scholarly journals Time and Job Satisfaction: A Longitudinal Study of the Differential Roles of Age and Tenure

2016 ◽  
Vol 44 (7) ◽  
pp. 2558-2579 ◽  
Author(s):  
Shoshana Dobrow Riza ◽  
Yoav Ganzach ◽  
Yihao Liu
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Cross Sectional ◽  
Definitive Answer ◽  
Research Designs ◽  
Nationally Representative ◽  
The Relationship ◽  
Job Rewards ◽  
Practical Implications ◽  
Representative Samples

The relationship between job satisfaction and time is a fundamental question in organizational behavior. Yet given inconsistent results in the literature, the nature of this relationship has remained unresolved. Scholars’ understanding of this relationship has been limited because studies have generally not simultaneously considered the two primary time metrics in job satisfaction research—age and tenure—and have instead relied on cross-sectional research designs. In this study, we develop and test an empirical model to provide a more definitive answer to the question of how age and tenure relate to job satisfaction. Our analyses draw on longitudinal data from 21,670 participants spanning a total of 34 waves of data collection across 40 years in two nationally representative samples. Multilevel analyses indicate that people became less satisfied as their tenure within a given organization increased, yet as people aged—and transitioned from organization to organization—their satisfaction increased. We also found that job rewards, as exemplified by pay, mediated these relationships. We discuss empirical, theoretical, and practical implications of our findings.

scholarly journals Does employees’ subjective well-being affect workplace performance?

2017 ◽  
Vol 70 (8) ◽  
pp. 1017-1037 ◽  
Author(s):  
Alex Bryson ◽  
John Forth ◽  
Lucy Stokes
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Prima Facie ◽  
Estimation Methods ◽  
Subjective Well Being ◽  
Workplace Performance ◽  
Cross Sectional ◽  
Prima Facie Case ◽  
Nationally Representative ◽  
The Relationship

This article uses linked employer–employee data to investigate the relationship between employees’ subjective well-being and workplace performance in Britain. The analyses show a clear, positive and statistically significant relationship between the average level of job satisfaction at the workplace and workplace performance. The relationship is present in both cross-sectional and panel analyses and is robust to various estimation methods and model specifications. In contrast, we find no association between levels of job-related affect and workplace performance. Ours is the first study of its kind for Britain to use nationally representative data and it provides novel findings regarding the importance of worker job satisfaction in explaining workplace performance. The findings suggest that there is a prima facie case for employers to maintain and raise levels of job satisfaction among their employees. They also indicate that initiatives to raise aggregate job satisfaction should feature in policy discussions around how to improve levels of productivity and growth.

The influences of interdependence, opportunism and technology uncertainty on interfirm coopetition

2019 ◽  
Vol 34 (5) ◽  
pp. 948-964 ◽  
Author(s):  
Linlin Chai ◽  
Jin Li ◽  
Thomas Clauss ◽  
Chanchai Tangpong
Keyword(s):  
Longitudinal Research ◽  
Organizational Level ◽  
Future Research ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Contextual Condition ◽  
Research Designs ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this study is to investigate the antecedents and the conditions of coopetition at the inter-organizational level. Design/methodology/approach This study is based on survey research methodology and analyzes the data from 138 companies regarding the antecedents and the conditions of their coopetition. Findings The results indicate that the interdependence between partners (i.e. the antecedent) positively affects interfirm coopetition, and that this relationship is contingent on the joint occurrence of opportunism (a behavioral condition) and technology uncertainty (a contextual condition). Specifically, highly interdependent firms are more likely to be involved in a coopetitive relationship when both opportunism and technology uncertainty are high. Interestingly, the authors’ data also show that opportunism or technology uncertainty alone may not be adequate in moderating the interdependence–coopetition relationship. Research limitations/implications This study contributes to the current literature in two meaningful ways. First, it empirically examines interdependence as a potential antecedent of interfirm coopetition. Second, it improves our understanding of the behavioral and contextual conditions that facilitate the formation of coopetitive relationships by examining the moderating roles of opportunisms and technology uncertainty in the relationship between interdependence and interfirm coopetition. The limitations of this study lie in its confined method of cross-sectional survey from the focal firm’s perspective. Future research may advance beyond this study through experimental and/or longitudinal research designs. Practical implications This study provides managers with two important practical insights in coopetition management. First, the findings suggest a two-step approach to help a firm assess and manage the level of coopetition in its relationship with a business partner. In addition, the findings provide a counterintuitive suggestion to managers that the joint conditions of high opportunism and high technology uncertainty indeed prime the relationship for the rise of coopetition, provided that managerial efforts are made to somewhat increase the level of interdependence in the relationship. Originality/value Despite the growing number of studies on coopetition, research still lacks knowledge about the antecedents and the conditions of inter-organizational coopetition, and this study aims to fill this gap.

