Pay inequality and job satisfaction of law firms: the role of strategic positioning

2020 ◽  
Vol 16 (2) ◽  
pp. 189-213
Author(s):  
Ki Kyung Song ◽  
Eunyoung Whang
Keyword(s):  
Job Satisfaction ◽  
Law Firms ◽  
Strategic Positioning ◽  
Pay Gap ◽  
Content Type ◽  
Differentiation Strategy ◽  
Generic Strategy ◽  
Pay Inequality ◽  
The Impact

Purpose Using Porter’s (1980) generic strategy to define strategic positioning of law firms, this paper aims to explain why some law firms have more/less pay inequality than others do and examine the impact of pay inequality on law firms’ partners and the job satisfaction of their associates. Design/methodology/approach This paper uses data from The American Lawyer. The strategic positioning, compensation and job satisfaction scores of 614 firm-year observations of US law firms are hand-collected over the period from 2007 to 2016. Findings Non-equity partners at law firms with differentiation strategy (Porter, 1980) are more likely to build rainmaking ability than those at law firms relying on billable hours. As a result, law firms with differentiation strategy have a narrower pay gap between their equity and non-equity partners than those firms relying on billable hours. After controlling for the effects of strategy on pay inequality using two-stage and three-stage least squares models, this paper finds that a wider pay gap deprives associates of job satisfaction. Originality/value Considering strategic positioning, this paper validates why some law firms have more/less pay inequality and proves how pay inequality affects job satisfaction.

The role of salesperson brand selling confidence in enhancing important sales management outcomes: a social identity approach

2018 ◽  
Vol 33 (3) ◽  
pp. 277-290 ◽  
Author(s):  
Bashar S. Gammoh ◽  
Michael L. Mallin ◽  
Ellen Bolman Pullins ◽  
Catherine M. Johnson
Keyword(s):  
Job Satisfaction ◽  
Cross Section ◽  
Design Methodology ◽  
Sales Management ◽  
Measurement Model ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Social Identity Approach

Purpose The purpose of the study is to address the gap in understanding how the brand influences sales outcomes by focusing one’s attention on the salesperson perceptions of the brand and the salesperson brand selling confidence. Design/methodology/approach The study uses a cross-section survey of professional salespeople. SmartPLS was used to estimate the measurement model and test the hypothesized path relationships. Findings The study’s results indicate that salespeople who believe in the strength of the brands they represent are more likely to identify with the brand, are more confident in selling the brand and, overall, tend to perform better, have higher job satisfaction and are more committed to their companies. Originality/value This paper contributes to the sales literature by further exploring the relationship between the brand and sales function in the firm. This area has recently received academic attention but has not yet considered the mediating processes that connect the two areas. This study identifies perceptions of brand strength and brand selling confidence as mechanisms that mediate the impact of brand on sales outcomes.

Workplace diversity and job satisfaction

2020 ◽  
Vol 39 (4) ◽  
pp. 419-446
Author(s):  
Laetitia Hauret ◽  
Donald R. Williams
Keyword(s):  
Job Satisfaction ◽  
Empirical Relationship ◽  
Workplace Diversity ◽  
Probit Regression ◽  
Content Type ◽  
Two Measures ◽  
The Impact ◽  
The Relationship ◽  
Nationality Diversity

PurposeThis article estimates the empirical relationship between workplace diversity in terms of nationality and individual worker job satisfaction in the context of a multicultural country. It also examines the role of the level of communication between coworkers in moderating this relationship.Design/methodology/approachUsing merged survey and administrative data, the paper estimates OLS and ordered Probit regression estimates of the correlations between two measures of workplace diversity and self-reported job satisfaction.FindingsThe relationship between nationality diversity and job satisfaction is negative. While there is some evidence of a nonlinear relationship, it depends on the specification and measure of diversity used. Contrary to expectations, the level of interaction between colleagues does not moderate this relationship.Practical implicationsThe research highlights the need for employers to actively manage the diversity within their firms.Originality/valueThe paper adds to the diversity and job satisfaction literature by focusing on the nationalities of coworkers. It also is the first to measure the impact of the levels of interactions with coworkers on the diversity-satisfaction relationship.

