Effects of workaholism on satisfaction among US managerial and professional women

2015 ◽  
Vol 30 (8) ◽  
pp. 635-651 ◽  
Author(s):  
Daniele V Levy
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Life Satisfaction ◽  
Professional Women ◽  
Self Report ◽  
Content Type ◽  
Work Enjoyment ◽  
High Drive ◽  
The Usa

Purpose – The purpose of this paper is to evaluate relationships between workaholism and satisfaction outcomes with job, career and life overall among managerial and professional women and explore the moderating role of social support in these associations. Design/methodology/approach – Self-report measures collected online from 350 alumnae from top-ranked business schools currently in the US labor force were analyzed through hierarchical multiple regression analyses. Findings – Workaholism components explained significant amounts of variance in job, career and life satisfaction. Specifically, lower levels of work enjoyment were consistently associated with detrimental outcomes and high drive impacted both job and life satisfaction negatively. Social support moderated the relationship between job satisfaction and workaholism through work enjoyment, with women with greater social support demonstrating higher job satisfaction at equivalent work enjoyment levels versus those with low social support. Research limitations/implications – This paper shares methodological weaknesses involving the nature of the sample and self-report methods of measurement common to workaholism research. Practical implications – In the context of today’s competitive workplaces, results provide a cautionary message of the harmful effects of workaholic dispositions for a certain segment of professional women. It emphasizes the importance of work enjoyment and positive intrinsic motivation, while suggesting that job designs that reflect the work involvement predispositions of each woman can be beneficial. Originality/value – This paper extends the understanding of workaholism correlates to female MBA graduates from top management schools in the USA and investigates, for the first time, the role of social support in those relationships.

Self-reflection as a mediator between self-efficacy and well-being

2016 ◽  
Vol 31 (1) ◽  
pp. 18-33 ◽  
Author(s):  
Inge van Seggelen - Damen ◽  
Karen van Dam
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Self Efficacy ◽  
Longitudinal Research ◽  
Well Being ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type ◽  
Self Reflection

Purpose – How does self-efficacy affect employee well-being? The purpose of this paper is to increase insight in the underlying process between employee self-efficacy and well-being at work (i.e. emotional exhaustion and job satisfaction) by investigating the mediating role of employees’ engagement in reflection and rumination. Design/methodology/approach – A representative sample of the Dutch working population (n=506) filled out an online questionnaire. Structural equation modeling was used to test the measurement model and research model. Findings – As predicted, self-efficacy was significantly related to emotional exhaustion and job satisfaction. Rumination mediated the self-efficacy-exhaustion relationship. Reflection did not serve as a mediator; although reflection was predicted by self-efficacy, it was unrelated to exhaustion and job satisfaction. Research limitations/implications – This cross-sectional study was restricted to self-report measures. Longitudinal research is needed to validate the findings and to further investigate the relationship between reflection and rumination. Practical implications – Organizations might try to support their employees’ well-being through interventions that strengthen employees’ self-efficacy, and prevent or decrease rumination. Originality/value – This study increases the understanding of the role of reflection and rumination at work. The findings indicate that self-reflection can have positive as well as negative outcomes.

Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type

2009 ◽  
Vol 63 (1) ◽  
pp. 137-154 ◽  
Author(s):  
Meghna Virick ◽  
Nancy DaSilva ◽  
Kristi Arrington
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Employee Satisfaction ◽  
Orientation Degree ◽  
Performance Outcome ◽  
Work Enjoyment ◽  
Work Drive ◽  
Curvilinear Relation ◽  
Outcome Orientation

The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisfaction. We also find support for a curvilinear (inverted U) relation between extent of telecommuting and life satisfaction, with worker type (defined by work drive and work enjoyment) moderating that relation.

