Which personal values matter most? Job performance and job satisfaction across job categories

2019 ◽  
Vol 27 (1) ◽  
pp. 109-124 ◽  
Author(s):  
Hussein N. Ismail ◽  
Silva Karkoulian ◽  
Sevag K. Kertechian
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Personal Values ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Content Type ◽  
Ordinary Least Square ◽  
Different Types ◽  
The Relationship

PurposeAs one of the first studies in this field, the purpose of this paper is to explore the effect of personal values on job performance and job satisfaction across different jobs. Further, it aims to identify personal value types that are positively, or negatively, related to behavioural and attitudinal outcomes in different job categories.Design/methodology/approachBased on a sample of 270 participants across several job categories including finance, accounting, marketing, sales, HR (human resources), operations and information technology (IT), this research explores the relationship between personal values, job performance and job satisfaction across the listed job categories. Ordinary least square (OLS) stepwise-regression and partial least square (PLS) regression were used in analysing the results.FindingsFindings showed that for some of the jobs examined, different types of personal values were associated with different worker outcomes.Originality/valueThis research study identifies sets of personal values that are suited to some jobs more than others in terms of job performance and job satisfaction outcomes. Moreover, this research demonstrates the importance of controlling for job categories in future research models that investigate the links between values, performance and satisfaction.

scholarly journals When psychological ownership nurtures satisfaction: a tripartite attitude theory and psychological ownership theory perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Bello Jakada ◽  
Najib Sabo Kurawa ◽  
Aliyu Rabi'u ◽  
Armaya'u Alhaji Sani ◽  
Ahmed Ibrahim Mohammed ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Interaction Effect ◽  
Partial Least Square ◽  
Least Square ◽  
Psychological Ownership ◽  
Positive Interaction ◽  
Content Type ◽  
Employees Satisfaction ◽  
The Relationship

PurposeDrawing from tripartite theory of attitude, this study examined whether interaction effect of psychological ownership (cognitive component) changes the nature of the relationship between job satisfaction (affect component) and job performance (behavioral component) toward a higher or weaker relationship. Furthermore, the study draws from psychological ownership theory to find support whether job satisfaction is nurtured by the feeling of psychological ownership.Design/methodology/approachLongitudinal data from 211 academic and non-academic employees was randomly collected and partial least square-structural equation model (PLS-SEM) was used for data analysis through SmartPLS version 3.3.2.FindingsThe study found a positive interaction effect of psychological ownership on the relationship between job satisfaction and job performance. Furthermore, the study found that feeling of psychological ownership nurtures employees' satisfaction with their job.Practical implicationsThe findings of the study explicate to human resource managers and practitioners the mechanism through which job satisfaction affects job performance and how feelings of psychological ownership nurtures employees' satisfaction with their job.Originality/valueThe study provides new insight into the relationship between job satisfaction and job performance by drawing on the tripartite theory of attitude perspective, and concluded that job performance as overall employee attitude toward the organization is predicted by the interaction and interplay of job satisfaction, psychological ownership and job performance as components of attitude. To the authors’ best knowledge, none of the previous literatures on job satisfaction–job performance relationship draws its conclusions from the perspective of tripartite theory of attitude. Furthermore, the study found empirical evidences that psychological ownership nurtures employees' job satisfaction.

City brand love: modelling and resident heterogeneity analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saalem Sadeque ◽  
Mohammad Shahidul Hasan Swapan ◽  
Sanjit K. Roy ◽  
MD Ashikuzzaman
Keyword(s):  
Social Bonding ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Brand Love ◽  
Content Type ◽  
City Brand ◽  
The Relationship ◽  
The City ◽  
City Identification

