The mediating effect of mindfulness and self-compassion on leaders' communication competence and job satisfaction

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Leslie Ramos Salazar
Keyword(s):  
Job Satisfaction ◽  
Online Survey ◽  
Communication Competence ◽  
Well Being ◽  
Business Leaders ◽  
Mediating Effect ◽  
Snowball Sampling ◽  
Content Type ◽  
Self Compassion ◽  
The Relationship

PurposeThe purpose of this study is to examine the interrelationships between leaders' communication competence, mindfulness, self-compassion and job satisfaction. Barge and Hirokawa's (1989) communication-centered theoretical approach of leadership and Gilbert's (2005) social mentality offered frameworks to examine mindfulness and self-compassion as co-mediators of the relationship between business leaders' communication competence and job satisfaction.Design/methodology/approachA cross-sectional online survey was conducted with 219 business leaders in the USA via snowball sampling.FindingsThe results showed that communication competence served as an antecedent of mindfulness and self-compassion. Additionally, self-compassion served as a significant mediator between the positive relationship between communication competence and job satisfaction.Practical implicationsManagers and business leaders may gain insights about the benefit of developing self-compassion and communication competence skills to enhance their job satisfaction via courses, workshops and certifications.Originality/valueThis study is the first to examine the effect of two well-being constructs (self-compassion and mindfulness) on the relationship between leaders' communication competence and job satisfaction.

Intentions to turnover

2017 ◽  
Vol 38 (2) ◽  
pp. 194-209 ◽  
Author(s):  
Courtney Cronley ◽  
Youn kyoung Kim
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Online Survey ◽  
Process Analysis ◽  
Empirical Work ◽  
Mediating Effect ◽  
Mediation Model ◽  
Content Type ◽  
Employee Characteristics ◽  
The Relationship

Purpose The purpose of this paper is to advance the knowledge base by testing the hypothesis that job satisfaction mediates the relationship between perceived organizational culture and intentions to turnover, and that employee characteristics moderate this relationship. Design/methodology/approach Data were drawn from a cross-sectional online survey of employees at one Area Command of The Salvation Army in the USA (N=250, 66.8 percent female, 26.4 percent African American). The study implemented two different techniques to incorporate methodological triangulation to test the mediation model: a three-step regression analysis and a bootstrapping technique in which direct and indirect effects are tested at once. Also, a conditional process analysis was used to test the moderated mediation model. Findings Results supported the hypothesized mediation relationship and showed that lower mean organizational culture scores were significantly associated with lower job satisfaction, and thus, higher intentions to turnover. Additionally, office location moderated the indirect effect of organizational culture on intentions to turnover through job satisfaction. Practical implications Findings highlight the variability in how organizational culture affects employees across the work environment. Interventions, which are subtly tuned to the variation in workplaces, may be the most effective at building strong and positive organizational cultures. Originality/value The current study extends prior empirical work by testing the hypothesis that employee characteristics moderate the mediating effect of organizational culture and job satisfaction on intentions to turnover. Results showed that work location moderated the relationship between organizational culture and job satisfaction; organizational culture had a stronger effect on job satisfaction among employees working at the administrative office compared to those in community-based centers. Findings underscore the need for leadership to create a strong culture that permeates all work sectors in order for it to be effective.

Examining police officers’ perceptions of stress: the role of Person−environment fit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachael Rief ◽  
Samantha Clinkinbeard
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Well Being ◽  
Work Outcomes ◽  
Cross Sectional Survey ◽  
Organizational Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Overall Job Satisfaction

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

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.

The effect of small business leaders' organisational mindfulness and social learning on opportunistic behaviour to survive the COVID-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Luluk Lusiantoro ◽  
Bernardinus Maria Purwanto ◽  
Rokhima Rostiani
Keyword(s):  
Social Learning ◽  
Small Business ◽  
Online Survey ◽  
Business Leaders ◽  
Small Business Owners ◽  
Structured Interviews ◽  
Content Type ◽  
Opportunistic Behaviour ◽  
Small Business Leaders ◽  
The Relationship

PurposeThis research aims to test the relationships between organisational mindfulness, social learning and opportunistic behaviour of small business leaders during the COVID-19 pandemic.Design/methodology/approachSemi-structured interviews were conducted with six small business leaders from various sectors to explore and better grasp the unprecedented phenomenon. An online survey on small business owners and managers in Indonesia was then employed as the main study, resulting in 291 valid responses for further analysis. The data were analysed using regression on SmartPLS 3.0 software.FindingsThis research finds that organisational mindfulness and social learning have positive and significant associations with the ability of small business leaders to discover and exploit opportunities. The path analysis suggests that organisational mindfulness plays a pivotal role as it also partially mediates the relationship between social learning and opportunistic behaviour.Originality/valueThis is the first paper to test the relationships between organisational mindfulness, social learning and opportunistic behaviour, particularly in the context of COVID-19 pandemic. This work also contributes by emphasising the critical linkages between internal and external capabilities triggered by small business leaders to survive the pandemic.