Perceived organizational support on episodic volunteers' affective and behavioral outcomes: a case of the 2016 Rio Olympic Games

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Doyeon Won ◽  
Weisheng Chiu ◽  
Hyejin Bang ◽  
Gonzalo A. Bravo
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Olympic Games ◽  
Equation Modeling ◽  
Age Difference ◽  
Continuance Intention ◽  
Content Type ◽  
The Impact

PurposeThe aim of this study was to investigate the effects of perceived organizational support (POS) on the relationships between volunteer job satisfaction, attitude toward volunteering and continuance intention. Also, this study investigated the moderating role of volunteer age in the relationships between study variables.Design/methodology/approachParticipants were recruited from volunteers in the Rio 2016 Olympic Games and/or the Rio 2016 Paralympic Games (N = 4,824). Data were primarily analyzed using the partial least squares structural equation modeling (PLS-SEM) and multigroup analysis (PLS-MGA).FindingsResults of the PLS-SEM indicated that, firstly, POS had a positive and significant effect on continuance intention, attitude and job satisfaction. Moreover, the influence of job satisfaction on attitude was statistically significant. Paths from attitude and job satisfaction to continuance intention were statistically and positively significant. As a next step, PLS-MGA was conducted using basic bootstrapping to test the age difference in the research model. Significant differences were found in the paths from POS to attitude and from satisfaction to continuance intention. More specifically, the influence of POS on attitude was significantly stronger for the younger group. On the other hand, the impact of satisfaction on continuance intention was significantly stronger for the older group.Originality/valueThe large sample size of this study offered more persuasive empirical evidence on the role of POS in volunteers' perception and behavior. The findings suggest the importance of the event organizer's support for volunteer outcomes and clear communication with volunteers on their needs and wants.

Workplace bullying and organizational citizenship behavior: the parallel mediating effects of job satisfaction and resilience

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aparna Mendiratta ◽  
Shalini Srivastava
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Workplace Bullying ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Hospitality Sector ◽  
The Impact

PurposeUpholding congruency with conservation of resources (COR) theory, the study intends to analyze the impact of workplace bullying on organizational citizenship behavior (OCB) via job satisfaction and resilience as parallel mediators in the Indian hospitality sector.Design/methodology/approachThe study used a data of 240 respondents working in the hospitality sector in India. Direct and indirect effects were assessed through statistical techniques such as structural equation modeling and mediation analysis (Preacher and Hayes, 2004) for hypotheses testing using SPSS and AMOS tools.FindingsThe findings of the study suggest the negative correlation between workplace bullying and OCB. This study demonstrates the role of job satisfaction and resilience as parallel mediators in combating the cascading ill effect of workplace bullying on OCB.Research limitations/implicationsThe results help India's hospitality sector to understand the intensity and impact of workplace bullying on job satisfaction and OCB.Originality/valueThis is the original and first study examining the role of workplace bullying on OCB via job satisfaction and resilience as parallel mediators in the non-Western context.

Maintaining hope: the intrinsic role of professional support

2017 ◽  
Vol 12 (1) ◽  
pp. 13-23 ◽  
Author(s):  
Leigh-ann L. Onnis ◽  
Geraldine Dyer
Keyword(s):  
Job Satisfaction ◽  
Health Professionals ◽  
Professional Support ◽  
Team Approach ◽  
Remote Work ◽  
Structured Interviews ◽  
Content Type ◽  
Improved Stability ◽  
The Impact

Purpose The purpose of this paper is to examine the supportive aspects of a team approach for a remote mental health team that report high stability in senior clinical roles, in a region where voluntary turnover is typically high. Design/methodology/approach This qualitative research study examines the reflections of team members on their role and job characteristics through informal semi-structured interviews. Findings The extant themes identified as supportive aspects of the team approach included engagement and both personal and professional support. The intrinsic role of support in remote work environments, and the impact of intrinsic job satisfaction through client-focussed practices further supported low turnover, improved stability and consistency of service provision. Originality/value Continued support for existing experienced health professionals will contribute to workforce stability in remote regions where needs are complex and continuity of care is improved by consistent, reliable services. With health professionals working in remote Australia reporting high levels of job satisfaction; it follows that the next steps involve minimising dissatisfaction through effective workforce support mechanisms. Health professionals already working in remote regions, suggest that this is about engagement and personal and professional support through flexible work systems. While the findings of this study may not be generalisable, the authors suggest that these supportive aspects are transferable to other multi-disciplinary team settings.

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.

The mitigating effects of core self-evaluations in uncertain environments

2016 ◽  
Vol 37 (2) ◽  
pp. 226-240 ◽  
Author(s):  
Jeffrey J. Haynie ◽  
Stanley G Harris ◽  
Christopher Brian Flynn
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Job Attitudes ◽  
Future Research ◽  
Content Type ◽  
Core Self ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships. Design/methodology/approach – Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally. Findings – Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships. Research limitations/implications – The research has implications for the role of CSE in attitude formation within a change context and adds to existing literature supporting the detrimental effects of change uncertainty on job attitudes. Also, the study provided evidence of how CSE interacts with change uncertainty reducing the detrimental impact on job attitudes. Future research should continue to examine the role of CSE in the way employees react to other change-related stressors. Originality/value – The relationships among change uncertainty, CSE, and job attitudes were explored through a theoretical lens and tested empirically using employees in the midst of an organizational change.

