Unfulfilled Entitlement Beliefs and Employee's Emotion Regulation Motives and Job Satisfaction: A Conceptual Model

2022 ◽  
pp. 161-175
Author(s):  
Dan H. Langerud ◽  
Peter J. Jordan ◽  
Matthew J. Xerri ◽  
Amanda Biggs
Keyword(s):  
Job Satisfaction ◽  
Emotion Regulation ◽  
Conceptual Model

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.

Emotion Regulation and Job Satisfaction as Predictors of Subjective Well-being in Doctors

2019 ◽  
Vol 45 (1) ◽  
pp. 7-14
Author(s):  
Prachi Sharma ◽  
Urmila Rani Srivastava
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Emotion Regulation ◽  
Cognitive Reappraisal ◽  
Well Being ◽  
Future Research ◽  
Subjective Well Being ◽  
Expressive Suppression ◽  
Specialty Hospitals ◽  
Intrinsic Job Satisfaction

This study examined the role of emotion regulation and job satisfaction in predicting affective (positive and negative affect) and cognitive (life satisfaction) components of subjective well-being (SWB) in doctors. The predictors used were the dimensions of job satisfaction—intrinsic, extrinsic job satisfaction as well as the total score of job satisfaction and the following dimensions of intra-personal emotion regulation—cognitive reappraisal and expressive suppression. The participants included in the study were doctors from multi-specialty hospitals in Gurgaon district of Haryana. A total of 102 doctors were included in the study using convenience sampling. Correlational and step-wise multiple regression analyses were conducted to test the predictions. The results of the analysis confirmed the predictions as intrinsic job satisfaction and cognitive reappraisal significantly and positively predicted life satisfaction. The findings were discussed in the light of available research along with implications of the study and possible avenues for future research.

scholarly journals CONCEPTUAL MODEL OF THE CAREER PATH BETWEEN CAREER PERFORMANCE ATTRIBUTES AND EMPLOYEE PERFORMANCE IN PUBLIC SECTOR IN OMAN

2021 ◽  
pp. 69-81
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Conceptual Model ◽  
High Performance ◽  
Employee Performance ◽  
Career Path ◽  
Research Work ◽  
Job Experience ◽  
Career Performance ◽  
Ebsco Host

The aim of the present study is to review and develop a conceptual model of the relationship between career performance attributes, career path, and employee performance of the public sector in Oman. The study used online empirical recourses by the name of career performance attributes, career path, and employee performance in different online database sources such as Google Scholars, Springer Link, Wiley, Science Direct, JSTOR, Emerald full text, Scopus, and EBSCO HOST, etc. The review study summarized that Job satisfaction is the positive emotion result from the appraisal of job experience and fulfillment of employee needs. The study also found that job satisfaction can gain high performance whereas the dissatisfied performance of employees yields low employee performance. Moreover, the study also observed that career development and life changes have become very challenging for working women and there are numerous studies targeted towards gaining a better understanding of this issue, its consequences and the significance of these challenges. Finally, the research develops a conceptual framework that is to be followed in order to analyze the various elements and aspects. The framework has been designed by considering the various variables and their intricacies in particular relation to the subject matter of the research work in Oman and the regions.

scholarly journals JOB SATISFACTION, EMOTION REGULATION, STRESS RELATIONS AND AGING

2020 ◽  
pp. 43-51
Author(s):  
Mehmet Y. YAHYAGİL ◽  
Simay İKİER
Keyword(s):  
Job Satisfaction ◽  
Emotion Regulation

Developing a conceptual model to measure talent’s turnover intention in tourism organisations of Saudi Arabia

2017 ◽  
Vol 25 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Adel Alferaih
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Conceptual Model ◽  
Turnover Intention ◽  
Talent Management ◽  
Future Research ◽  
Organisational Commitment ◽  
Organisational Performance ◽  
Content Type ◽  
Prior Literature

Purpose The purpose of this paper is to propose an appropriate conceptual model for examining talent’s intention to quit, job satisfaction, job performance and organisational performance. Design/methodology/approach The proposed model is developed on the basis of the theoretical and logical arguments of constructs picked out from the prior literature. Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management. Findings The paper makes 16 propositions concerning significant relationships of these constructs with job satisfaction, job performance, organisational performance and turnover intention. Research limitations/implications It concludes with an acknowledgement of the limitations, suggestions for future research and theoretical contributions. Originality/value Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management.

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