Workplace identity as a mediator in the relationship between learning climate and job satisfaction during apprenticeship

2016 ◽  
Vol 28 (2) ◽  
pp. 54-65 ◽  
Author(s):  
Michela Cortini
Keyword(s):  
Job Satisfaction ◽  
Vocational Training ◽  
Design Methodology ◽  
Central Italy ◽  
Learning Climate ◽  
Content Type ◽  
Non Profit ◽  
Workplace Identity ◽  
The Relationship

Purpose – The purpose of this paper was to explore if and to what extent workplace identity can mediate the relationship between learning climate dimensions and job satisfaction in a group of apprentices. Design/methodology/approach – Data were gathered thanks to a non-profit organization devoted to vocational training. Participants (N = 87) were apprentices working in different job contexts in central Italy. Findings – Results showed that the relationship between learning climate and job satisfaction was mediated by workplace identity. Originality/value – To the author’s knowledge, this is the first attempt to evaluate the effect of learning climate and workplace identity on job satisfaction during apprenticeship.

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.

The influence of corporate psychopaths on job satisfaction and its determinants

2016 ◽  
Vol 37 (6) ◽  
pp. 965-988 ◽  
Author(s):  
Clive Roland Boddy ◽  
Ross Taplin
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Design Methodology ◽  
Direct Link ◽  
Workplace Conflict ◽  
Content Type ◽  
Corporate Psychopaths ◽  
One Step ◽  
Corporate Social ◽  
The Relationship

Purpose The purpose of this paper is to investigate job satisfaction and workplace psychopathy. Design/methodology/approach Job satisfaction has previously been seen as a function of various constructs. The authors take one step back from the literature to re-examine the relationship not just between job satisfaction, workplace conflict, organizational constraints, withdrawal from the workplace and perceived levels of corporate social responsibility, but also between all of these constructs and the presence of corporate psychopaths. Findings The authors find that there is a direct link between corporate psychopaths and job satisfaction. There are also indirect links through variables such as conflict, since corporate psychopaths influence conflict and other variables. Originality/value Importantly, the research establishes that psychopathy is the dominant predictor of job satisfaction.

Health-oriented leadership as a job resource: can staff care buffer the effects of job demands on employee health and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Annika Krick ◽  
Jörg Felfe ◽  
Sarah Pischel
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Job Demands ◽  
Employee Health ◽  
Cross Sectional ◽  
Content Type ◽  
Buffering Effect ◽  
The Relationship ◽  
Practical Implications

PurposeDrawing upon the job-demands resources and the job demands-control-support model, the authors examined the buffering effect of health-oriented leadership (HoL) in terms of staff care on the relationship between job demands and employee health and job satisfaction.Design/methodology/approachCross-sectional data from two studies (N1 = 314 and N2 = 260) were analyzed using moderation analyses.FindingsStudy 1 showed that staff care mitigates the effect of job demands on strain and health complaints. Study 2 found that staff care also buffered the effect of job demands on general health and job satisfaction.Practical implicationsParticularly under high job demands, staff care is an important resource for employees' health and satisfaction. Organizations should promote leaders' staff care.Originality/valueFindings provide further evidence for the beneficial role of leaders in terms of HoL.

Lifelong learning mindset and career success: evidence from the field of accounting and finance

2020 ◽  
Vol 10 (3) ◽  
pp. 567-580
Author(s):  
David W. Drewery ◽  
Robert Sproule ◽  
T. Judene Pretti
Keyword(s):  
Job Satisfaction ◽  
Lifelong Learning ◽  
Work Engagement ◽  
Career Success ◽  
Design Methodology ◽  
Strategic Thinking ◽  
Empirical Examination ◽  
Content Type ◽  
Subjective Career Success ◽  
The Relationship

