Coping intelligence theory: coping strategies, satisfaction and sales commission

2018 ◽  
Vol 33 (5) ◽  
pp. 610-624 ◽  
Author(s):  
Rajesh V. Srivastava ◽  
Thomas Tang
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Coping Strategies ◽  
Goodness Of Fit ◽  
Boundary Spanning ◽  
Multiple Sources ◽  
Content Type ◽  
Latent Construct ◽  
Intelligence Theory ◽  
Practical Implications

Purpose This study aims to develop and test a new formative theory of coping intelligence (CI). It asserts that problem- and emotion-focused coping strategies contribute differently to the overall CI latent construct, which, in turn, relates to three outcome variables – job satisfaction, life satisfaction and sales commission. Design/methodology/approach The study collected data from multiple sources: survey data from 452 boundary-spanning salespeople and sales commission from a company’s personnel record. It then investigated the goodness of fit between the study’s theoretical SEM model and empirical data. Findings Problem-focused coping and emotion-focused coping strategies, respectively, define CI positively and negatively. This, in turn, is related to high levels of job satisfaction, life satisfaction and sales commission. After controlling for gender and sales commission, results remain significant. Commission is related to satisfaction. Gender (male) is negatively related to emotion-focused strategy, but positively related to commission. Males have higher sales commission than females, yet both genders have similar life and job satisfaction. Practical implications Problem-focused coping contributes to life satisfaction, job satisfaction and sales commission, but emotion-focused coping undermines them. Researchers and policymakers need to develop training programs, promote problem-focused coping strategies and help them improve life satisfaction, job satisfaction and sales commission, for females, in particular. Originality/value CI is more related to job satisfaction and life satisfaction than to commission. The study’s concurrent validity demonstrates that CI improves sales commission (objective data) and employee satisfaction. It pays to improve CI.

The Matthew effect in talent management strategy: reducing exhaustion, increasing satisfaction, and inspiring commission among boundary spanning employees

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rajesh V. Srivastava ◽  
Thomas Tang
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Management Strategy ◽  
Talent Management ◽  
Boundary Spanning ◽  
Matthew Effect ◽  
Content Type ◽  
Latent Construct ◽  
The Matthew Effect ◽  
Practical Implications

Purpose In an ongoing War for Talent, what are the intangible and tangible return on investments (ROIs) for boundary-spanning employees? This study aims to develop a formative structural equation model (SEM) of the Matthew effect in talent. management. Design/methodology/approach This study develops a formative SEM theoretical model. Training and development (T&D) are the two antecedents of the latent construct – talent management strategy (TMS). This study frames the latent construct (TMS) in the proximal context of reducing burnout (cynicism and inefficacy), the distal context of subjective and intangible outcomes (job and life satisfaction) and the omnibus context of objective, tangible and financial rewards (the sales commission). The study collected data from multiple sources – objective sales commission from personnel records and subjective survey data from 512 sales employees. Findings The empirical discoveries support the theory. Both T&D contribute significantly to the TMS, which reduces burnout in the immediate context. TMS enhances job satisfaction more than life satisfaction in the distal context. TMS significantly and indirectly improves boundary spanners’ sales commission in the omnibus context via life satisfaction, but not job satisfaction. The model prevails for the whole sample, men, but not women. Practical implications Our discoveries offer practical implications for the Matthew effect in talent management: policymakers must cultivate T&D, develop TMS, facilitate the spillover effect from job satisfaction to life satisfaction, concentrate on the meaning in their lives and take their mind off money. TMS ultimately helps ignite these boundary spanners’ sales commission and their organization’s bottom line and financial health. The rich get richer. Originality/value It is life satisfaction (not job satisfaction) that excites boundary-spanning employees’ high level of sales commission. Our model prevails for the whole sample and men, but not for women. Job satisfaction spills over to life satisfaction for the entire sample, for men, but not for women. The results reveal gender differences.