The mediating role of job satisfaction in the relationship of vertical trust and distributed leadership in health care context

2016 ◽  
Vol 11 (2) ◽  
pp. 722-738 ◽  
Author(s):  
Ajay K. Jain
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Distributed Leadership ◽  
Positive Impact ◽  
Public Hospitals ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at investigating the effect of vertical trust on distributed leadership (DL) and performance as mediated by job satisfaction, and further to observe the role of DL in carrying out the effect of satisfaction on employees’ performance. Design/methodology/approach As grounded in the organizational citizenship behavior (OCB) literature, the author proposes that employees’ participation in DL should be viewed as an extra role behavior, as leadership functions are not directly related to their job description. The study uses large-scale survey data from a study in one of Denmark’s largest public hospitals (N = 1,439). Findings The results of structural equation modelling (SEM) analysis showed that job satisfaction mediates the relationship between vertical trust and DL, and DL had a positive impact on job performance. Furthermore, the results showed that job satisfaction had a positive impact on DL and employees’ performance. Moreover, DL has positively affected employees’ performance, and it carries the impact of job satisfaction on performance. Research limitations/implications The study showed that trust and job satisfaction are important triggers of DL. Furthermore, results are interesting because literature so far has shown an insignificant relationship between satisfaction and performance. Here, the author establishes that the satisfaction–performance relationship is mediated by DL. The findings should motivate health care organizations to introduce structures and educate formal leaders so that DL can be enabled. Originality/value This should be the first study that relates trust and DL in an empirical manner. As grounded in the OCB literature, results also showed the significance of job satisfaction as a mediator variable.

scholarly journals Servant leadership and academics outcomes in higher education: the role of job satisfaction

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammed Aboramadan ◽  
Khalid Dahleez ◽  
Mohammed H. Hamad
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Servant Leadership ◽  
Work Engagement ◽  
Affective Commitment ◽  
Positive Impact ◽  
Education Sector ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of servant leadership on work engagement and affective commitment among academics in higher education. Moreover, the paper highlights the role of job satisfaction as an intervening mechanism among the examined variables. Design/methodology/approach Self-administered questionnaires were distributed to academics working in the Palestinian higher education sector. We used structural equation modelling to examine the hypotheses. Findings A positive relationship was found between servant leadership and affective commitment. The relationship between servant leadership and work engagement is fully mediated by job satisfaction, whereas partial mediation was found between servant leadership and affective commitment. Both work engagement and affective commitment have a positive impact on academics’ job performance. Practical implications The paper provides a fertile ground for higher education managers concerning the role of leadership in stimulating work engagement and organisational commitment among academics. Originality/value First, the paper is one of the few studies that empirically examines servant leadership in higher education using data coming from a non-Western context because most of the servant leadership research is conducted in the Western part of the world (Parris and Peachey, 2013). Second, we empirically provide evidence for the argument that servant leadership is needed in higher education. Third, the paper contributes to the limited body of research on work engagement and commitment in the higher education sector.

scholarly journals Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector

2019 ◽  
Vol 12 (1) ◽  
pp. 76-95 ◽  
Author(s):  
Alborz Gheitani ◽  
Saheb Imani ◽  
Nader Seyyedamiri ◽  
Pantea Foroudi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intrinsic Motivation ◽  
Significant Relationship ◽  
Content Type ◽  
Mediating Role ◽  
Islamic Work Ethic ◽  
The Impact ◽  
The Relationship

Purpose In line with the general purpose mentioned, this paper aims to determine the impact of the Islamic work ethic (IWE) on job satisfaction and organizational commitment among the employees of Bank Maskan by examining the mediating role of intrinsic motivation. Design/methodology/approach Analysis of data obtained from 220 questionnaires related to research variables with AMOS software shows a positive and significant relationship between IWE and job satisfaction and organizational commitment with the mediating role of intrinsic motivation. Findings The findings revealed a direct effect of IWE on job satisfaction, but there was no direct significant relationship between this variable and organizational commitment. Also, intrinsic motivation plays a partial and completely mediatory role in the relationship between IWE and job satisfaction and between IWE and organizational commitment. Research limitations/implications The impact of participation in strategic planning on managers’ creation of budgetary slack: The mediating role of autonomous motivation and affective organizational commitment. Originality/value As the nature of bank employees’ work is such that it confronts them with numerous ethical choices, the adherence to ethical standards, particularly IWE, can greatly affect their enthusiasm and, as a result, their satisfaction and organizational commitment.

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