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.

scholarly journals Job satisfaction vs. organizational climate: cross-sectional study in brazilian nursing professionals

2021 ◽  
Author(s):  
Ricardo Toshio Yamassake ◽  
Patricia Campos Pavan Baptista ◽  
Vinicius Anselmo Albuquerque ◽  
Chennyfer Dobbins Abi Rached
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Organizational Climate ◽  
Work Satisfaction ◽  
Cross Sectional Study ◽  
University Hospital ◽  
Cross Sectional ◽  
Climate Scale ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background The organizational climate is one of the relevant constructs in the field of organizational behavior, being a construct investigated over the years. Considering the concerns that permeate the health of nursing workers and, believing that the organizational climate can interfere with job satisfaction, the present study seeks to relate the job satisfaction of the nursing team and the organizational climate in a University Hospital. Methods cross-sectional, quantitative study. EQUATOR checklist used to report the study is SQUIRE 2.0. The sample consisted of 226 nursing workers from a university hospital on the west side of the city of São Paulo, Brazil. A Socio-demographic and Professional Characterization Questionnaire, Organizational Climate Scale for Health Organizations (ECOOS), and Work Satisfaction Questionnaire (S20 / S23) were been applied. Results There is no correlation between Organizational Climate and Job Satisfaction and the higher the Organizational Climate score, the higher the Work Satisfaction score. The relationship between job satisfaction and organizational climate is complex and is associated with each individual's experience and the way they interpret these experiences. Conclusion There is a correlation between job satisfaction and organizational climate; it was verified through the applied instruments that several dimensions and sub-dimensions are associated with this relationship. Leadership was one of the most prominent dimensions. Implications for Health Policy: understanding the relationship between organizational climate and job satisfaction provides subsidies for the elaboration of strategies to mitigate the processes of exhaustion, illness, and incapacity of workers, as well as helping to improve the productivity and effectiveness of the nursing work process.

scholarly journals Job satisfaction vs. organizational climate: cross-sectional study in brazilian nursing professionals

2021 ◽  
Author(s):  
Ricardo Toshio Yamassake ◽  
Patricia Campos Pavan Baptista ◽  
Vinicius Anselmo Albuquerque ◽  
Chennyfer Dobbins Abi Rached
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Organizational Climate ◽  
Work Satisfaction ◽  
Cross Sectional Study ◽  
University Hospital ◽  
Cross Sectional ◽  
Climate Scale ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background The organizational climate is one of the relevant constructs in the field of organizational behavior, being a construct investigated over the years. Considering the concerns that permeate the health of nursing workers and, believing that the organizational climate can interfere with job satisfaction, the present study seeks to relate the job satisfaction of the nursing team and the organizational climate in a University Hospital. Methods cross-sectional, quantitative study. EQUATOR checklist used to report the study is SQUIRE 2.0. The sample consisted of 226 nursing workers from a university hospital on the west side of the city of São Paulo, Brazil. A Socio-demographic and Professional Characterization Questionnaire, Organizational Climate Scale for Health Organizations (ECOOS), and Work Satisfaction Questionnaire (S20 / S23) were been applied. Results There is no correlation between Organizational Climate and Job Satisfaction and the higher the Organizational Climate score, the higher the Work Satisfaction score. The relationship between job satisfaction and organizational climate is complex and is associated with each individual's experience and the way they interpret these experiences. Conclusion There is a correlation between job satisfaction and organizational climate; it was verified through the applied instruments that several dimensions and sub-dimensions are associated with this relationship. Leadership was one of the most prominent dimensions. Implications for Health Policy: understanding the relationship between organizational climate and job satisfaction provides subsidies for the elaboration of strategies to mitigate the processes of exhaustion, illness, and incapacity of workers, as well as helping to improve the productivity and effectiveness of the nursing work process.

