scholarly journals Does Culture Play a Role at Work? Examining the Relationships Among Sociocultural Values, Job Satisfaction, and Social Support as a Mediator

SAGE Open ◽  
2019 ◽  
Vol 9 (1) ◽  
pp. 215824401983327
Author(s):  
Abigail Opoku Mensah
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Structural Equation ◽  
Work Attitudes ◽  
Moral Values ◽  
Equation Modeling ◽  
Religious Values ◽  
Mediating Role ◽  
Sociocultural Values

Current literature on employees’ work attitudes often fails to examine how employees’ specific sociocultural values influence work attitudes. This study of 211 bank managers examined specifically the cardinal sociocultural values (moral values, religious values, communal values, attitude toward others, and family values) within the Ghanaian society and how they influence job satisfaction. The study further tested the mediating role of social support on the relationship between sociocultural values and job satisfaction. Data were analyzed using structural equation modeling (SEM)/partial least squares (PLS) to test for the relationships between sociocultural values (as the endogenous variable) and job satisfaction (as the exogenous variable) and the mediating role of social support. Based on the results, it is concluded that there exist a significant positive relationship between sociocultural values and job satisfaction. The strongest relationship observed is between moral values, religious values, and job satisfaction. Social support mediated the sociocultural values and job satisfaction relationships, sometimes fully and sometimes partially, depending on which specific sociocultural value was being examined. Theoretical and practical implications of the proposed research are discussed.

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110305
Author(s):  
Majid Ghasemy ◽  
Farhah Muhammad ◽  
Jamshid Jamali ◽  
José Luis Roldán
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation ◽  
Interpersonal Conflict ◽  
Emotional Reactions ◽  
Equation Modeling ◽  
Affective States ◽  
International Faculty ◽  
Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

School principals’ systems thinking: antecedents and consequences

2019 ◽  
Vol 57 (2) ◽  
pp. 167-184 ◽  
Author(s):  
Pascale Benoliel ◽  
Haim Shaked ◽  
Nechama Nadav ◽  
Chen Schechter
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Systems Thinking ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Leadership Framework ◽  
Antecedents And Consequences

PurposeToday’s educational complexities require principals to adopt a more systemic perspective toward school management. Although research has emphasized the benefits associated with the holistic perspective of systems thinking, research in the educational field has been limited. The purpose of this paper is to investigate the mediating role of principals’ systems thinking (PST) in the relationships between instructional leadership (IL) and subject coordinators’ organizational commitment and job satisfaction.Design/methodology/approachData were collected by surveying a sample of 226 subject coordinators from different elementary schools randomly chosen in Israel. Subject coordinators completed questionnaires on their PST competencies, their principals’ IL, job satisfaction and organizational commitment. Structural equation modeling was used to test the research hypotheses.FindingsThe results confirmed the main hypotheses: PST did facilitate subject coordinators’ organizational commitment and job satisfaction. Findings also showed that PST mediated the relationship between IL and subject coordinators’ organizational commitment and job satisfaction.Originality/valueBy integrating research from both educational and non-educational literature, this study contributes to deepen our understanding regarding the antecedents and consequences of the PST as perceived by their subject coordinators, providing a broader leadership framework on their functions in today’s complex school systems.

Specific HR practices and employee commitment: the mediating role of job satisfaction

2019 ◽  
Vol 41 (3) ◽  
pp. 420-435 ◽  
Author(s):  
Arshad Mahmood ◽  
Muhammad Naseer Akhtar ◽  
Usman Talat ◽  
Chuanmin Shuai ◽  
James C. Hyatt
Keyword(s):  
Job Satisfaction ◽  
Developing Country ◽  
Structural Equation ◽  
Employee Commitment ◽  
Developed Countries ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Hr Practices

PurposeThe purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment.Design/methodology/approachThe study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted.FindingsThe findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment.Research limitations/implicationsA key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries.Practical implicationsFrom an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment.Originality/valueThe research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.

scholarly journals The Mediating Role of Motivation and Job Satisfaction in the Relationship between Compensation and Organizational Commitment in Micro Finance Institutions

2021 ◽  
Vol 12 (1) ◽  
pp. 37
Author(s):  
Muhammad Suyuthi Romdlon ◽  
I Ketut R. Sudiarditha ◽  
Henry Eryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Equation Modeling ◽  
Mediating Role ◽  
Islamic Microfinance ◽  
The Relationship ◽  
Intervening Variables