Authenticity at work – a job-demands resources perspective

2016 ◽  
Vol 31 (2) ◽  
pp. 483-499 ◽  
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Ilona van Beek ◽  
Ralph Van den Bosch
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Goodness Of Fit ◽  
Job Demands ◽  
Self Report ◽  
Job Resources ◽  
Content Type ◽  
Occupational Outcomes ◽  
The Relationship

Purpose – Previous research has demonstrated strong relations between work characteristics (e.g. job demands and job resources) and work outcomes such as work performance and work engagement. So far, little attention has been given to the role of authenticity (i.e. employees’ ability to experience their true selves) in these relations. The purpose of this paper is to explore the relationship of state authenticity at work with job demands and resources on the one hand and work engagement, job satisfaction, and subjective performance on the other hand. Design/methodology/approach – In total, 680 Dutch bank employees participated to the study. Structural equation modelling was used to test the goodness-of-fit of the hypothesized model. Bootstrapping (Preacher and Hayes, 2008) was used to examine the meditative effect of state authenticity. Findings – Results showed that job resources were positively associated with authenticity and, in turn, that authenticity was positively related to work engagement, job satisfaction, and performance. Moreover, state authenticity partially mediated the relationship between job resources and three occupational outcomes. Research limitations/implications – Main limitations to this study were the application of self-report questionnaires, utilization of cross-sectional design, and participation of a homogeneous sample. However, significant relationship between workplace characteristics, occupational outcomes, and state authenticity enhances our current understanding of the JD-R Model. Practical implications – Managers might consider enhancing state authenticity of employees by investing in job resources, since high levels of authenticity was found to be strongly linked to positive occupational outcomes. Originality/value – This study is among the first to examine the role of authenticity at workplace and highlights the importance of state authenticity for work-related outcomes.

scholarly journals Enduring exploitative leaders at work: the buffering role of proactive personality on employee job strain

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saleh Bajaba ◽  
Abdulah Bajaba ◽  
Bryan Fuller
Keyword(s):  
Job Strain ◽  
Negative Impact ◽  
Proactive Personality ◽  
Self Report ◽  
Conservation Of Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Personal Resource ◽  
The Usa

Purpose This paper aims to study followers' proactive personality (PP) as a personal resource in moderating the hindering impact of exploitative leadership (EL) on followers' job strain (JS). Design/methodology/approach Self-report data on EL, JS and PP were obtained from 113 working students in the USA, and a cross-sectional design was used. The data was analyzed using SPSS 27 through hierarchal multiple regression and the PROCESS macro. Findings The findings support the buffering role of PP on the hindering impact of EL on JS, such that followers with higher PP tend to buffer the positive relationship between EL and followers' JS. Practical implications This study recommends practitioners to hire proactive individuals and/or enable existing employees to engage in proactivity in the presence of exploitative leaders to better cope with their self-serving behaviors. Originality/value Using the conservation of resources (COR) theory, this study is the first to use PP as a personal resource that protects against and mitigates the negative impact of EL.

Millennial social entrepreneurial intent and social entrepreneurial self-efficacy: a comparative entrepreneurship study

2021 ◽  
Vol 17 (1) ◽  
pp. 20-43
Author(s):  
Yang Zhang ◽  
Juanita Trusty ◽  
Tatiana Goroshnikova ◽  
Louise Kelly ◽  
Kwok K. Kwong ◽  
...  
Keyword(s):  
Life Satisfaction ◽  
Self Efficacy ◽  
Content Type ◽  
Mediating Role ◽  
Entrepreneurial Intent ◽  
The Us ◽  
Mediating Mechanisms ◽  
The Usa ◽  
Comparative Entrepreneurship

Purpose The purpose of this study is to propose and test predictors of millennials’ social entrepreneurial intent (SEI), mediating mechanisms and influential contextual factors. Design/methodology/approach This study includes survey data from 1,890 respondents, 315 each from China, Mexico, Nigeria, Philippines, Russia and the USA. Findings Empirical results show that social entrepreneurial self-efficacy (SESE) mediated the relationship between perseverance and proactive personality and the dependent variable SEI in all six countries. Life satisfaction positively moderated this relationship among US students and negatively moderated it among Chinese students. In China dissatisfaction appears to enhance SEI, while in the US satisfaction appears to do so. Originality/value This paper identifies the mediating role of SESE and the moderating role of life satisfaction when explaining SEI, as well as providing data from millennials in six countries.