scholarly journals Global managers

2015 ◽  
Vol 10 (4) ◽  
pp. 781-800 ◽  
Author(s):  
Livia L. Barakat ◽  
Melanie P Lorenz ◽  
Jase R. Ramsey ◽  
Sherban L Cretoiu
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Behavior ◽  
Mediating Effect ◽  
Outcome Variable ◽  
International Context ◽  
Content Type ◽  
International Setting ◽  
The Relationship ◽  
Practical Implications

Purpose – The purpose of this paper is to examine the effect of cultural intelligence (CQ) on the job performance of global managers. Design/methodology/approach – In total, 332 global managers were surveyed from multinational companies operating in Brazil. The mediating effect of job satisfaction was tested on the CQ-job performance relationship. Findings – The findings suggest that job satisfaction transmits the effect of CQ to job performance, such that global managers high in CQ exhibit more job satisfaction in an international setting, and therefore perform better at their jobs. Practical implications – Results imply that global managers should increase their CQ in order to improve their job satisfaction and ultimately perform better in an international context. Originality/value – The authors make three primary contributions to the international business literature. First, the authors introduce job satisfaction as a possible outcome variable of CQ. Thus, this work is the first empirical study to test the effect of CQ on the job satisfaction of global managers. Second, although the job satisfaction-job performance relationship is recurrently discussed in the organizational behavior literature, it is not often explicitly associated with global managers that are working in cross-cultural settings. Finally, the authors posit that job satisfaction mediates the relationship between CQ and job performance.

President Obama and the Emergence of Islamophobia in Mass Partisan Preferences

2021 ◽  
pp. 106591292110072
Author(s):  
Michael Tesler
Keyword(s):  
Theoretical Basis ◽  
Independent Predictor ◽  
Survey Experiment ◽  
President Obama ◽  
Significant Independent Predictor ◽  
Cross Sectional ◽  
Panel Surveys ◽  
Voter Preferences ◽  
Nationally Representative ◽  
The Relationship

This article argues that the unusually large and persistent association between Islamophobia and opposition to President Obama helped make attitudes about Muslims a significant, independent predictor of Americans’ broader partisan preferences. After detailing the theoretical basis for this argument, the article marshals repeated cross-sectional data, two panel surveys, and a nationally representative survey experiment, to test its hypotheses. The results from those analyses show the following: (1) attitudes about Muslims were a significantly stronger independent predictor of voter preferences for congress in 2010–2014 elections than they were in 2004–2008; (2) attitudes about Muslims were a significantly stronger independent predictor of mass partisanship during Obama’s presidency than they were beforehand; and (3) experimentally connecting Obama to Democratic congressional candidates significantly increased the relationship between anti-Muslim sentiments and Americans’ preferences for Republican congressional candidates. The article concludes with a discussion of the implications of these results for American politics in the Trump era.

Are misinformation, antiscientific claims, and conspiracy theories for political extremists?