<p>This study aims to determine the effect of compensation, motivation, and job satisfaction on organizational commitment in Islamic microfinance services. This research has four variables: compensation as an independent variable, motivation, job satisfaction as intervening variables, and commitment as a dependent variable. The subjects in this study were active employees in one of the Islamic microfinance services. It is Baitul mal wa tamwil (BMT). This research uses quantitative methods. Data collection was carried out by distributing questionnaires using a 5-point Likert scale with 240 total valid responses. The data were analyzed using Structural equation modeling (SEM) using AMOS version 24. The results showed that compensation had a positive and significant effect on motivation, compensation had a positive and significant effect on job satisfaction, motivation had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment, job satisfaction had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment through motivation and job satisfaction as intervening variables. This study finds providing several important implications for research and implementing microfinance services.</p>

scholarly journals Caring Climate, Komitmen Organisasi, Dan Kepuasan Kerja

2020 ◽  
Vol 18 (1) ◽  
pp. 94
Author(s):  
Yunus Ardian Priliyanto ◽  
Monika Palupi Murniati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Equation Modeling ◽  
Mediating Role ◽  
Climate Influences ◽  
And Gender

This study aims to analyze the effect of caring climate on employee performance by mediating variable job satisfaction and organizational commitment according to gender proportions. Caring climate is a way for people to make decisions that prioritize the welfare of all people. The sample of this study was 96 employees of Soegijapranata Catholic University Semarang. Fit test is conducted to find out whether the research model meets the structural equation model assumptions or not, the data is said to be fit after deleting 10 data, so that the remaining 86 sample data. This study uses SEM (Structural Equation Modeling) with the AMOS program. The results of this study are that Caring climate influences organizational commitment through the mediating role of job satisfaction, Caring climate influences employee performance through the mediating role of job satisfaction, but Caring climate does not affect employee performance through the mediating role of organizational commitment, Job satisfaction does not affect employee performance through the mediating role of organizational commitment, and Gender becomes a differentiator in the perception of male and female respondents towards caring climate, employee performance, job satisfaction and organizational commitment. Abstrak Penelitian ini bertujuan untuk menganalisis pengaruh caring climate terhadap kinerja karyawan dengan mediasi variabel kepuasan kerja dan komitmen organisasi menurut proporsi gender. Caring climate merupakan cara orang dalam mengambil keputusan yang mengutamakan kesejahteraan semua orang. Sampel penelitian ini adalah 96 karyawan Universitas Katolik Soegijapranata Semarang. Uji fit dilakukan pertama untuk mengetahui model penelitian memenuhi asumsi model persamaan struktural atau tidak, data dikatakan fit setelah menghapus 10 data, sehingga tersisa 86 data sampel. Penelitian ini menggunakan SEM (Structural Equation Modelling) dengan program AMOS. Hasil penelitian ini adalah Caring climate berpengaruh terhadap komitmen organisasi melalui peran mediasi kepuasan kerja, Caring climate berpengaruh terhadap kinerja karyawan melalui peran mediasi kepuasan kerja, tetapi Caring climate tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, Kepuasan kerja tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, dan Gender menjadi pembeda persepsi responden laki-laki dan perempuan terhadap caring climate, kinerja karyawan, kepuasan kerja dan komitmen organisasi.

scholarly journals The Structural Model of Positive Organizational Behavior and Job Satisfaction with the Mediating Role of Job Stressors

2019 ◽  
Author(s):  
Tayebe Rahimi Pordanjani ◽  
Ali Mohammadzadeh Ebrahimi
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Behavior ◽  
Structural Equation ◽  
Structural Model ◽  
Equation Modeling ◽  
Positive Organizational Behavior ◽  
Job Stressors ◽  
Mediating Role