Mixing the human cocktail of employee contentment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Extrinsic Motivation ◽  
Organizational Context ◽  
Intention To Stay ◽  
Content Type ◽  
Survey Results ◽  
Pertinent Information ◽  
Emotionally Intelligent ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on emotionally intelligent ways of tracking employee contentment, as a route to understanding how job satisfaction manifests. The Taiwanese survey results revealed that employee's experiencing contentment strongly boosts their job satisfaction, their work performance, and their intention to stay working at the company. Job satisfaction most powerfully drives intention to stay, while contentment is best at driving work performance. The most powerful upward shift in employee contentment was derived from the organizational context, followed by intrinsic motivation, and finally by extrinsic motivation. Originality/value The briefing saves busy executives, strategists and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Service quality and global competitiveness: evidence from global service firms

2017 ◽  
Vol 27 (6) ◽  
pp. 1058-1080 ◽  
Author(s):  
Wenbin Sun ◽  
Jing Pang
Keyword(s):  
Service Quality ◽  
Service Industry ◽  
Situational Factors ◽  
Service Firms ◽  
Moderating Effects ◽  
Multiple Sources ◽  
Content Type ◽  
Global Competitiveness ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to explore the relationship between service quality and firms’ global competitiveness in the service industry. A set of moderating effects is formulated to further reveal how the relationship varies under different situations. Design/methodology/approach This paper tests the model with data collected from multiple sources such as World’s Most Admired Companies and COMPUSTAT. Two types of robust regressions for panel data are employed in the empirical model estimation. Findings Service quality is found to significantly drive global competitiveness. Specifically, its impact is stronger for large service firms and when the global environment is characterized as low munificence, high dynamism, or high complexity. Practical implications The paper provides a set of implications for managers of service firms regarding global expansion and quality management. It generates useful guidelines of maximizing the power of service quality when a firm’s global competitive advantage is considered. Originality/value This paper takes the first attempt to formulate service quality’s influence on firm’s global competitiveness with a consideration of specific situational factors.

scholarly journals Validating a second-order model for oil and gas projects’ investment climate scale

2017 ◽  
Vol 11 (1) ◽  
pp. 65-79 ◽  
Author(s):  
Abdulsalam Mas’ud ◽  
Nor Aziah Abd Manaf ◽  
Natrah Saad
Keyword(s):  
Goodness Of Fit ◽  
Oil And Gas ◽  
Second Order ◽  
Fit Indices ◽  
Investment Climate ◽  
Order Model ◽  
Content Type ◽  
Latent Construct ◽  
Climate Scale ◽  
Second Order Model

Purpose The investment climate is one of the key factors considered by foreign investors while deciding their investment destination. This paper aims to attempt at validating the second-order model of oil and gas projects’ investment climate. Examination of the relationship between the dimensions of oil and gas projects’ investment climate; strategy, participants/operating environment and risk/return; and the overall latent construct was conducted. The study also evaluates the goodness of fit of the second-order model using relevant fit indices. Design/methodology/approach Oil and gas experts in Malaysian marginal oil fields subsector were deployed, through whom responses were collected that formed the data set used in the analysis. Then, the data were used for confirmatory factor analysis, evaluation of the second-order model through path analysis and for model fit evaluation. Findings The finding revealed that the second-order model of oil and gas projects’ investment climate is valid and reliable. It also revealed that all the three dimensions, strategy, participants/operating environment and risk/return, have significant effects on the formation of the oil and gas projects’ investment climate. Finally, the goodness of fit of the second-order model satisfied the relevant fit indices. Research limitations/implications The findings present valuable insights to policymakers on the extent of the influence each of the dimensions has on the overall latent construct. The validity and reliability analysis suggests the measurements of the second-order model of oil and gas projects’ investment climate construct, and its dimensions are valid, reliable and fit for future empirical research. Thus, it calls for replication in other oil and gas settings. Originality/value The findings from the results of this study are pioneering. Extant literature falls short in attempting the validation of the second-order oil and gas projects’ investment climate scale, as well as relating each of the dimensions with the overall latent construct.

Does job stress enhance employee creativity? Exploring the role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Azka Ghafoor ◽  
Jarrod Haar
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Psychological Capital ◽  
Positive Influence ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Mediation Effects ◽  
Content Type ◽  
Two Samples ◽  
Practical Implications

PurposeUsing the conservation of resource theory, the purpose of this paper is to investigate the potentially positive influence of job stress on creativity through the resource caravan approach. The influence of job stress directly and as a moderator of psychological capital (PsyCap) is explored. Finally, the influence of stress on creativity is investigated as a boundary condition that impacts on the PsyCap-creativity relationship via job satisfaction.Design/methodology/approachRelationships were tested on two samples: (1) an international employee cohort (n = 269) and (2) a New Zealand employee sample (n = 475) and similar effects were found in both studies.FindingsPsyCap was found to influence job satisfaction and creativity, with job satisfaction partially mediating this direct effect. Job stress has a positive moderation effect with PsyCap toward creativity, supporting Conservation of Resources theory, which suggests that high PsyCap individuals would have the psychological resources to leverage stress beneficially, making their behaviors more creative. Significant moderated mediation effects indicate complex indirect effects with PsyCap on creativity (via job satisfaction) increasing as job stress gets higher.Practical implicationsThis study calls for researchers' attention toward potentially positive influences of stress when considered in combination with high psychological resources. Practical implications focus manager's and leader's attention toward the enhancement of employees' psychological resources for its stress and creativity related benefits.Originality/valueThe findings provide new theoretical support for understanding how stress can positively influence creativity. The use of two samples improves confidence in these findings.

