In pursuit of job satisfaction and happiness: Testing the interactive contribution of emotion-regulation ability and workplace social support

2018 ◽  
Vol 60 (1) ◽  
pp. 59-66 ◽  
Author(s):  
Sergio Mérida-López ◽  
Natalio Extremera ◽  
Cirenia Quintana-Orts ◽  
Lourdes Rey
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Emotion Regulation ◽  
Workplace Social Support

Types of Workplace Social Support in the Prediction of Job Satisfaction

2007 ◽  
Vol 56 (2) ◽  
pp. 150-156 ◽  
Author(s):  
J. Irene Harris ◽  
Ann Marie Winskowski ◽  
Brian E. Engdahl
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Workplace Social Support

scholarly journals Workplace social support in job satisfaction among veterans with posttraumatic stress symptoms: A preliminary correlational study

PLoS ONE ◽  
2017 ◽  
Vol 12 (8) ◽  
pp. e0181344 ◽  
Author(s):  
J. I. Harris ◽  
Thad Q. Strom ◽  
Amanda G. Ferrier-Auerbach ◽  
Matthew E. Kaler ◽  
Lucas P. Hansen ◽  
...  
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Posttraumatic Stress ◽  
Posttraumatic Stress Symptoms ◽  
Correlational Study ◽  
Stress Symptoms ◽  
Workplace Social Support

scholarly journals The Influence Of Organizational And Social Support On Turnover Intention In Collectivist Contexts

2011 ◽  
Vol 28 (1) ◽  
pp. 93 ◽  
Author(s):  
Patipan Lobburi
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Perceived Social Support ◽  
Equation Modeling ◽  
Font Size ◽  
Workplace Social Support

<span style="font-family: Times New Roman; font-size: small;"> </span><p style="margin: 0in 0.5in 0pt; text-align: justify; mso-pagination: none;" class="MsoNormal"><span style="color: black; font-size: 10pt; mso-themecolor: text1;"><span style="font-family: Times New Roman;">A model investigating both antecedents of perceived social support and organizational support in predicting turnover intention process of Thai workers was developed and tested via structural equation modeling. Based on previous research, the arguments between the effects of perceived workplace and non-workplace social support on turnover intention were raised in an individualistic cultural context. Turnover research still does not clearly explain how organizational support influences attitudinal outcomes (job satisfaction) and work related outcomes (organizational commitment and turnover intention). Consequently, this study attempts to test the effect of workplace and non-workplace social support on turnover intention in a collectivistic culture in which people have a strong relationship with family and friends and investigates the influence of perceived organizational support on turnover intention in a Thai context. Six hundred and sixty six workers completed attitude surveys. The results indicated that perceived social support from supervisors, coworkers, and family and friends, and perceived organizational support policy, such as fairness rewards, participation in decision-making and growth opportunities, were positively related to job satisfaction. In addition, job satisfaction mediated the relationship among perceived social and organizational support, organizational commitment, and leaving intention of processing-canned-and-frozen-seafood workers in Thailand.</span></span></p><span style="font-family: Times New Roman; font-size: small;"> </span>

PENGGUNAAN ANALISIS REGRESI LOGISTIK UNTUK MENCARI PROBABILITAS TURNOVER INTENTION BESERTA FAKTOR-FAKTOR YANG MEMPENGARUHINYA

2011 ◽  
Vol 3 (01) ◽  
Author(s):  
Juli maya Sari
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Social Support

Turnover Intention (intensitas perpindahan) adalah keinginan berpindah karyawan dari satu tempat kerja ketempat kerja lainnya. Hanya keinginan untuk pindah, belum sampai realisasi untuk melakukan perpindahan. Turnover merupakan kejadian yang wajar dalam setiap perusahaan. Namun jika penggantian karyawan ini karena faktor produktifitas, maka dapat diantisipasi oleh perusahaan melalui penyiapan kader-kader untuk menggantikan. Jika penggantian karyawan tidak berkaitan dengan implementasi program kerja yang telah ditetapkan, maka hal ini akan sangat menyulitkan perusahaan. Pada penelitian ini ingin mengetahui karakteristik karyawan setrta mengetahui variabel yang berpengaruh terhadap Turnover Intention melalui analisis korespondensi. Setelah diperoleh variabel berpengaruh selanjutnya digunakan untuk mencari model regresi logistik ordinal. Dari model regresi logistik selanjutnya digunakan untuk mencari besarnya probabilitas Turnover Intention karyawan. Dimana Turnover Intention dipengaruhi oleh Job satisfaction of work, Social support, sedangkan untuk Job satisfaction dipengaruhi oleh Quality of supervisior, dan compensation. Hasil pengolahan diketahui bahwa variabel yang berpengaruh adalah Job satisfaction katagori puas dan Social support katagori puas. Probabilitas Turnover Intention level tinggi dan level rendah hampir sama yaitu sebesar 0.119 dan 0,118. Sebagian besar probabilitas Turnover Intention berada pada level sedang yaitu sebesar 0,763. Kondisi tersebut perlu mendapat perhatian dari perusahaan agar karyawan yang berada pada probabilitas Turnover Intention level sedang dapat beralih menjadi level rendah dengan cara meningkatkan kepuasan kerja dan dukungan sosial pada diri karyawannya.

Impact of Job Stress and Social Support on Job Satisfaction among Academic Staff

2016 ◽  
Vol 7 (1) ◽  
Author(s):  
Kumari Kumkum ◽  
R. N. Singh ◽  
Yogershi Rajpoot
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Job Stress ◽  
Positive Impact ◽  
Academic Staff ◽  
Two Dimensions ◽  
The Other ◽  
Human Beings ◽  
Negative Consequences ◽  
Four Dimensions

There may be so many negative consequences of stress for human beings and dissatisfaction among employees happens to be one of the major problems. It indicates negative feelings that individuals have regarding their jobs or its facets. On the other hand, social support is assumed to be mitigating the relationship between negative aspects of the work environment and job satisfaction. Job stress is said to be associated with job dissatisfaction as well as experience of strain. In view of the above, this study examined the role of job stress and social support in job satisfaction. The sample consisted of 30 school teachers from different school of Varanasi (U.P.). The job stress, job satisfaction and social support scales were administered on the participants. The responses of the participants were converted into scores for statistical analyses. The scores of participants on the scales were correlated. The findings revealed that job stress led to increased job satisfaction. It is against the proposed hypothesis and it appears as if the social support received by the participants is a factor behind it. Two of the four dimensions of social support were found to exert positive impact on job satisfaction but the other two dimensions were not found to be correlated with it. The findings are thoroughly discussed and interpreted.

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