scholarly journals Analysis of The Relationship Between Pay Level Satisfaction and Individual Work Performance With Person–Environment Fits (Person–Job Fit, Person–Organisation Fit, and Person–Group Fit) as Moderating Variables

2021 ◽  
Vol 14 (2) ◽  
pp. 128-140
Author(s):  
Dedy Hardiyanto ◽  
◽  
Hidajat Hendarsjah
Keyword(s):  
Work Performance ◽  
Management Practice ◽  
Future Research ◽  
Job Fit ◽  
Moderating Variables ◽  
Individual Work ◽  
Study Results ◽  
Person Environment Fit ◽  
The Relationship ◽  
Level Satisfaction

In this study, we examined the effect of pay level satisfaction on individual work performance moderated by person–environment fits, namely person–job fit, person–organisation fit, and person–group fit. This study used a survey questionnaire of 297 conductors of PT Kereta Api Indonesia Persero. The study results show that pay level satisfaction has a positive and significant association with individual work performance. In contrast, person–environment fit does not affect individual work performance, as the unsupported analysis results evidence. This article concludes with directions for future research on the relationships among pay level satisfaction, person–environment fit, and individual work performance and their various implications for management practice. Keywords: Pay level, satisfaction, person–environment fit, individual work performance, conductor

Moderating Role of Gender in the Relationship between Cognitive Errors and Anxiety among Adolescents

2020 ◽  
Vol 4 (1) ◽  
pp. 86-102
Author(s):  
Tasnim Rehna ◽  
Rubina Hanif ◽  
Muhammad Aqeel
Keyword(s):  
Mental Health Problems ◽  
Adolescent Psychopathology ◽  
Future Research ◽  
Cognitive Errors ◽  
Adolescent Anxiety ◽  
Study Results ◽  
The Status ◽  
Manifest Anxiety ◽  
The Relationship

Background: Widespread social paradigms on which the status variances are grounded in any society, gender plays pivotal role in manifestation of mental health problems (Rutter, 2007). A hefty volume of research has addressed the issue in adults nonetheless, little is vividly known about the role of gender in adolescent psychopathology. Sample: A sample of 240 adolescents (125 boys, 115 girls) aging 12-18 years was amassed from various secondary schools of Islamabad with the approval of the Federal Directorate of Education (FDE), relevant authorities of the schools and the adolescents themselves. Instruments: Taylor Manifest Anxiety Scale (Taylor & Spence, 1953) and Children’s Negative Cognitive Errors Questionnaire (CNCEQ) by Leitenberg et al., (1986) were applied in present study. Results: Multiple regression analysis revealed that cognitive errors jointly accounted for 78% of variance in predicting anxiety among adolescents. Findings also exhibited that gender significantly moderated the relationship between cognitive errors and adolescent anxiety. Implications of the findings are discoursed for future research and clinical practice.

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

Trade Union Membership and Job Satisfaction

1987 ◽  
Vol 17 (4) ◽  
pp. 160-164 ◽  
Author(s):  
Stephen D. Bluen ◽  
Caroline van Zwam
Keyword(s):  
Job Satisfaction ◽  
Union Membership ◽  
Research Priorities ◽  
Future Research ◽  
Non Union ◽  
Study Results ◽  
Worker Satisfaction ◽  
The Relationship ◽  
Moderating Role

The relationship between union membership and job satisfaction, and the moderating role of race and sex is considered in this study. Results show that both race and sex interact with union membership in predicting job satisfaction. A significant 2 × 2 × 2 (union membership × race × sex) interaction showed that white, non-unionized females were less satisfied with their work than black, non-unionized females. In addition, sex moderated the relationship between union membership and co-worker satisfaction: Whereas unionized males were more satisfied with their co-workers than unionized females, the opposite was true for the non-unionized subjects. Finally, union members and non-members differed regarding promotion opportunities: Union members were more satisfied with their promotion opportunities than non-union members. On the basis of the findings, implications and future research priorities are discussed.

scholarly journals Person-environment fit as a parsimonious framework to explain workplace bullying

2020 ◽  
Vol 35 (5) ◽  
pp. 317-332
Author(s):  
Katrien Vandevelde ◽  
Elfi Baillien ◽  
Guy Notelaers
Keyword(s):  
Structural Equation ◽  
Workplace Bullying ◽  
Future Research ◽  
Job Fit ◽  
Societal Costs ◽  
Content Type ◽  
Person Environment Fit ◽  
Explained Variance ◽  
Causal Nature ◽  
Person Organization Fit