Introduction: Job satisfaction is considered as an important factor for increasing efficiency and individual satisfaction in the organization. The purpose of this study was to test the structural model of positive organizational behavior and job satisfaction with the mediating role of job stressors.  Methods: The present study was a cross-sectional and correlational study using structural equation modeling (SEM). The sample consisted of 165 employees that working in university of Bojnord, who were selected by simple random sampling method. Participants in this study were measured using occupational stress, job satisfaction and positive organizational behavior questionnaires. Reliability and validity all of the questionnaires were accepted. Structural equation modeling (SEM) through Amos-23 and SPSS-23 software packages was used for data analysis. In addition, Bootstrup was used for testing mediation.  Results: The results showed that the proposed model fits the data properly. Positive organizational behavior has a direct effect on job satisfaction and job stressors (p<0.0001). Also, the mediating effect of job stressors in the relationship between positive organizational behavior and job satisfaction was confirmed (p<0.0001).  Conclusion: Organizations can increase their job satisfaction by reducing job stressors and training and reinforcing positive organizational behaviors of their employees.

scholarly journals The Mediating Role of Fatigue Between Mental Health and Its Associated Factors: Evidence From Chinese Healthcare Workers During the COVID-19 Pandemic

2021 ◽  
Vol 12 ◽  
Author(s):  
Rong Peng ◽  
Wensu Zhou ◽  
Dexin Zhou ◽  
Muyang Chu ◽  
Li Ling
Keyword(s):  
Mental Health ◽  
Social Support ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Associated Factors ◽  
Mental Health Problems ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Mediating Role

The aim of this study was to explore the mediating role of fatigue between mental health and its associated factors, including workload, social support, and occupational protection, among healthcare workers during the COVID-19 pandemic in China. A national cross-sectional survey was performed to collect data from healthcare workers who have attended to patients with COVID-19. Structural equation modeling (SEM) was conducted to test the mediating effect of fatigue. The results indicated that fatigue was a significant mediator of mental health. The proportion of indirect effect with regards to the total effect of workload on mental health was 54.2%, significantly greater than other factors such as social support (19.7%) and occupational protection (23.4%). The findings confirmed that workload, social support, and occupational protection both had indirect and direct effects on mental health status through fatigue. To some extent, potential interventions designed to alleviate fatigue would reduce mental health problems among healthcare workers during the COVID-19 pandemic.

scholarly journals The Effect of Volunteer Management on Intention to Continue Volunteering: A Mediating Role of Job Satisfaction of Volunteers

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402092058 ◽  
Author(s):  
Heetae Cho ◽  
Zi’En Wong ◽  
Weisheng Chiu
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Management Practices ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Volunteer Management ◽  
Mediating Role ◽  
Reward And Recognition ◽  
Intention To Continue

The purpose of this study was to examine the relationship between volunteer management and volunteers’ intention to continue participating, based on the environmental psychology model. Moreover, this study investigated the mediating role of volunteers’ job satisfaction in this relationship. Using a sample drawn from volunteers of a cultural event in Singapore, this research conducted confirmatory factor analysis and structural equation modeling analysis. The results showed a positive relationship between volunteer management and volunteers’ intention to continue volunteering, with a full mediating effect of job satisfaction on this relationship. Also, the highest attribution of positive management practices came from reward and recognition, followed by empowerment, schedule flexibility, orientation and training, and social interaction. The findings of this study provide a perspective on how volunteer management can position itself for volunteer retention.

scholarly journals Mediating role of job satisfaction in the relationship between organizational identification and organizational commitment

Pomorstvo ◽  
2020 ◽  
Vol 34 (2) ◽  
pp. 233-244
Author(s):  
Murat Yorulmaz ◽  
Ezgi Mansuroğlu ◽  
Gönül Kaya Özbağ
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Organizational Attitudes ◽  
Mediating Role ◽  
Positive Direct ◽  
The Relationship

Understanding the relationship between an organization and the employees in that organization is of paramount importance for the success and future of that organization. This is related to the measurement of the organizational attitudes and behaviours of employees and the use of these attitudes and behaviours for forward-looking predictions. This being said, the aim of the study is to explore the relationship between the organizational identification levels of employees in ship agencies, and their job satisfaction and organizational commitment. For the purpose of this study, the data were obtained from 265 employees of different ship agencies in the cities of Istanbul and Kocaeli, Turkey, through questionnaire. The data then were analyzed via the structural equation modeling analyses, which were conducted using AMOS v22 by Bootstrap resampling with 5000 replications; the results have showed that organizational identification has both a positive direct and an indirect effect on organizational commitment, the latter through job satisfaction. Further, this study revealed that organizational identification, together with job satisfaction, explained about 0.59% of the variation in organizational commitment.

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