Purpose This study aims to investigate how city dependence and city social bonding determine city brand love. In addition, the study examines whether there are different resident segments that exhibit distinct behaviour in relation to city brand formation. Design/methodology/approach The study is based on primary responses collected from 595 residents from Khulna city in Bangladesh. The research model is tested using partial least square (PLS) structural equation modelling. The resident segments were identified using PLS prediction-oriented segmentation method. Findings Results show that city dependence (i.e. dependence on urban facilities and services provided by the city) and city social bonding (i.e. social interactions amongst residents in the city) lead to city brand love through city satisfaction and city identification. In addition, the study finds that city social bonding and city satisfaction are important for the relationship-reliant residents, whereas city dependence and city identification are important for the resource-reliant residents. Research limitations/implications Future research can investigate the relationship between the length of residence and native vs non-native residents’ influence on city brand love formation. Practical implications The city brand managers and planners should adopt a resident-inclusive approach that considers the different needs of the residents to engender city brand love. Originality/value The study contributes to city branding literature by empirically investigating the under-researched topic of city brand love by identifying the key constructs and their role in determining city brand love. Further, it shows that the route to city brand love formation is different based on residents’ needs.

scholarly journals Autonomy, workload, work-life balance and job performance among teachers

2018 ◽  
Vol 32 (1) ◽  
pp. 107-120 ◽  
Author(s):  
Johanim Johari ◽  
Fee Yean Tan ◽  
Zati Iwani Tjik Zulkarnain
Keyword(s):  
Public Schools ◽  
Job Performance ◽  
Northern Region ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Work Life Balance ◽  
Future Research ◽  
Life Balance ◽  
Content Type

Purpose The purpose of this paper is to examine the influence of autonomy, workload, and work-life balance on job performance among teachers. A survey was carried out among teachers in public schools in the Northern Region of Peninsular Malaysia. Design/methodology/approach This study adopted a quantitative approach to address the research objectives. A total of 302 teachers reported on their level of autonomy, workload, and work-life balance as well as job performance. Data were analyzed using Statistical Package for Social Sciences version 17.0 and Partial Least Square (Smart PLS) version 2.0. Findings Based on the statistical analyses conducted, the findings reported that autonomy and work-life balance had a significant impact on respondents’ job performance. Workload, on the other hand, had no substantial bearing on job performance among school teachers in this study. Practical implications In terms of practical ramifications, the management of schools need to focus on measures to enhance autonomy and work-life balance in improving job performance among teachers. Finally, directions for future research and conclusion of the study are also presented. Originality/value Discussions emphasized on the importance of work-life balance and autonomy in elevating job performance among teachers. This study also provided partial support to the Border and Boundary Theory.

Do social networking sites promote life satisfaction? The explanation from an online and offline social capital transformation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lin Huang ◽  
Daqing Zheng ◽  
Weiguo Fan
Keyword(s):  
Social Capital ◽  
Life Satisfaction ◽  
Social Networking ◽  
Social Networking Sites ◽  
Partial Least Square ◽  
Least Square ◽  
Content Type ◽  
Different Types ◽  
Bonding And Bridging ◽  
The Relationship

PurposeThe use of social networking sites (SNSs) can promote life satisfaction mainly because of their social relationship benefits. Although prior studies examined the roles of different types of social capital (SC), the association between online and offline SC is ignored. This research addresses this gap by uncovering a mechanism of transformation between online and offline SC in terms of bonding and bridging types when linking SNSs usage and life satisfaction.Design/methodology/approachCategorizing the concept of SC into four sub-types from bonding/bridging and online/offline dimensions, the paper establishes a theoretical framework based on the transformation mechanism among these four kinds of SC. A component-based approach, partial least square method, is chosen for hypothesis testing with a survey-based sample collected from WeChat users.FindingsFirst, SNSs usage is positively related to life satisfaction and four types of SC (i.e. online/offline and bonding/bridging SC). Second, both online bonding SC and offline bridging SC are positively related to life satisfaction and can mediate the relationship between SNSs usage and life satisfaction. Third, offline bonding SC is positively related to online bonding SC and can mediate the relationship between SNSs usage and online bonding SC; on the contrary, online bridging SC is positively related to offline bridging SC and can mediate the relationship between SNSs usage and offline bridging SC.Practical implicationsIn the environment of SNSs, users can take vigorous strategies to better balance online and offline spaces and improve life satisfaction by adapting to the characteristics of SNSs in developing different types of SC. Specifically, it is encouraged for users to transfer online bridging SC into offline space and offline bonding SC into online space.Originality/valueTo the best of the authors’ knowledge, this is the first study exploring the association between online and offline SC when linking SNSs usage and life satisfaction. Instead of the single transformation direction from online to offline in prior Internet research, this research has revealed different transformation directions between online and offline SC in terms of bonding and bridging types in the context of SNSs.