PurposeThe purpose of this article is to examine the relationship between a lifelong learning mindset and career success. A lifelong learning mindset is a way of approaching one's work with curiosity, strategic thinking, and resilience. Career success refers to objective (e.g., number of promotions) and subjective (e.g., job satisfaction) indicators of progress and fulfillment in one's work.Design/methodology/approachTwo studies are presented. Both studies draw from an accounting and finance program at a Canadian university. In study 1, data were collected from students (n = 62) and their supervisors at the end of a four-month co-operative education (co-op) work term. In study 2, data were collected from graduates (n = 148).FindingsResults suggest that developing a lifelong learning mindset enhances both objective and subjective career success. Participants' lifelong learning mindset was associated with objective career success in both studies (supervisor-rated performance in study 1 and number of promotions in study 2). Lifelong learning mindset was associated with subjective career success in study 2 (job satisfaction, work engagement, and job-related self-efficacy) but not in study 1 (experience satisfaction).Originality/valueThis article presents the first empirical examination of the relationship between a lifelong learning mindset and career success. Insights from the article highlight the fact that educators and workplace managers might work together to promote a lifelong learning mindset for current and future workers.

scholarly journals Trainers’ responses to errors matter in trainees’ learning from errors: evidence from two studies

2018 ◽  
Vol 33 (3) ◽  
pp. 279-296 ◽  
Author(s):  
Bin Zhao ◽  
Jürgen Seifried ◽  
Jost Sieweke
Keyword(s):  
Boundary Condition ◽  
Positive Affect ◽  
Vocational Training ◽  
Design Methodology ◽  
Learning From Errors ◽  
Content Type ◽  
Using Data ◽  
Workplace Setting ◽  
The Relationship

Purpose Learning from errors is important for employees, particularly at early stages of their career. The purpose of this paper is to examine the influence of perceived trainer responses to errors on trainee learning from errors in a workplace setting. In Study 1, the authors test a model that examines the associations between perceived trainer responses to errors and trainee learning from errors, which are mediated by affective-motivational adaptivity. In Study 2, the authors further hypothesize that the link between perceived trainer responses and affective-motivational adaptivity is moderated by perceived error climate. Design/methodology/approach The authors test the hypotheses using data from 213 Swiss apprentices (Study 1) and 1,012 German apprentices (Study 2) receiving dual vocational training. Findings Study 1 suggests that negative trainer reaction impedes trainee learning from errors by impairing trainees’ affective-motivational adaptability. Trainer tolerance of errors and trainer support following errors were not related to trainee learning from errors. Study 2 indicates that perceived error climate is an important boundary condition that affects the relationship between trainer responses and trainee learning from errors. Originality/value This study contributes to research on learning from errors in three ways. First, it enriches the understanding regarding the role of trainers in enhancing learning from errors in organizations. Second, it extends research on learning from errors by investigating the interaction effects between perceived trainer responses and error climate. Third, it refines knowledge about the role of positive affect in learning from errors. Findings of this study also offer practical insights to trainers and managers regarding what they should do to encourage trainee learning from errors.

Shared meaning at the intersection of NPO reputation and trust: a personification perspective

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Selin Türkel ◽  
Ebru Uzunoğlu ◽  
Sema Misci Kip
Keyword(s):  
Design Methodology ◽  
Semantic Network ◽  
Semantic Network Analysis ◽  
Shared Meaning ◽  
Structured Interviews ◽  
Content Type ◽  
Non Profit ◽  
Trust And Reputation ◽  
The Relationship ◽  
Practical Implications

PurposeThe purpose of this paper is to unearth common perceptions of non-profit organization (NPO) trust and reputation, with a specific focus in their overlaps and intersections. Examining the two concepts in tandem allows a more comprehensive approach offering new insights.Design/methodology/approachThis study is devoted to the analysis of the interplay of NPO trust and reputation combining semantic network analysis with a personification approach. The data are collected via semi-structured interviews with 482 individuals.FindingsThe present results reveal both common (e.g. charitable, credible) and unique (e.g. illuminating, nice) personality traits. Findings also demonstrate that reputation is a broader concept than trust, with more characteristics. Moreover, it is possible to state that NPOs deemed reputable have a 50% chance of being trusted.Research limitations/implicationsClearly delineating the relationship between the concepts of NPO trust and reputation has certain conceptual significance and practical value. As traits are grouped in the existing taxonomy categories based on the analysis, it could contribute to improving understanding of these constructs, as well as a modification in the existing classification.Practical implicationsThis study aims to assist NPO managers by providing a list of ideal traits for NPO reputation and trust. It can serve as a guide for managers to assess their own perceptions, for comparison with those of competitors.Originality/valueTo the authors' knowledge, this study is the first attempt to provide an interrelated perspective to the study of NPO trust and reputation through semantic network and personification approach.

