The Relation of Occupational Self-Efficacy and Job Satisfaction: Moderating Role of Work Meaning

2018 ◽  
Author(s):  
Jiwon Lee ◽  
Ki-Hak Lee
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Work Meaning ◽  
Moderating Role

scholarly journals Job Burnout in Front-Line Employees: Moderating Role of Hope and Self-Efficacy

2019 ◽  
Vol 1 (1) ◽  
pp. 18-23
Author(s):  
Faiza Akhtar ◽  
◽  
Huma Khan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Self Efficacy ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Frontline Employees ◽  
Moderation Effect ◽  
Negative Effect ◽  
Moderating Role

The present study investigates the effects of burnout toward job performance and job satisfaction with a moderating role of hope and self-efficacy. Findings from 310 frontline employees of Pakistani commercial bank (Lahore, Karachi & Islamabad), showed burnout has a significant negative effect on job performance and job satisfaction. A simple random sampling technique was used to collect data, and inferential statistics were applied to analyze the data. However, results disclose no moderation effect of hope on burnout and job performance or with job satisfaction. But, data significantly support the moderation effect of self-efficacy. The moderation effect was analyzed by the moderation process of Preacher, Rucker, & Hayes, (2007). The study further sheds light on the development of psychological capital, and the importance of the implication of the current finding is discussed. This study will help top management and trainers to understand so they can manage burnout issues on frontline employees for better performance and employee satisfaction.

Trade Union Membership and Job Satisfaction

1987 ◽  
Vol 17 (4) ◽  
pp. 160-164 ◽  
Author(s):  
Stephen D. Bluen ◽  
Caroline van Zwam
Keyword(s):  
Job Satisfaction ◽  
Union Membership ◽  
Research Priorities ◽  
Future Research ◽  
Non Union ◽  
Study Results ◽  
Worker Satisfaction ◽  
The Relationship ◽  
Moderating Role

The relationship between union membership and job satisfaction, and the moderating role of race and sex is considered in this study. Results show that both race and sex interact with union membership in predicting job satisfaction. A significant 2 × 2 × 2 (union membership × race × sex) interaction showed that white, non-unionized females were less satisfied with their work than black, non-unionized females. In addition, sex moderated the relationship between union membership and co-worker satisfaction: Whereas unionized males were more satisfied with their co-workers than unionized females, the opposite was true for the non-unionized subjects. Finally, union members and non-members differed regarding promotion opportunities: Union members were more satisfied with their promotion opportunities than non-union members. On the basis of the findings, implications and future research priorities are discussed.

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