How Cutbacks and Job Satisfaction Are Related: The Role of Top-Level Public Managers’ Autonomy

2015 ◽  
Vol 38 (1) ◽  
pp. 5-23 ◽  
Author(s):  
Joris van der Voet ◽  
Steven Van de Walle
Keyword(s):  
Job Satisfaction ◽  
Explanatory Variable ◽  
Well Being ◽  
Negative Consequences ◽  
The Public ◽  
Work Related ◽  
Public Managers ◽  
Cutback Management ◽  
The Relationship

Many studies on cutback management have suggested that cutbacks may have negative consequences for employee well-being in the public sector. However, the relationship between cutbacks and the work-related attitudes of top-level managers has received little attention. In this study, we assess the relationships between five commonly used cutback measures and the job satisfaction of top-level public managers in 12 European countries. We propose and test a model in which autonomy serves as an explanatory variable for the relationship between cutbacks and job satisfaction. The results indicate that cutback measures have little direct effect on the job satisfaction of managers. However, as cutback measures are related negatively to the perceived managerial autonomy of public managers and positively to the degree in which politicians interfere in the affairs of managers, autonomy may function as a mechanism to explain decreased job satisfaction as a result of cutback implementation.

scholarly journals The role of union support in coping with job insecurity: A study among union members from three European countries

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Sjoerd Goslinga ◽  
Johnny Hellgren ◽  
Antonio Chirumbolo ◽  
Hans De Witte ◽  
Katharina Näswall ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
European Countries ◽  
Organisational Commitment ◽  
Work Related ◽  
Union Support ◽  
The Relationship ◽  
Moderating Role

The present study examines the potential moderating role of union support in the relationship between job insecurity and work-related attitudes and well-being of unionised employees. Survey data collected among union members from three European countries (The Netherlands, Italy and Sweden) indicate that job insecurity is associated with reduced levels of job satisfaction, well-being and organisational commitment. Contrary to expectations, union support moderated neither the effect of job insecurity on job satisfaction nor its effect on wellbeing. However, in two countries a moderating effect of union support on relation between the job insecurity and organisational commitment was found. Opsomming Die huidige studie ondersoek die potensiële modererende rol van vakbond ondersteuning in die verhouding tussen werksonsekerheid en werksverwante houdings en welstand van werknemers wat aan ’n, vakbond behoort. Opname data wat ingesamel is tussen vakbond lede van drie Europese lande (Nederland, Italië en Swede) toon dat werksonsekerheid geassosieer word met verlaagde vlakke van werkstevredenheid, welstand en organisasieverbondenheid. Teen verwagting, het vakbond ondersteuning nie die effek van werksonsekerheid op wekstevredenheid of welstand gemodereer nie. Daar is egter in twee lande ’n, moderende effek van vakbond ondersteuning op die verwantskap tussen werksonsekerheid en organisasie gebondenheid gevind.

scholarly journals Exploring the antecedents of the mental health of business professionals in Sweden

Work ◽  
2020 ◽  
Vol 67 (3) ◽  
pp. 665-669
Author(s):  
Timur Uman ◽  
Pernilla Broberg ◽  
Torbjörn Tagesson
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Life Satisfaction ◽  
Well Being ◽  
Economic Welfare ◽  
Regression Analyses ◽  
Business Professionals ◽  
Mental Strain ◽  
Work Related ◽  
The Relationship

BACKGROUND: Business professionals are an important occupational group that carries responsibility for the economic welfare of organizations and of society at large. These professionals have recently been reported to be experiencing increased mental strain, which may have a significant effect on the role they play in organizations and in society. Understanding the causes of this strain is thus an important endeavour. OBJECTIVE: This study explores the antecedents of the mental health of business professionals. METHODS: Multiple linear regression analyses were used to examine the relationship between business professionals’ mental health and its demographic, work-related, and other triggers. T-tests and descriptive statistics were used to explore the gender of the respondents in relation to these triggers and mental health. RESULTS: Compared with their male counterparts, female business professionals report poorer mental health; however, no gender differences were found in job satisfaction or life satisfaction. According to this study, age, overtime pay, higher salary and position as a manager have a positive relation with mental health, whereas working overtime has a negative relation with mental health. Job satisfaction and life satisfaction are important determinants of the mental health of business professionals. CONCLUSIONS: Business professionals are important to the economic welfare of their organization and of society as a whole. Our study suggests that demographic characteristics, work-related aspects and subjective dimensions of well-being have a profound effect on the mental health of business professionals.