Participative leadership and job satisfaction

2019 ◽  
Vol 40 (3) ◽  
pp. 319-333 ◽  
Author(s):  
Simon C.H. Chan
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Design Methodology ◽  
Service Industry ◽  
Management Styles ◽  
Participative Leadership ◽  
Content Type ◽  
Leadership Management ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is twofold: first, to examine the relationships between participative leadership and employees’ work engagement and job satisfaction; and second, to determine whether the level of fun experienced at work moderates the effect of participative leadership on job satisfaction. Design/methodology/approach The participants were 177 employees in a retailing store in Hong Kong. Hierarchical multiple regression was conducted with the control variables to ascertain the relationships among participative leadership, level of fun experienced at work, work engagement and job satisfaction. Findings The results indicated that participative leadership was positively related to employees’ work engagement and job satisfaction. Employees’ work engagement mediated the relationship between participative leadership and job satisfaction. This positive relationship between participative leadership and job satisfaction was stronger when employees had more fun at work. Research limitations/implications The generalizability of the data was limited, as the characteristics of participants in a retail store are distinct from others in the service industry. Practical implications This paper’s findings imply that participative leaders can engage in role modeling by providing more fun workplace activities to employees, which will increase their work engagement and job satisfaction. Originality/value The findings help to explain the relationship between participative leadership and job satisfaction, provide a better understanding of leadership management styles and show that participative leaders who engage employees in fun activities in the workplace can increase employees’ job satisfaction.

Enabling innovative ability: knowledge sharing as a mediator

2014 ◽  
Vol 114 (5) ◽  
pp. 696-710 ◽  
Author(s):  
Yen-Ku Kuo ◽  
Tsung-Hsien Kuo ◽  
Li-An Ho
Keyword(s):  
Job Satisfaction ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Design Methodology ◽  
Service Innovation ◽  
Content Type ◽  
Four Dimensions ◽  
Workplace Friendship ◽  
Data Collection Instrument ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationships among job satisfaction, workplace friendship, knowledge sharing and service innovation. Design/methodology/approach – This is an empirical study that targets electronic information engineers at the science parts located in Taipei, Hsinchu and Tainan (n=851), utilizing a survey questionnaire as the data collection instrument to test the relationship among the four dimensions. Findings – The results indicated that: first, both job satisfaction and workplace friendship have demonstrated a significant effect on service innovation; second, knowledge sharing significantly moderates the effect of job satisfaction and workplace friendship on service innovation. Originality/value – The present study adds value by examining the moderating effect of knowledge sharing. The results can contribute to the strategic planning of human resource development in order to enhance the capability of service innovation in the technological industry.

Administrative empowerment among Kuwait University staff and its effect on their job satisfaction

2019 ◽  
Vol 12 (2) ◽  
pp. 210-229 ◽  
Author(s):  
Sultan Ghaleb Aldaihani
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Group Work ◽  
Design Methodology ◽  
The Other ◽  
Satisfaction Level ◽  
University Staff ◽  
Kuwait University ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to identify administrative empowerment and job satisfaction levels among Kuwait University staff. The study also aimed to reveal the relationship between administrative empowerment and job satisfaction. In addition, the study sought to identify any statistically significant differences in the study sample responses regarding employees’ administrative empowerment and job satisfaction attributed to the study variables (gender and years of experience). Finally, the study sought to identify the possibility of predicting job satisfaction level among Kuwait University staff through administrative empowerment. Design/methodology/approach The study sample consisted of 115 administrators chosen from different faculties at Kuwait University. The study used a PLS-SEM via SMARTPLS version 3.2.8 depending on questionnaires as the study’s tools. Findings The results revealed that Kuwait University staff enjoyed medium administrative empowerment levels. On the other hand, they had higher job satisfaction levels. It found a statistically positive correlation between job satisfaction and administrative empowerment. The study has found significant associations of administrative empowerment, participation in decision making, group work and self-motivation with job satisfaction. Originality/value The study recommends identifying regulatory obstacles that could prevent the dissemination and resolution of empowerment policy and culture.

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.

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