Significance of Job Attitudes and Motivation in Fostering Knowledge Sharing Behaviour Among Bank Personnel

2021 ◽  
Vol 20 (01) ◽  
pp. 2150003
Author(s):  
Muhammad Umar ◽  
Maqbool Hussain Sial ◽  
Syed Ahmad Ali
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Job Involvement ◽  
Job Attitudes ◽  
Partial Least Square ◽  
Least Square ◽  
Future Research ◽  
Public And Private ◽  
Knowledge Intensive ◽  
Public And Private Sector

This research examines the association of job attitudes (i.e. job involvement, job satisfaction, and commitment) with knowledge sharing behaviour of bank personnel through behavioural antecedents (i.e. motivation, attitude, and intentions to share knowledge). The hypothesised relationships among job attitudes (excluding job involvement), behaviour antecedents, and knowledge sharing behaviour are significant and consistent. Notably, the association of job satisfaction with the motivation to share knowledge is insignificant. The survey results are based on data from a stratified multistage cluster sample of 316 public and private sector bank professionals from Pakistan, analyzed using Partial Least Square (PLS)-Structure Equation Modelling (SEM). The research provides a framework for theoretical and practical implications in knowledge-intensive organisations to foster knowledge sharing that increases individual as well as organisational productivity. The study paves the way for future research by including knowledge-oriented leadership, culture, trust, knowledge governance, and citizenship behaviour in the current framework for analysis in diverse geographical and demographical contexts.

I'll manage myself: the moderator effect of positive framing on the relationship between organisational politics and engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Robinson James
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Harmful Effect ◽  
Negative Relationship ◽  
Partial Least Square ◽  
Least Square ◽  
Moderator Effect ◽  
Content Type ◽  
The Relationship ◽  
Organisational Politics

PurposeThis study aims to investigate the influence of organisational politics on work engagement and the moderator effect of positive framing on this relationshipDesign/methodology/approachData were collected from 241 public sector employees in Sri Lanka through a structured questionnaire and analysed with partial least square structural equation modelling (PLS_SEM).FindingsThe results indicated that organisational politics negatively influenced employees' work engagement, positive framing positively influenced engagement and weakened the negative relationship between politics and engagement.Practical implicationsThis study suggests that organisation and individuals must take the necessary steps to enhance work engagement. Organisations must be transparent in all activities to avoid employees' negative perception. Also, organisations need to take steps to recruit employees with positive framing or develop this competency through training and development. Individuals also need to take necessary steps to frame the work environment positively to enhance their engagement in work.Originality/valueThis study extends the literature by being the first to examine the positive framing as a moderator in the relationship between politics and engagement. This study found that positive framing as a resource reduced the harmful effect of organisational politics on engagement and suggested positive framing can be considered as a resource in the future investigation of the job demand–resource model.

The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance

2019 ◽  
Vol 68 (7) ◽  
pp. 1208-1234 ◽  
Author(s):  
Muhammad Irfani Hendri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Employee Performance ◽  
Limited Liability ◽  
Partial Least Square ◽  
Limited Liability Company ◽  
Content Type ◽  
West Kalimantan ◽  
The Relationship

