Trikartika Gustyana ◽  
Arif Partono Prasetio ◽  
Alya Rysda Ramadhanty ◽  
Nabila Azahra
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Organizational Support ◽  
Affective Commitment ◽  
Partial Correlation ◽  
Mediating Role ◽  
Analysis Technique ◽  
Relationship Of ◽  
The Relationship

Employees become an important factor in the success of the organization. They have impact on almost every business activity. Therefore company needs to manage their human resources in order to get highest performance. Many human resources practices implemented to achieve such result. One thing that indicate a positive result is the level of employee commitment toward the organization. Committed employees will contribute more. Affective commitment is the highest level of commitment because this emerge from within the employee's feelings. This study discusses the effect of perceived organizational support (POS), stress, and job satisfaction on employee’s affective commitment. The research was conducted in the drinking water company in Bandung using 85 participants. The analysis technique used is partial correlation analysis to identify the relationship between variables and also identify control variables that affect each relationship. Furthermore, mediation analysis is used to determine whether stress and job satisfaction have a mediating role in the relationship of POS influence to affective commitment. The results showed that POS had no significant effect on affective commitment. Furthermore, stress does not have the role of mediation either partially or simultaneously with job satisfaction. While job satisfaction has a partial mediation role in the relationship of influence between POS and affective commitment.

scholarly journals MEDIATING ROLE OF MENTORING BETWEEN JOB STRESS AND JOB SATISFACTION IN EMPLOYEES OF AN IRANIAN STATE BANK

2021 ◽  
Vol 14 (2) ◽  
pp. 527-551
Author(s):  
Nastaran Pasha ◽  
Sajjad Rezaei
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Organizational Support ◽  
Structural Model ◽  
Mediating Effect ◽  
Destructive Effect ◽  
Mediating Role ◽  
Iranian State ◽  
The Relationship

A large number of research studies have been conducted on mentoring; however, a few of them have been done in developing countries (e.g., Iran). In addition, few researchers have investigated the mediating effect of mentoring functions on job stress and job satisfaction in bank staff. This study is aimed at exploring the mediating role of mentoring in the relationship between job stress and job satisfaction in employees. The study population consisted of all employees of state bank branches in Rasht city (north Iran). The participants of this study were 214 bank employees. The results revealed the mediating role of mentoring in the relationship of job satisfaction and job stress, showing that mentoring mediates the destructive effects of job stress and improves job satisfaction. The present study showed that mentoring is a general form of organizational support that can be effective in reducing job stress. Therefore, having a good mentor may act as a buffer against the destructive effect of job stress toward job satisfaction for employees within an organization. These results supported the proposed structural model.

scholarly journals Linking Self-Control to Voluntary Behaviors at Workplace: The Mediating Role of Job Satisfaction

2021 ◽  
Vol 12 ◽  
Author(s):  
Yu-Jie Wang ◽  
Kui-Yun Chen ◽  
Kai Dou ◽  
Yao-Zhong Liu
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship Behavior ◽  
Self Control ◽  
Work Behavior ◽  
Self Report ◽  
Full Time ◽  
Voluntary Work ◽  
Mediating Role ◽  
The Relationship

Voluntary work behavior (VWB) refers to spontaneous workplace behaviors that extend beyond role norms, including extra-role behaviors that benefit the organization (i. e., organizational citizenship behavior, OCB) and negative behaviors that may harm the organization (i.e., counterproductive work behavior, CWB). This study examined the relationship between self-control and VWB and the mediating role of job satisfaction. A total of 1,101 full-time employees from China completed a battery of self-report measures online. The results show that self-control positively predicts employees' OCB and negatively predicts employees' CWB. Moreover, job satisfaction significantly mediates the relationship between self-control and OCB/CWB. The results confirm that employees with high self-control are more public-spirited, which previous studies have described as being “highly committed” (high OCB) or “less harmful” (low CWB). This finding closely relates to the observation that employees with high self-control tend to have more satisfying work outcomes or higher workplace status than those with low self-control.

scholarly journals Impact of Perceived Organizational Support on Job Satisfaction with Mediating Role of Employee Motivation: Evidence from Pharmaceutical Sector of Lahore, Pakistan

2018 ◽  
Vol 14 (2) ◽  
pp. 13-26
Author(s):  
Kizal Imtiaz ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Motivation ◽  
Pharmaceutical Sector ◽  
Mediating Role ◽  
Level Of Satisfaction ◽  
Future Policy ◽  
The Relationship

The article aims at investigating the mediating role of employee motivation between perceived organizational support and job satisfaction. To fulfill the objective of the research data was collected from pharmaceutical sector of Lahore, Pakistan through questionnaire. Cronbach alpha was used to measure the reliability of the questionnaire by using SPSS-20. Regression analysis and soble test was used to measure the mediation between perceived organizational support and job satisfaction. The results indicate employees' motivation fully mediates the relationship between perceived organizational support and job satisfaction. This study is helpful for the concerned authorities for future policy making in order to motivate and satisfy the employees. Furthermore, perceived organizational support is the major factor to be focused by the organizations to motivate or increase the level of satisfaction of the employees.

Specificity of performance appraisal feedback, trust in manager, and job attitudes: A serial mediation model

2019 ◽  
Vol 47 (6) ◽  
pp. 1-12
Author(s):  
Kwangsu Moon
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Job Involvement ◽  
Job Attitudes ◽  
Mediation Model ◽  
Mediating Role ◽  
Feedback Acceptance ◽  
Feedback Specificity ◽  
The Relationship

I investigated the potential serial mediating role of feedback acceptance and job satisfaction in the relationship between specificity of performance appraisal feedback, trust in manager, and job involvement by analyzing self-reported survey data from 240 people employed in various companies throughout South Korea. A path analysis and the PROCESS macro in SPSS were used to test the mediation model. Only the partial mediation model of feedback acceptance had adequate fit. Furthermore, both feedback specificity and trust in manager had significant direct and indirect relationships with employees’ feedback acceptance and job satisfaction, and job satisfaction was directly associated with job involvement. These findings suggest that when an employee is provided with performance appraisal feedback, manager trust and feedback specificity may positively influence feedback acceptance. Acceptance of the feedback may, in turn, lead to greater job satisfaction and involvement.

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