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

scholarly journals Individual Differences in Work-Related Well-Being: The Role of Attachment Style

2014 ◽  
Vol 10 (4) ◽  
pp. 694-711
Author(s):  
Tiziana Lanciano ◽  
Vanda Lucia Zammuner
Keyword(s):  
Job Satisfaction ◽  
Attachment Style ◽  
Adult Attachment ◽  
Attachment Styles ◽  
Job Involvement ◽  
Well Being ◽  
Anxious Attachment ◽  
Work Related ◽  
Dispositional Trait

Integrating theories of adult attachment and well-being at the workplace, the present study tested the role of attachment style in predicting work-related well-being in terms of job satisfaction and job involvement, over and above dispositional trait measures (emotional traits and work-related traits). A sample of workers took part in a correlational study that explored the relationships among a) adult attachment, b) emotional traits, c) work-related traits, and d) work-related well-being indices. The results showed that both secure and anxious attachment style explained workers’ job involvement, whereas the secure and avoidant attachment styles explained workers’ job satisfaction. The current findings thus confirm and expand the literature's emphasis on studying the variables and processes that underlie people's mental health in the work setting, and have implications for assessing and promoting well-being in the workplace.

scholarly journals Examining the Mechanisms Linking Work-Related Conflicts and Employee Well-Being: A Mediation Model

2020 ◽  
Vol 23 (2) ◽  
pp. 260-282
Author(s):  
Vijay Kuriakose ◽  
Sreejesh S ◽  
Heerah Jose
Keyword(s):  
Negative Affect ◽  
Attribution Theory ◽  
Detrimental Effect ◽  
Well Being ◽  
Relationship Conflict ◽  
Mediation Model ◽  
Work Related ◽  
The Relationship ◽  
Affect State

This study examines the role of negative affect state and relationship conflict in explaining the association between two types of work-related conflicts namely, task and process conflicts; and employee well-being. Drawing from affective events theory and social attribution theory, the study hypothesizes a mediation model in which task and process conflicts are negatively associated with employee well-being through negative affect state and relationship conflict. While examining this model, the study establishes the inter-linkage between task, process conflicts and employee well-being and identifies two pathways to explain these relationships. Based on a sample of 554 IT employees from India, the study found support for the mediation model in which negative affect state and relationship conflict mediates the relationship between two types of conflict and employee well-being. Findings of the present study contribute to the theory by extending our understanding of the effect of task and process conflicts on employee well-being and also explains how it impairs well-being. The current insights will help managers and practitioners to design interventions to mitigate the detrimental effect of task and process conflicts on employee well-being.

scholarly journals Employee well-being in the COVID-19 pandemic: The moderating role of teleworking during the first lockdown in the province of Quebec, Canada

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Annick Parent-Lamarche ◽  
Maude Boulet
Keyword(s):  
Public Sector ◽  
Well Being ◽  
Work Life ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Public And Private ◽  
The Public ◽  
Business Sectors ◽  
Moderating Role

BACKGROUND: The COVID-19 pandemic has had a profound effect on all aspects of society, including mental health. Many employees have had to pivot suddenly to teleworking to prevent the virus from spreading. While teleworking may have some negative consequences, it may also represent a human resources practice that may improve employee well-being. OBJECTIVE: The study main objective was to determine if teleworking played a moderating role in the relation between potential stressors and employee well-being during the first months of the COVID-19 pandemic when working from home. This was based on the theory of conservation of resources. METHODS: Multivariate regression analyses were conducted with Stata 13 software to determine the contribution of potential stressors on employee well-being, as well as the moderating role of teleworking on a sample of 480 Canadian employees. Data were collected once for white and blue collar from both public (67.08%) and private (32.92%) business sectors. RESULTS: Results indicated that work-life imbalances, workload, and marital tension were associated with lower levels of well-being. On the other hand, teleworking and household income were associated with higher levels of well-being. Teleworking also moderated the differences in well-being between the public and private sectors. Teleworking in the public sector seems to increase employee well-being. Conversely, working on-site in the public sector seems to decrease well-being. CONCLUSIONS: Employers need to proactively address work-life imbalances, workloads, and teleworking to maintain employee well-being. Specific recommendations are offered to ensure that teleworking remains positive for employee well-being both during a pandemic and afterward.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

scholarly journals The relationship between financial distress and well-being: Exploring the role of self-employment