Purpose The purpose of this paper is to test the effect of organizational learning on employees’ job satisfaction, the effect of organizational learning on the employees’ organizational commitment, the effect of the organizational learning on employees’ performance, the effect of job satisfaction on the employees’ performance and the effect of organizational commitment on employees’ performance in PTPN XIII (Limited Liability Company) in West Kalimantan. Design/methodology/approach The population in this research refers to all employees of PTPN XIII (Limited Liability Company) in West Kalimantan, with the criteria that the employees are from class III‒IV (population of access). The size of the sample is determined by using the partial least square approach, which is 10 times of the size of formative indicator, that is, job satisfaction with five indicators plus employee performance with eight indicators, with the total being 13 × 10 = 130 employees. The sampling method used is proportional random sampling technique, which is based on work area (three working areas: Head Office, West Kalimantan I District and West Kalimantan District II). Findings Learning organization has a significant and positive effect on job satisfaction and organizational commitment, but it has no significant effect on the employee performance. Job satisfaction and organizational commitment have a significant effect on employee performance. Originality/value The phenomenon that existed in PTPN XIII (Limited Liability Company) and referring from various previous research results, the study regarding employee performance was conducted using organizational learning variable as an exogenous variable and using job satisfaction and organizational commitment variable as an intervening variable. Robbins (1996) revealed that the relationship between organizational learning and performance is not very close. It is necessary to have other variables that can reinforce the relationship and to determine the extent to which the organizational learning can contribute to the improvement of the performance.

scholarly journals Can Job Satisfaction Mediate the Relationship between Emotional Intelligence and Spiritual Intelligence on Teacher Performance?

2021 ◽  
Vol 5 (1) ◽  
pp. 136
Author(s):  
Efendi Efendi ◽  
Sri Harini ◽  
Sudung Simatupang ◽  
Marto Silalahi ◽  
Acai Sudirman
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Teacher Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Spiritual Intelligence ◽  
Additional Information ◽  
Saturated Sample ◽  
The Relationship

This study aims to analyze the role of job satisfaction in mediating the relationship between emotional intelligence and intellectual intelligence on the performance of the high school teachers. This study uses a research design with an associative quantitative approach. Data was collected through documentation and online questionnaires. This study used a sample of 39 respondents with the determination of the sample size using the saturated sample formula. Partial least square is applied to examine the relationship between teacher performance, job satisfaction, emotional intelligence and intellectual intelligence. The results of this study indicate that of the seven hypotheses developed there are two accepted hypotheses, that is, for the effect of emotional intelligence on job satisfaction, it is obtained that the results of a significant effect and the influence of spiritual intelligence on teacher performance are also obtained significant results. Meanwhile, the other 5 hypotheses developed were not significant. Through the findings of this study, it is hoped that it can provide additional information for various parties, especially the school, to pay attention to the factors that affect teacher performance and job satisfaction, so that teachers gain comfort and confidence to continue to improve their performance in implementing learning in schools.

scholarly journals THE EFFECTS OF AUTONOMY ON JOB SATISFACTION AND JOB PERFORMANCE: EVIDENCE FROM BOSNIA AND HERZEGOVINA

2021 ◽  
Vol 11 (2) ◽  
pp. 126-132
Author(s):  
Nermina Delic ◽  
◽  
Irfan Djedovic ◽  
Ensar Mekic ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Job Performance ◽  
Bosnia And Herzegovina ◽  
Convergent Validity ◽  
Positive Relationship ◽  
Partial Least Square ◽  
Least Square ◽  
Validity And Reliability ◽  
Path Modelling

The main aim of the study was to empirically investigate and understand the effects that autonomy has on job satisfaction and job performance in Bosnia and Herzegovina. The empirical data was obtained from a questionnaire of 242 people living and working in Bosnia and Herzegovina. Once the data was collected, data analysis was conducted to assure validity and reliability through items’ loadings and Cronbach’s Alpha values.Furthermore, the scales were tested for convergent validity through partial least-square path modelling using SmartPLS 3 software. The results indicated that the effects of autonomy on job performance and job satisfaction were significant and had positive relationship.

The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions

2014 ◽  
Vol 19 (5) ◽  
pp. 494-507 ◽  
Author(s):  
Martha C. Andrews ◽  
K. Michele Kacmar ◽  
Charles Kacmar
Keyword(s):  
Job Satisfaction ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Future Research ◽  
Snowball Sampling ◽  
Prevention Focus ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

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