2021 ◽  
Vol 24 (4) ◽  
pp. 583-605
Author(s):  
Adam M. Enders ◽  
Joseph E. Uscinski
Keyword(s):  
The Political ◽  
Conspiracy Theories ◽  
Political Orientations ◽  
Conspiracy Beliefs ◽  
Political Left ◽  
Identity Based ◽  
Nationally Representative ◽  
The Relationship ◽  
Political Groups ◽  
Representative Samples

Extremist political groups, especially “extreme” Republicans and conservatives, are increasingly charged with believing misinformation, antiscientific claims, and conspiracy theories to a greater extent than moderates and those on the political left by both a burgeoning scholarly literature and popular press accounts. However, previous investigations of the relationship between political orientations and alternative beliefs have been limited in their operationalization of those beliefs and political extremity. We build on existing literature by examining the relationships between partisan and nonpartisan conspiracy beliefs and symbolic and operational forms of political extremity. Using two large, nationally representative samples of Americans, we find that ideological extremity predicts alternative beliefs only when the beliefs in question are partisan in nature and the measure of ideology is identity-based. Moreover, we find that operational ideological extremism is negatively related to nonpartisan conspiracy beliefs. Our findings help reconcile discrepant findings regarding the relationship between political orientations and conspiracy beliefs.

Gender and Marital Satisfaction: Data from the National Survey of Families and Households

1998 ◽  
Vol 83 (1) ◽  
pp. 319-327 ◽  
Author(s):  
Walter R. Schumm ◽  
Farrell J. Webb ◽  
Stephan R. Bollman
Keyword(s):  
United States ◽  
Marital Satisfaction ◽  
Representative Sample ◽  
The United States ◽  
Nationally Representative ◽  
Relationship Of ◽  
The Relationship ◽  
Satisfaction Relationship ◽  
Representative Samples ◽  
Small Support

In 1972, Bernard argued that marriage was good for men and bad for women. Subsequent research noted that wives, on average, reported lower marital satisfaction than husbands. Furthermore, when differences within couples existed on marital satisfaction, the wife was usually the less satisfied spouse; however, most previous studies of the gender/marital satisfaction relationship had not been based on nationally representative samples. A nationally representative sample from the 1988 Survey of Families and Households was used to assess the relationship of gender with marital satisfaction. Within-couple analyses indicated that wives were less satisfied with their marriages than husbands and that, when substantial within-couple differences occurred with respect to marital satisfaction, the wife was usually the less satisfied spouse. Results provide at least small support for feminist assertions about the relatively adverse nature of marriage for women in the United States.

The optimism-pessimism ratio as predictor of employee creativity: the promise of duality

2018 ◽  
Vol 21 (3) ◽  
pp. 423-442 ◽  
Author(s):  
Arménio Rego ◽  
Miguel Pina e Cunha ◽  
Dálcio Reis Júnior ◽  
Cátia Anastácio ◽  
Moriel Savagnago
Keyword(s):  
Cross Sectional ◽  
Content Type ◽  
Future Studies ◽  
Positive Effects ◽  
The Status ◽  
Single Moment ◽  
Quasi Experimental ◽  
Creativity And Innovation ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to study if the employees’ optimism-pessimism ratio predicts their creativity. Design/methodology/approach In total, 134 employees reported their optimism and pessimism, and the respective supervisors described the employees’ creativity. Findings The relationship between the optimism-pessimism ratio and creativity is curvilinear (inverted U-shaped); beyond a certain level of the optimism-pessimism ratio, the positive relationship between the ratio and creativity weakens, suggesting that the possible positive effects of (high) optimism may be weakened by a very low level of pessimism. Research limitations/implications Being cross-sectional, the study examines neither the causal links between the optimism-pessimism ratio and creativity nor other plausible causal links. The study was carried out at a single moment and did not capture the dynamics that occur over the course of time involving changes in optimism/pessimism and creativity. Future studies may adopt longitudinal or quasi-experimental designs. Practical implications Managers and organizations must consider that, even though positivity promotes creativity, some level of negativity may help positivity to produce creativity. Originality/value This study suggests that scholars who want to study the antecedents of creativity (and innovation) must be cautious in focusing only on the positive or the negative sides of individuals’ characteristics, and rather they must explore the interplay between both poles. Individuals may experience both positive and negative states/traits (Smith et al., 2016), and this both/and approach may impel them to think divergently, to challenge the status quo and to propose “out the box” and useful ideas.

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