Some Unexplored Supervisory Behaviors and Their Influence on Salespeople's Role Clarity, Specific Self- Esteem, Job Satisfaction, and Motivation

1985 ◽  
Vol 22 (4) ◽  
pp. 424-433 ◽  
Author(s):  
Ajay K. Kohli
Keyword(s):  
Job Satisfaction ◽  
Self Esteem ◽  
Role Clarity ◽  
Punitive Behavior ◽  
Motivation To Work

The author investigates the influence of four unexplored supervisory behaviors on salespeople: arbitrary and punitive behavior, contingent approving behavior, upward-influencing behavior, and achievement-oriented behavior. One or more of these behaviors are found to have a significant impact on salespeople's role clarity, specific self-esteem, job satisfaction, and motivation to work. Certain findings are counterintuitive and suggest interesting directions for further research.

scholarly journals The Stress-Induced Impact of COVID-19 on Tourism and Hospitality Workers

2021 ◽  
Vol 13 (3) ◽  
pp. 1327
Author(s):  
Sung-Eun Kang ◽  
Changyeon Park ◽  
Choong-Ki Lee ◽  
Seunghoon Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Online Survey ◽  
Organizational Trust ◽  
Self Esteem ◽  
Work Related ◽  
Latex Gloves ◽  
Hospitality Organizations ◽  
Tourism And Hospitality

This study explores how COVID-19-induced stress (CID) influences organizational trust, job satisfaction, self-esteem, and commitment in tourism and hospitality organizations. A total of 427 tourism affiliated employees in South Korea participated in an online survey. Using structural equation modelling (SEM), the proposed conceptual model reveals that CID stress in tourism/hospitality employees is negatively related to organizational trust, job satisfaction, and self-esteem which, in turn, is positively related to organizational commitment. CID stress also indirectly affects organizational commitment. The findings have significant strategic implications for tourism and hospitality organizations‒specifically, the provision of instrumental resources (e.g., safety glasses, latex gloves, hand sanitizers, facial masks) to alleviate their employees’ work-related stress during pandemics.

A Cognitive Consistency Approach to Job Satisfaction

1974 ◽  
Vol 35 (1) ◽  
pp. 239-245 ◽  
Author(s):  
Christopher Orpen
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Self Esteem ◽  
The Self ◽  
Factory Workers ◽  
Perceived Need ◽  
Cognitive Consistency ◽  
Negative Results

Korman's (1970) argument that self-esteem moderates the relationships between job satisfaction and perceived need-fulfilment and between job satisfaction and the extent to which one's job meets with group approval was tested with 120 Coloured South African factory workers who were given the Porter need-fulfilment questionnaire, 2 measures of job satisfaction, and 3 measures of self-esteem, and for whom a measure of the extent to which their jobs were found desirable by others was available. The correlations between job satisfaction and need-fulfilment and between job satisfaction and group approval did not differ significantly between Ss who obtained high and low scores on each of the self-esteem measures. The negative results are explained in terms of weaknesses in the balance and dissonance models from which Korman's argument is derived.

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