scholarly journals Workdays are not created equal: Job satisfaction and job stressors across the workweek

2020 ◽  
pp. 001872672092444
Author(s):  
Shani Pindek ◽  
Zhiqing E Zhou ◽  
Stacey R Kessler ◽  
Alexandra Krajcevska ◽  
Paul E Spector
Keyword(s):  
Job Satisfaction ◽  
Daily Diary ◽  
Job Dissatisfaction ◽  
Job Stressors ◽  
Organizational Constraints ◽  
Theoretical Perspectives ◽  
Daily Diary Design ◽  
Employee Experience ◽  
The Relationship

Are your workdays created equal? Common wisdom suggests that employees experience Mondays differently from Fridays. However, few studies distinguish among workdays, inherently assuming that the employee experience is uniform across the workweek. In the current study, we examined the trajectories of employees’ experiences of job satisfaction and job stressors across the workweek. We proposed two competing theoretical perspectives that result in opposite predictions as to whether job dissatisfaction and perceived job stressors will be higher (“Monday blues”) or lower (“rested and recharged”) at the beginning of the workweek rather than later in the week. Employing a daily diary design with 139 employees (681 matched daily observations) working the traditional workweek, we found that employees reported experiencing lower levels of job satisfaction and perceived more job stressors (i.e., incivility and organizational constraints) at the beginning of the workweek as opposed to later in the week. Additionally, the relationship between perceived incivility and job satisfaction was stronger at the beginning of the workweek. Our findings were consistent with the “Monday blues” perspective and suggest that workdays are not created equal.

Rethinking Public Service Motivation From the Perspective of Person–Environment Fit: Complementary or Supplementary Relationship?

2014 ◽  
Vol 37 (3) ◽  
pp. 351-368 ◽  
Author(s):  
Geunpil Ryu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Service ◽  
Individual Performance ◽  
Public Service Motivation ◽  
Theoretical Development ◽  
Theoretical Perspectives ◽  
Person Environment Fit ◽  
Underlying Mechanisms ◽  
The Relationship

Research on public service motivation (PSM) has paid attention to the concept of fit to identify underlying mechanisms of the relationship between PSM and beneficial outcomes such as higher job satisfaction and organizational commitment. Nonetheless, there have been rare studies aimed at theoretically comparing PSM with the person–environment (P–E) fit. In this article, PSM is reviewed from the perspective of P–E fit, not only because PSM and P–E fit share some theoretical perspectives, such as job attraction, employee rewards, and individual performance, but also because incorporating the concept of PSM into the fit framework may allow us to better understand PSM and enhance its theoretical development. This article concludes that PSM has a complementary relationship with P–E fit as the two provide more concrete and valid explanations for job applications, outcomes, and rewards when they are incorporated.

The role of personal resources in the relationship between job stressors and emotional exhaustion

2016 ◽  
Vol 14 (2) ◽  
pp. 133-152 ◽  
Author(s):  
Dorota Szczygieł ◽  
Łukasz Baka
Keyword(s):  
Emotional Intelligence ◽  
Emotional Exhaustion ◽  
Job Stressors ◽  
Main Hypothesis ◽  
Interpersonal Conflicts ◽  
Face To Face ◽  
Affective Traits ◽  
Organizational Constraints ◽  
The Relationship

AbstractOur study was designed to examine an individuals’ affective traits (i.e., dispositional affectivity and emotional intelligence) and job stressors (i.e., interpersonal conflicts, quantitative workload and organizational constraints) on emotional exhaustion. One hundred and fifty-three employees participated in our study. All of them worked in teams and their job required face-to-face contacts with clients. Our main hypothesis was that emotional intelligence acts as a moderator in the relationship between job stressors and emotional exhaustion. The results indicate that employees who report more interpersonal conflicts at work, greater quantitative workloads and greater organizational constraints also report more symptoms of emotional exhaustion. Moreover, the results show that all three stressors were significant as predictors of emotional exhaustion beyond the employee’s dispositional affectivity. The moderating effect of emotional intelligence was observed in the relationship between interpersonal conflicts at work and emotional exhaustion. The relationship between interpersonal conflicts and emotional exhaustion was observed only among employees who were low in emotional intelligence. In contrast, interpersonal conflicts and emotional exhaustion were unrelated among employees who were high in emotional intelligence. The results are discussed from the Job Demands–Resources model perspective.

scholarly journals Job stress and turnover intention revisited: evidence from Korean firms

2019 ◽  
Vol 17 (4) ◽  
pp. 52-61
Author(s):  
Ji-Young Ahn ◽  
Wang Chaoyu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Relationship ◽  
Job Stressors ◽  
Public Companies ◽  
Significant Positive Relationship ◽  
The Relationship

This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

scholarly journals THE RELATIONSHIP OF STAFF JOB SATISFACTION AND INTENTION TO LEAVE AT A HOSPITAL