Perceptions of corporate social responsibility, organizational commitment and job satisfaction

2015 ◽  
Vol 13 (1) ◽  
pp. 31-54 ◽  
Author(s):  
Caroline Closon ◽  
Christophe Leys ◽  
Catherine Hellemans
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Self Report ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Corporate Social ◽  
The Impact

Purpose – This paper aims to, first, investigate the impact of corporate social responsibility (CSR)’s various dimensions on organizational commitment and job satisfaction, and, second, to examine the moderating role of employee expectations in this relationship. Studies have increasingly focused the attention on the links between perceptions of CSR and employees’ attitudes. However, a majority of studies do concentrate on internal CSR impact. Design/methodology/approach – A field study based on data from 621 workers. The constructs were measured by validated self-report questionnaires. Findings – The results show that ethical and legal internal and external practices significantly influence the affective organizational commitment. The results also indicate that job satisfaction is positively influenced by internal and external ethico-legal practices as well as by philanthropic practices. Nonetheless, the role of expectation as moderator could not be demonstrated. This matter is discussed in the section dedicated to the limitations of the study. Originality/value – The originality of the contribution is undoubtedly to have integrated the concept of citizen-worker in this research on CSR.

Accountability and satisfaction: organizational support as a moderator

2014 ◽  
Vol 29 (5) ◽  
pp. 458-471 ◽  
Author(s):  
Wajda Wikhamn ◽  
Angela T. Hall
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Self Report ◽  
Work Outcomes ◽  
Content Type ◽  
Two Samples ◽  
The Usa ◽  
Support Conditions ◽  
Self Report Data ◽  
The Relationship

Purpose – The purpose of this paper is to investigate how perceived organizational support (POS) moderates accountability's relationship with job satisfaction. Design/methodology/approach – Self-report data were collected from one organizational sample from the USA and one organizational sample from Sweden. Findings – The results support the hypothesis that POS moderates the relationship between accountability and job satisfaction in the two samples. Specifically, the findings show that accountability relates positively to satisfaction under high support conditions and, in one sample, negatively to satisfaction under low support condition. Research limitations/implications – The current results suggest that social context is vital to a more informed evaluation of how accountability relates to work outcomes. Organizations should show their employees that they care about them. This can be achieved through starting, maintaining, and nurturing those initiatives that are interpreted positively by the employees. Social implications – Scandals represent examples of accountability failures. The implications of these scandals are not merely limited to individual companies and their employees. The wellbeing of the employees is part of the wellbeing of the society. Originality/value – This study offers new insights on the relationship between accountability and job satisfaction. First, it demonstrates how organizational support perception functions as a moderator of this relationship. Second, it reports replicable results from two organizational samples – one from North America and one from Europe.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

The Mediating Role of Job Satisfaction in the Work Stress-Marital Interaction Relationship

1994 ◽  
Vol 24 (3) ◽  
pp. 122-130 ◽  
Author(s):  
Lynne Widrich ◽  
Karen Ortlepp
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Causal Link ◽  
Work And Family ◽  
Specific Aspect ◽  
Self Report ◽  
Marital Interaction ◽  
Marital Functioning ◽  
The Relationship

The present study examined the relationship between work stress and a specific aspect of marital functioning, namely, marital interaction. An interactionist model of stress was adopted, with three role stresses, namely, role ambiguity, role conflict and role overload, being used as indicators of work stress. Despite the abundance of studies investigating the link between employment and family functioning over the past decade, the causal link between the two domains remains unclear. As previous research has indicated that the relationship between work and family is neither simple nor linear, the present study aimed to investigate the role of job satisfaction in the relationship. The final sample of the study consisted of 80 married men employed in a large financial organization. Data were gathered in the form of self-report questionnaires. Statistical analysis, using a longitudinal path analytic research design, did not support the proposed mediational model, that is, job satisfaction was not found to mediate the relationship between work stress and marital functioning.

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