PurposeThis study tested whether person-job fit (PJ-fit), person-group fit (PG-fit) and person-organization fit (PO-fit) relate to exposure to and enactment of workplace bullying (WB), mediated by strain and conflict.Design/methodology/approachData from 1,077 employees were analysed using multiple mediator structural equation modelling (Mplus 8.0).FindingsPJ-fit, PG-fit and PO-fit all related to WB. PG-fit accounted for most explained variance. PJ-fit, PG-fit and PO-fit related to bullying through strain; only PG-fit also related to bullying through conflict.Research limitations/implicationsPE-fit is valuable to parsimoniously investigate WB's multi-causal nature; and strain and conflict partially explain the associations. Future research may shed more light on the direction of these effects.Practical implicationsSo far, scholars assumed that job design prevents WB (work-environment hypothesis). This study revealed that prevention should also focus on the fit between employee and group/organization.Social implicationsWB has high societal costs. The authors introduce a new angle to WB prevention. To counteract WB, practitioners should also look at PJ-fit, PG-fit and PO-fit. This is not only important for recruitment, but also for tenured employees (e.g. because of changes in employees' needs, the job, the group or the organization).Originality/valueThis study was the first to investigate the multi-causal nature of both WB exposure and enactment, by applying the lens of PE-fit, and testing explanatory mechanisms.

scholarly journals The Effect of Training Results Perception on Individual Work Performance of Employee Moderated by Intrinsic and Extrinsic Motivation

2021 ◽  
Vol 21 (3) ◽  
pp. 208
Author(s):  
Hidayah Turachma ◽  
Hidajat Hendarsjah
Keyword(s):  
Quantitative Research ◽  
Work Performance ◽  
Extrinsic Motivation ◽  
Hierarchical Regression ◽  
Intrinsic And Extrinsic Motivation ◽  
Individual Work ◽  
Study Results ◽  
The Individual ◽  
Executive Position

This study aims at examining the effect of training results perceptions on individual work performance of employee, and intrinsic and extrinsic motivation serving as moderation strengthening that effect. T his study was quantitative research selecting 453 samples out of 1.311 population from PT KAI’s employees in which they are executive officer. The data collection was done using a close questionnaire with Likert scale 1-5. All valid and reliable instruments were assessed through Factor Analysis and Cronbach's Alpha Analysis. Hypothesis testing is carried out using Hierarchical Regression Analysis by including the Multicollinearity test as a prerequisite for analysis. The study results showed that training result perceptions and extrinsic motivation simultaneously or partially have a positive and significant effect on individual work performance of employee, but intrinsic motivation have no significant effect. Intrinsic or extrinsic motivation does not moderate or strengthen the relationship between training result perceptions and individual work performance of employee. The three independent variables are not related to each other. PT KAI’s employees, especially those in executive position, are more oriented towards extrinsic results than intrinsic ones. The implication for PT KAI is that to improve the individual work performance of its employees, the organization can focus on improving training, external motivation or both. It depends on the vision, long-term goals, and resources of PT KAI.

scholarly journals The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

2011 ◽  
Vol 25 (6) ◽  
Author(s):  
Raduan Che Rose ◽  
Naresh Kumar ◽  
Ong Gua Pak
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Literature Review ◽  
Public Service ◽  
Work Performance ◽  
Future Research ◽  
Font Size ◽  
The Relationship ◽  
Service Managers

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="color: black; font-size: 10pt; mso-ansi-language: EN-GB;" lang="EN-GB"><span style="font-family: Times New Roman;">The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.</span></span></p>

scholarly journals How Perceived Individual Safety Attitude Helps to Explain The Relationship Between Sensation Seeking and Risk-Taking Propensity in The Prediction of Individual Work Performance

2021 ◽  
Vol 11 (2) ◽  
pp. 191
Author(s):  
Woromita Fathlistya ◽  
Martina Dwi Mustika
Keyword(s):  
Risk Taking ◽  
Sensation Seeking ◽  
Work Performance ◽  
Individual Performance ◽  
Cross Sectional Study ◽  
Self Report ◽  
Cross Sectional ◽  
Individual Work ◽  
Safety Attitude ◽  
The Relationship

Understanding the attitudes of individuals toward safety is important for hospital prevention programs and could reduce safety-related accidents. This study investigates the effects of perceived individual safety attitude in explaining the relationship between sensation seeking and risk-taking propensity for rewards in predicting individual performance. An on-line cross-sectional study was undertaken in which 177 nurses who completed an objective task (BART) and self-report questionnaires. Path analysis results revealed that perceived individual safety attitude influenced the relationship between both sensation seeking and risk-taking propensity in predicting individual performance. Nurses with both sensation seeking and risk-taking propensity for rewards have negative perceptions toward individual safety attitude, which resulted in poor individual work performances. It is indicated that encourage performance by rewards is not always effective.