2019 ◽  
Vol 7 (1) ◽  
pp. 81
Author(s):  
Nimas Ayu Mashuri ◽  
Diajeng Puspa Arum Maharani
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Hospital Staff ◽  
Job Dissatisfaction ◽  
Cross Sectional ◽  
Research Instrument ◽  
Employment Conditions ◽  
Questionnaire Research ◽  
The Relationship

Background: Job dissatisfaction arises as a result of a mismatch between expectation and reality in the employment conditions of employees in an organization. Job dissatisfaction can lead to the intention of to leave. Employees with Intention to leave have the opportunity to do turnover of their organization.Aims: The purpose of this study is to determine the relationship between job satisfaction variable and intention to leave variable.Methods: This study used quantitative method with cross-sectional design. The samples were 52 staffs of the Surabaya Orthopaedic and Traumatology Hospital who were still actively working until June 2012. Job satisfaction variable was measured using a questionnaire research instrument called Job Satisfaction Survey (JSS) by Spector while the intention to leave variable was measured using a questionnaire research instrument that is made by researchers.Results: The results of this study indicate that the level of staff work satisfaction of Surabaya Orthopaedic and Traumatology Hospital is relatively high while the intention to leave is moderate. The results of the Spearman Correlation show a number of -0.314 which shows a correlation that is not unidirectional and significant between the two variables. This means that job satisfaction and intention to leave have a negative relationship so that the higher the job satisfaction is, the lower the intention to leave is.Conclusion: It can be concluded from the study that job satisfaction has a significant relationship and is not in line with the intention to leave of the staffs. Therefore, it is important for the Surabaya Orthopaedic and Traumatology Hospital to improve their staff job satisfaction thus the staff loyalty can be formed. Keywords: Job satisfaction, Intention to leave, Hospital staff.

The Relationship between Well-Being and Job Satisfaction for Staff Working on Long Stay Wards for the Elderly Confused

1994 ◽  
Vol 7 (4) ◽  
pp. 229-234 ◽  
Author(s):  
Gail Mountain ◽  
Alan Dabbs ◽  
Peter Bowie
Keyword(s):  
Job Satisfaction ◽  
Nursing Staff ◽  
One Health ◽  
Well Being ◽  
The Elderly ◽  
Job Dissatisfaction ◽  
Health District ◽  
Psychological Well Being ◽  
The Relationship

The psychological well-being and job satisfaction of nursing staff working on long stay wards for the elderly confused were examined in one health district. Feelings of well-being were not related to job satisfaction. However, feelings of unhappiness were found to be related to job dissatisfaction, this relationship was found in the ward managers (predominantly males) and not other qualified or unqualified staff. The implications of this finding are discussed.

scholarly journals A Study of Role Stressors and Job Satisfaction: The Case of MNCs in Collectivist Context

2019 ◽  
Vol 9 (5) ◽  
pp. 49 ◽  
Author(s):  
Saif-ud- Din ◽  
Mohammad Ishfaq ◽  
Muhammad Khan ◽  
Muhammad Khan
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Economic Value ◽  
Organizational Studies ◽  
Job Stressors ◽  
Role Stressors ◽  
Managerial Implications ◽  
Relationship Of ◽  
The Relationship

Job stressors in organizational studies are commonly known as role stressors. These include role overload (RO), role conflict (RC), role ambiguity (RA) and job insecurity (JI). We explored the predicting role of these stressors on the overall level of job stress (JS) and job satisfaction (JSF). Moreover, we tested the role of JS as a mediator between the relationship of role stressors and JSF in a multinational corporation (MNC) in a non-western collectivist context (Pakistan). We obtained data through field surveys from 173 engineering employees from the electrical, mechanical, safety and chemical divisions. Role stressors significantly predicted overall level of JS and JSF. JS was also found to partially mediate the relationship between role stressors and JSF. The study findings suggest that foreign ownership needs to focus not only on the economic value, but also the organizational and job design to mitigate the detrimental role of selected stressors. The results of this study have important implications for MNCs in general, and in developing countries in particular. Theoretical and managerial implications are discussed with recommendations.

scholarly journals Antecedents of Employee Loyalty with Reference To Job Satisfaction in Pump Manufacturing Industries-Coimbatore City

2019 ◽  
Vol 9 (1) ◽  
pp. 4964-4968
Keyword(s):  
Job Satisfaction ◽  
Employee Turnover ◽  
Vital Role ◽  
Manufacturing Industries ◽  
Job Dissatisfaction ◽  
Employee Loyalty ◽  
The Relationship

Coimbatore is among the most industrially developed and commercially vibrant districts in TamilNadu. There are about 600 pump manufacturing units and 400 supporting units (support of pump set Parts) in Coimbatore; it accounts for nearly 40% of the pump sets manufactured in India. Employees play a vital role in this regards. Most of the organization wants to retain the talented employees in the organization, in the same way employees join the organization with various expectations and job needs. Various studies showed that job dissatisfaction leads to employee turnover absenteeism etc.The present study made an attempt to examine the relationship between job satisfaction and employee loyalty in pump manufacturing industries in Coimbatore region.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

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