Effects of economic dependency on the relationship between job stressors and job satisfaction

This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

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Workdays are not created equal: Job satisfaction and job stressors across the workweek

Human Relations ◽

10.1177/0018726720924444 ◽

2020 ◽

pp. 001872672092444

Author(s):

Shani Pindek ◽

Zhiqing E Zhou ◽

Stacey R Kessler ◽

Alexandra Krajcevska ◽

Paul E Spector

Keyword(s):

Job Satisfaction ◽

Daily Diary ◽

Job Dissatisfaction ◽

Job Stressors ◽

Organizational Constraints ◽

Theoretical Perspectives ◽

Daily Diary Design ◽

Employee Experience ◽

The Relationship

Are your workdays created equal? Common wisdom suggests that employees experience Mondays differently from Fridays. However, few studies distinguish among workdays, inherently assuming that the employee experience is uniform across the workweek. In the current study, we examined the trajectories of employees’ experiences of job satisfaction and job stressors across the workweek. We proposed two competing theoretical perspectives that result in opposite predictions as to whether job dissatisfaction and perceived job stressors will be higher (“Monday blues”) or lower (“rested and recharged”) at the beginning of the workweek rather than later in the week. Employing a daily diary design with 139 employees (681 matched daily observations) working the traditional workweek, we found that employees reported experiencing lower levels of job satisfaction and perceived more job stressors (i.e., incivility and organizational constraints) at the beginning of the workweek as opposed to later in the week. Additionally, the relationship between perceived incivility and job satisfaction was stronger at the beginning of the workweek. Our findings were consistent with the “Monday blues” perspective and suggest that workdays are not created equal.

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A Study of Role Stressors and Job Satisfaction: The Case of MNCs in Collectivist Context

Behavioral Sciences ◽

10.3390/bs9050049 ◽

2019 ◽

Vol 9 (5) ◽

pp. 49 ◽

Cited By ~ 1

Author(s):

Saif-ud- Din ◽

Mohammad Ishfaq ◽

Muhammad Khan ◽

Muhammad Khan

Keyword(s):

Job Satisfaction ◽

Job Insecurity ◽

Economic Value ◽

Organizational Studies ◽

Job Stressors ◽

Role Stressors ◽

Managerial Implications ◽

Relationship Of ◽

The Relationship

Job stressors in organizational studies are commonly known as role stressors. These include role overload (RO), role conflict (RC), role ambiguity (RA) and job insecurity (JI). We explored the predicting role of these stressors on the overall level of job stress (JS) and job satisfaction (JSF). Moreover, we tested the role of JS as a mediator between the relationship of role stressors and JSF in a multinational corporation (MNC) in a non-western collectivist context (Pakistan). We obtained data through field surveys from 173 engineering employees from the electrical, mechanical, safety and chemical divisions. Role stressors significantly predicted overall level of JS and JSF. JS was also found to partially mediate the relationship between role stressors and JSF. The study findings suggest that foreign ownership needs to focus not only on the economic value, but also the organizational and job design to mitigate the detrimental role of selected stressors. The results of this study have important implications for MNCs in general, and in developing countries in particular. Theoretical and managerial implications are discussed with recommendations.

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Must We Suffer to Succeed?

Journal of Individual Differences ◽

10.1027/1614-0001/a000228 ◽

2017 ◽

Vol 38 (2) ◽

pp. 113-124 ◽

Cited By ~ 6

Author(s):

Juliane Strack ◽

Paulo Lopes ◽

Francisco Esteves ◽

Pablo Fernandez-Berrocal

Keyword(s):

Job Satisfaction ◽

Academic Achievement ◽

Trait Anxiety ◽

The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

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Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000257 ◽

2020 ◽

Vol 19 (3) ◽

pp. 135-141

Author(s):

Kenneth D. Locke

Keyword(s):

Job Satisfaction ◽

Multilevel Modeling ◽

Power Distance ◽

European Social Survey ◽

Social Survey ◽

The Relationship ◽

Workplace Power ◽

Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

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Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000185 ◽

2017 ◽

Vol 16 (3) ◽

pp. 155-159 ◽

Cited By ~ 4

Author(s):

Peizhen Sun ◽

Jennifer J. Chen ◽

Hongyan Jiang

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Future Research ◽

Satisfaction Scale ◽

Primary School Teachers ◽

Mediating Role ◽

Regulation Of Emotion ◽

The Relationship ◽

Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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