Police Cadets’ Career Plans in China: Testing the Mediation and Moderation Effects of Job Satisfaction

2019 ◽  
Vol 23 (2) ◽  
pp. 202-231
Author(s):  
Bitna Kim ◽  
Tao Xu
Keyword(s):  
Police Officers ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Future Research ◽  
Career Plans ◽  
Police Organizations ◽  
Study Results ◽  
Degree Of Satisfaction ◽  
Using Data ◽  
The Relationship

In recent decades, police organizations have encountered difficulty in maintaining employees; a large number of police officers are leaving the service early. Using data collected from three police colleges in three different provinces in China, this study examines the mechanism of cadets’ career plan or turnover intention. Specifically, the test of a mediating mechanism in this study demonstrates the extent to which satisfaction mediates the relationship between distal factors and career plans among police cadets. Besides, the test of a moderating mechanism focuses on the possibility that the predictors differ in the relationship with cadets’ career plans by the degree of satisfaction. This study results found that satisfaction had no mediating effect. Instead, results showed that police cadets’ satisfaction is a strong moderator in the link between predictors and their career plans. Implications for recruitment, training, and retention strategies, as well as avenues for future research, are then discussed.

Hospital-Physician Integration: Case Studies of Community Hospitals

1992 ◽  
Vol 5 (2) ◽  
pp. 82-98 ◽  
Author(s):  
Louise Lemieux-Charles ◽  
Peggy Leatt
Keyword(s):  
Medical Staff ◽  
Teaching Hospitals ◽  
Future Research ◽  
Hospital Physician ◽  
Community Hospitals ◽  
Organizational Models ◽  
Study Results ◽  
Efficiency And Effectiveness ◽  
Physician Integration ◽  
The Relationship

Hospitals are attempting more meaningfully to involve physicians in management as one approach to increasing the efficiency and effectiveness of their operations. The purpose of this research was to explore the relationship between the structure of the medical staff organization, the extent to which physicians are integrated into hospital decision making and the hospital's financial performance. A measure of hospital-physician integration was developed based on Alexander et al's (1986) dimensions of hospital-physician integration which were based on Scott's (1982) organizational models, ie, autonomous, heteronomous and conjoint. A multiple case study design, which comprised eight community non-teaching hospitals over 200 beds located in the Province of Ontario, Canada, was used to examine the relationship between variables. Study results suggest that there is variation among community hospitals on both contextual and organization factors. Hospitals with high levels of hospital-physician integration were located in highly populated areas, had formulated and implemented a strategic plan, had highly structured medical staff organizations, and had no budgetary deficit. In contrast, hospitals with moderate or low levels of integration were more likely to be located in lowly populated areas, had little planning activity, had a moderately structured medical staff organization, and had deficit budgeting. Suggested areas for future research include examining the role of the Board of Trustees in determining physicians' organizational roles and identifying differences in commitments, characteristics, and motivations of physicians working in rural versus urban hospitals and their impact on integrative strategies.

Rejection Sensitivity, Jealousy, and the Relationship to Interpersonal Aggression

2016 ◽  
Vol 33 (13) ◽  
pp. 2118-2129 ◽  
Author(s):  
Anna M. Murphy ◽  
Gemma Russell
Keyword(s):  
Interpersonal Relationships ◽  
Rejection Sensitivity ◽  
Future Research ◽  
Mediation Model ◽  
Prevention Education ◽  
Interpersonal Aggression ◽  
Study Results ◽  
Aggressive Reactions ◽  
The Relationship ◽  
High Rejection

The development and maintenance of interpersonal relationships lead individuals to risk rejection in the pursuit of acceptance. Some individuals are predisposed to experience a hypersensitivity to rejection that is hypothesized to be related to jealous and aggressive reactions within interpersonal relationships. The current study used convenience sampling to recruit 247 young adults to evaluate the relationship between rejection sensitivity, jealousy, and aggression. A mediation model was used to test three hypotheses: Higher scores of rejection sensitivity would be positively correlated to higher scores of aggression (Hypothesis 1); higher scores of rejection sensitivity would be positively correlated to higher scores of jealousy (Hypothesis 2); jealousy would mediate the relationship between rejection sensitivity and aggression (Hypothesis 3). Study results suggest a tendency for individuals with high rejection sensitivity to experience higher levels of jealousy, and subsequently have a greater propensity for aggression, than individuals with low rejection sensitivity. Future research that substantiates a link between hypersensitivity to rejection, jealousy, and aggression may provide an avenue for prevention, education, or intervention in reducing aggression within interpersonal relationships.

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