Increasing employee job satisfaction

2020 ◽  
Vol 34 (4) ◽  
pp. 53-55
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Critical Role ◽  
Supervisor Support ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Work Atmosphere ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction plays a critical role in the retention of key talent. Firms can enhance prospects by creating a work environment that incorporates a positive atmosphere. Both supervisor support and potential for career development help optimize the impact of work atmosphere on employee job satisfaction levels. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Perceived contract violation and job satisfaction

2019 ◽  
Vol 28 (2) ◽  
pp. 383-398 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Job Satisfaction ◽  
Emotion Regulation ◽  
Psychological Contract ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Personal Resources ◽  
Content Type ◽  
Work Related ◽  
Practical Implications ◽  
Contract Violation

Purpose This paper aims to investigate how employees’ perceptions of psychological contract violation or sense of organizational betrayal, might diminish their job satisfaction, as well as how their access to two critical personal resources – emotion regulation skills and work-related self-efficacy – might buffer this negative relationship. Design/methodology/approach Two-wave survey data came from employees of Pakistani-based organizations. Findings Perceived contract violation reduces job satisfaction, but the effect is weaker at higher levels of emotion regulation skills and work-related self-efficacy. Practical implications For organizations, these results show that the frustrations that come with a sense of organizational betrayal can be contained more easily to the extent that their employees can draw from relevant personal resources. Originality/value This investigation provides a more complete understanding of when perceived contract violation will deplete employees’ emotional resources, in the form of feelings of happiness about their job situation. A sense of organizational betrayal is less likely to escalate into reduced job satisfaction when employees can control their negative emotions and feel confident about their work-related competencies.

An expanded holistic model of healthy workplace practices

2019 ◽  
Vol 27 (5) ◽  
pp. 1542-1561 ◽  
Author(s):  
Mark O'Donnell ◽  
Lisa A. Ruth-Sahd ◽  
Clifton O. Mayfield
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Work Engagement ◽  
Future Research ◽  
Content Type ◽  
Vision Alignment ◽  
Healthy Workplace ◽  
Workplace Practices ◽  
Workspace Design ◽  
Overall Life Satisfaction

Purpose The purpose of this paper is to test whether supportive workspace design, cultivation of high-quality leader–member relationships and vision alignment explain incremental variance in job satisfaction, work engagement and overall life satisfaction beyond antecedents identified in an earlier model of healthy workplace practices. Design/methodology/approach This paper reports the results of a survey study with a diverse sample of 214 employees. Findings In a series of regression analyses, the findings revealed that supportive workspace design, cultivation of high-quality leader–member relationships and vision alignment each explain incremental variance in one or more outcome variables (job satisfaction, work engagement and overall life satisfaction) beyond that of antecedents identified in an earlier model of healthy workplace practices. Research limitations/implications The present study identifies additional important variables to consider when conducting future research on healthy workplace practices. Future research could use longitudinal or experimental designs to further investigate the causal direction of the relationships identified in the present paper. Practical implications Managers can implement the practices identified in this paper to improve employees’ work engagement, job satisfaction and overall life satisfaction. Social implications This paper offers insights about how to improve employees’ lives, and thus, the potential impact is far-reaching and meaningful. Originality/value This paper empirically assesses workplace variables that were not included in tests of the prior healthy workplace practices model.

Developing leadership attributes that make academic employees feel more positive

2019 ◽  
Vol 28 (2) ◽  
pp. 3-5
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Reading Time ◽  
Career Satisfaction ◽  
Executive Leadership ◽  
Content Type ◽  
Leadership Attributes ◽  
Work Related ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on modeling the extent to which four employee leadership attributes translate to stimulating an individual employee's own work-related attitudes. A survey of Malaysian university-employed academics revealed that executive, innovative, adaptive, and effective employee leadership attributes all contribute to boosting work-related attitudes in the form of organizational commitment, job satisfaction, and career satisfaction. Innovative and executive leadership attributes proved to be the most powerfully positive catalysts of the identified work-related attitudes. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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.

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