International assignments of employees and entrepreneurial intentions: the mediating role of human capital, social capital and career prospects

2020 ◽  
Vol 26 (6) ◽  
pp. 1259-1279
Author(s):  
Susanne Schlepphorst ◽  
Elizabeth C. Koetter ◽  
Arndt Werner ◽  
Christian Soost ◽  
Petra Moog
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Online Survey ◽  
Corporate Entrepreneurship ◽  
Entrepreneurial Intentions ◽  
International Assignments ◽  
Snowball Sampling ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

PurposeDrawing on human capital (HC) and social capital (SC) as well as the Jack-of-all-trades theory, this paper aims to clarify the relationship between international assignments (IAs) of employees and their entrepreneurial intentions. The study proposes that such IAs provide specific environmental features which may enable employees to build up diverse skills and network relations conducive to entrepreneuship.Design/methodology/approachThe authors collected data using an online survey, targeting professionals and managers in Germany and Switzerland. They used 223 complete responses. Before data collection, they ensured the suitability of their questionnaire by employing well-tested scales and consulted independent experts in survey design and methodology. They tested their hypotheses by applying multiple mediation modeling.FindingsAs hypothesized, the authors find empirical evidence that diverse skills and network relationships as well as poor career prospects, positively mediate the relationship between IAs and entrepreneurial intentions of employees.Research limitations/implicationsWe applied simple random and the snowball sampling method. Our approach involved the use of headhunters, international employers and relocation companies as multipliers.Practical implicationsOur results have practical implications for employees and employers. Employees on international assignments can proactively pursue opportunities in order to utilize the acquired experiences and resources for taking up entrepreneurial activities. Employers can try to retain these employees to facilitate (international) corporate entrepreneurship.Originality/valueTo the best of our knowledge, this is the first empirical study to highlight the entrepreneurial ambitions of international assignees. It thus provides initial insights into this topic.

Personality traits and internet addiction among selected financial institution employees

2019 ◽  
Vol 35 (2) ◽  
pp. 260-271 ◽  
Author(s):  
Ainin Sulaiman ◽  
Kay Yin Shin ◽  
Nina Rofaie
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Internet Addiction ◽  
Financial Institution ◽  
Mediating Effect ◽  
Psychological Disorder ◽  
Local Context ◽  
Content Type ◽  
Measurement Tools ◽  
The Relationship

Purpose The purpose of this study is to investigate the relationship between personality traits and internet addiction behavior. Within the same industry background, job satisfaction was measured to test whether there is any mediating effect toward the relationship between personality traits and internet behavior. Design/methodology/approach A sample of 271 employees from financial institutions was selected, and IBM SPSS was used to perform descriptive statistic, correlation analysis and partial regression analysis, to test out three main hypotheses developed in this study. Findings The results indicate that personality traits, namely, agreeableness and emotional stability are negatively related to internet addiction behavior. However, job satisfaction does not mediate the influence of personality traits toward internet addiction behavior, even though the results indicated personality traits, namely, agreeableness, conscientiousness and emotion stability are positively related to job satisfaction. Research limitations/implications The main implication includes better understanding on internet addiction behavior in local context and to predict internet addiction behavior through personality traits for better outcome of awareness and prevention toward this psychological disorder. Originality/value The study contributes in understanding internet addiction behavior in Malaysia occupational context, as most of the local researches focused in validation of measurement tools. Hence, the finding provides an empirical evidence for organizational psychology study in recognition of internet addiction as part of occupational hazards.