2020 ◽  
pp. 026624262096538
Author(s):  
Jenny Berrill ◽  
Damien Cassells ◽  
Martha O’Hagan-Luff ◽  
André van Stel
Keyword(s):  
Financial Distress ◽  
Employment Status ◽  
Well Being ◽  
Negative Association ◽  
Econometric Analysis ◽  
The Self ◽  
Negative Consequences ◽  
Self Employment ◽  
The Relationship

This article investigate the relationship between financial distress, well-being and employment status. Using several indicators of financial distress and of well-being, our econometric analysis shows that the negative association between financial distress and well-being is moderated by employment status in the sense that financial problems are more strongly associated with poor well-being for the self-employed compared to the wage-employed. Hence, when self-employed workers find themselves in a situation of financial distress, the negative consequences for their well-being are more severe. This is found to hold both for the self-employed with and without employees.

Job satisfaction of non-standard workers in Korea: focusing on non-standard workers’ internal and external heterogeneity

2016 ◽  
Vol 31 (4) ◽  
pp. 605-623 ◽  
Author(s):  
Mihee Park ◽  
Joonmo Kang
Keyword(s):  
Job Satisfaction ◽  
Longitudinal Study ◽  
Panel Study ◽  
Well Being ◽  
Average Level ◽  
Employment Contracts ◽  
Internal Motivation ◽  
Work Related ◽  
The Relationship ◽  
Employment Types

This longitudinal study investigates how work-related well-being measured by job satisfaction differs by employment types in Korea. The relationship between job satisfaction and employment type reflecting internal (motivation of choice) and external (type of employment contracts) heterogeneity of non-standard workers is examined. The first 6th wave (2009–14) of the ‘09 sample’ from the Korean Labour and Income Panel Study (KLIPS) is used. The results show that average level of job satisfaction of non-standard workers is lower than that of standard workers and the change in employment type from standard to non-standard leads to a decrease in job satisfaction. Examining the internal heterogeneity of non-standard workers shows job satisfaction did not decrease for those who voluntarily choose non-standard contracts but did decrease for the involuntary group. Moreover, external heterogeneity did not affect those who involuntarily chose non-standard contracts, but the outcome varies for the voluntary non-standard workers.

Examining the roles of shared vision and career growth opportunity in developing new employees

2017 ◽  
Vol 30 (4) ◽  
pp. 599-609 ◽  
Author(s):  
Rui-Ting Huang ◽  
Tsung Piao Chou ◽  
Chia-Pin Chen
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Well Being ◽  
Shared Vision ◽  
Content Type ◽  
New Employees ◽  
Growth Opportunity ◽  
Career Growth ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between career growth opportunity (CGO), well-being and turnover intention of new employees, and also probe into the moderating role of shared vision (SV) in organizations. Design/methodology/approach In total, 253 new employees participated in this study, and the partial least squares analysis was adopted to analyze the data. Findings The study findings have indicated that CGO will play a key role in determining emotional exhaustion (EE) and job satisfaction. Additionally, a positive connection between EE and turnover intention, a negative relationship between EE and job satisfaction, as well as a negative link between job satisfaction and turnover intention have been found in this study. Finally, it has been demonstrated that SV will moderate the connection between CGO and EE, the relationship between CGO and job satisfaction, the link between EE and turnover intention as well as the correlation between job satisfaction and turnover intention. Originality/value Although there are numerous studies related to CGO, well-being and turnover intention, relatively little attention has been paid to the connection between CGO, well-being and turnover intention of new employees. With particular respect to the impact of SV on organizational outcomes, there is still a dearth of research examining the moderating role of SV in organizations.

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