Impact of ethical leadership on job satisfaction: the mediating effect of work–family conflict

2020 ◽  
Vol 41 (2) ◽  
pp. 319-330 ◽  
Author(s):  
Carla Freire ◽  
Claudia Bettencourt
Keyword(s):  
Job Satisfaction ◽  
Ethical Leadership ◽  
Family Conflict ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
Public Health Institutions ◽  
Health Institutions ◽  
Work Family ◽  
The Relationship

PurposeThe purpose of this paper is to explore the mediating effect of the work–family conflict in the relation between ethical leadership and job satisfaction.Design/methodology/approachA questionnaire was answered by 234 nursing professionals working in Portuguese public health institutions.FindingsRegression analyses indicate that there is a positive relationship between ethical leadership and satisfaction and a negative relationship between ethical leadership and the nurse's work–family conflict. Furthermore, it was revealed that the work–family conflict mediated (partially) the relationship between ethical leadership and job satisfaction.Research limitations/implicationsEthical leadership was measured by assessing the nurses' perceptions of their leaders' character. The cross-sectional data limited the possibility of establishing the causality of the study variables, where the generalization of results was not possible due to the fact that data were obtained in public health institutions alone.Practical implicationsConsidering that ethics precede good relations between the manager and collaborator, it is recommended that organizations develop ethical training for their leaders, more specifically in the case of head nurses.Originality/valueThe added value of this empirical study lies in the mediated role of the work–family conflict in the analysis of the relationship between ethical leadership and job satisfaction.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

Consumers' perceptions and responses towards online retailers' CSR

2020 ◽  
Vol 48 (12) ◽  
pp. 1277-1299
Author(s):  
Van Thac Dang ◽  
Ninh Nguyen ◽  
Jianming Wang
Keyword(s):  
Purchase Intention ◽  
Online Survey ◽  
Social Trust ◽  
Current Knowledge ◽  
Mediating Effect ◽  
Brand Identification ◽  
Content Type ◽  
Online Retailers ◽  
Consumer Purchase Intention ◽  
The Relationship

PurposeAnchored on social trust theory, social identity theory and signalling theory, this study investigates the process of how consumers respond to online retailers' corporate social responsibility (CSR).Design/methodology/approachFollowing the hypo-deductive research design, a unique model was developed to link online retailers' CSR with consumer purchase intention through brand identification and word of mouth (WOM). This model was subsequently tested and validated by conducting an online survey to 239 customers of a major online retailer in China, that is, JD.com.FindingsAnalysis using structural equation modelling demonstrates that online retailers' CSR is positively associated with consumer purchase intention, and brand identification positively mediates such an association. In addition, WOM exhibits a mediating effect on the relationship between perceived online retailers' CSR and consumer purchase intention and between brand identification and consumer purchase intention.Practical implicationsOnline retailers must endeavour to employ CSR as a strategy to enhance consumer purchase intention and behaviour. Moreover, they should develop communication programmes that highlight their engagement in CSR activities to improve their brand image and facilitate consumers' positive WOM.Originality/valueTo the best of the researchers' knowledge, this study is the first to examine the mediating roles of brand identification and WOM in the relationship between online retailers' CSR and customer purchase intention. Furthermore, this study extends current knowledge about online retailers' CSR and its potential impact in emerging economies by focussing on the context of China.

The mediating effect of job satisfaction on the relationship between organizational culture and knowledge management in Jordanian banking sector

2018 ◽  
Vol 25 (2) ◽  
pp. 517-544 ◽  
Author(s):  
Bayan M. Al-Abdullat ◽  
Amr Dababneh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Knowledge Management ◽  
Customer Service ◽  
Banking Sector ◽  
Statistical Tests ◽  
Management Style ◽  
Mediating Effect ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the positive effect of organizational culture on knowledge management (KM) by clarifying the mediating effect of job satisfaction on the banking sector in Jordan. The study was conducted on Jordanian banks to develop the organizational culture concept to be reflected in the bank activities. The population of this study consists of junior and senior customer service and administrative employees working at Jordanian banks in Jordan. Design/methodology/approach The sample of this research is purposive one because the research cannot get a list containing names of customer service employees for privacy reasons. Various statistical tests were employed to test the research hypotheses. The study utilized two statistical packages – Statistical Package for Social Sciences (SPSS) and SPSS-AMOS – for analyzing the data. Findings The development of organizational culture at banks in Jordan is still not stable and efficient. This may be affected by the management style and teamwork spirit in Jordan and other factors related to bank culture and how it will be reflected in customer service. The creation and application of KM at banks in Jordan is still modest. Knowledge is mainly shared internally within the bank with little efforts dedicated to soliciting knowledge from the external environment including customers. The job satisfaction at banks in Jordan is still modest. Originality/value The purpose of this study is to investigate how the organizational culture can improve job satisfaction for efficient work knowledge. The relationship between organizational culture and KM of organizational members is developed and analyzed herein by proposing a mediating role of job satisfaction. Few research papers have focused on job satisfaction and its mechanism contributing to individual effectiveness in the Jordanian market, and many ignored the benefits of KM and value of culture in many sectors.

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