A Research Note on the Person-Job Fit and Organizational Commitment in Public and Private organizations: With a Focus on a Moderating Role of Job and Life Satisfaction

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.

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EMPLOYEE WORK-LIFE BALANCE, SATISFACTION AND BURNOUT IN IRAN AND SPAIN

Humanities & Social Sciences Reviews ◽

10.18510/hssr.2020.8384 ◽

2020 ◽

Vol 8 (3) ◽

pp. 779-791

Author(s):

Tara Tavassoli ◽

Albert Sunyer

Keyword(s):

Life Satisfaction ◽

Organizational Commitment ◽

Positive Impact ◽

Work Life ◽

Work Life Balance ◽

Equation Modeling ◽

Full Time ◽

Life Balance ◽

Mediating Role

Purpose of the study: This research explores the effects of Work-Life Balance (WLB) on job and life satisfaction, and burnout in Iran and Spain. Besides, this research investigates the impact of WLB on organizational commitment and the mediating role of this factor on the studied outcomes. Methodology: This study uses confirmatory factor analysis and structural equation modeling in AMOS to analyze a sample of 263 full-time employees. The sample includes employees from various sectors and firms. The same measurement scales, factors, and structural models were used in both studied countries. Main Findings: The results of this study confirm that there are positive relationships between WLB and job and life satisfaction and negative relationships between WLB and burnout in both countries. Furthermore, results confirm the partial mediating role of organizational commitment on WLB and the studied outcomes in a way that WLB has a positive impact on the organizational commitment which is, in turn, positively associated with job satisfaction and negatively related to cynicism in both country samples. Applications of this study: These findings involve that WLB has a positive impact on employees' outcomes. Therefore, organizations should implement and promote WLB policies as a means to increase their employees' satisfaction while reducing job burnout. Employers' attention to WLB should be prominent. Novelty/Originality of this study: This research is one of the first studies to investigate WLB outcomes in Middle-Eastern societies like Iran and compare them with western societies. The results show more similarities than differences between the two studied country samples, although few differences are found.

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An Empirical Study on Self-leadership, Job Satisfaction and Customer Orientation of Employees in Hotel Industry : Moderating Role of Organizational Commitment

Culinary Science & Hospitality Research ◽

10.20878/cshr.2011.17.2.013013013 ◽

2011 ◽

Vol 17 (2) ◽

pp. 182-197 ◽

Cited By ~ 1

Author(s):

김영태 ◽

김성환 ◽

Kyuhwan Choi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Empirical Study ◽

Customer Orientation ◽

Hotel Industry ◽

Moderating Role

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Acculturation Attitudes and Psychological Well-Being of Russians in Kyrgyzstan and Tajikistan: The Moderating Role of Perceived Security

Cultural-Historical Psychology ◽

10.17759/chp.2021170404 ◽

2021 ◽

Vol 17 (4) ◽

pp. 34-45

Author(s):

V.N. Galyapina

Keyword(s):

Life Satisfaction ◽

Well Being ◽

Psychological Well Being ◽

Integration Strategy ◽

Central Asian ◽

Perceived Security ◽

Acculturation Attitudes ◽

The Relationship ◽

Moderating Role

More than 400 thousand Russians remain in Kyrgyzstan and Tajikistan after the collapse of the USSR. They have to adapt to the changing conditions, and it is important to study the factors that determine their psychological well-being. This study focuses on the moderating role of perceived security in the relationship between acculturation attitudes and psychological well-being of the Russians in the two Central Asian countries. The sample included 578 respondents. In the study, we used scales from the MIRIPS questionnaire and carried out analysis using the moderation models 1 and 3. The results showed that for the Russians in both countries, when perceived security was low, separation attitudes promoted self-esteem, while assimilation attitudes decreased it. The study also revealed the role of the context: in Tajikistan (less favorable context for the Russians), assimilation attitudes contributed to life satisfaction in situations of high perceived security, while in Kyrgyzstan (more favorable context) it was integration attitudes that determined life satisfaction when perceived security was high or medium. We may conclude that the context determines the preference of acculturation strategy that provides the Russians with life satisfaction in the situation of perceived security: the assimilation strategy in Tajikistan, and the integration strategy in Kyrgyzstan.

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Pengaruh Komitmen Organisasional dan Etika Kerja Islami terhadap Performansi Kerja Para Staf Pengajar pada Perguruan Tinggi di Surakarta dengan Basis Institusi sebagai Variabel Moderator

MUQTASID Jurnal Ekonomi dan Perbankan Syariah ◽

10.18326/muqtasid.v3i1.73-89 ◽

2012 ◽

Vol 3 (1) ◽

pp. 73

Author(s):

Amin Wahyudi

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Faculty Member ◽

Work Ethic ◽

Islamic Work Ethic ◽

The Impact ◽

Moderating Role

The purposes of this study are: (1) examine the impact of organizationalcommitment to job performance of faculty member in Surakarta; (2) examine the impact of Islamic work ethic to job performance; and (3) examine the moderation role of institutional-base on the impact of Islamic work ethic to job performance. The results show that organizational commitment and Islamic work ethic had significance effect to job performance, but institutional-based had no moderating role in the effect of Islamic work ethic to job performance

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The relationship between workgroup identification and organizational identification: The moderating role of perceived similarities between targets

Journal of Management & Organization ◽

10.1017/jmo.2014.41 ◽

2014 ◽

Vol 20 (4) ◽

pp. 485-507 ◽

Cited By ~ 2

Author(s):

Géraldine Marique ◽

Florence Stinglhamber ◽

Donatienne Desmette ◽

Edwine Goldoni

Keyword(s):

Organizational Commitment ◽

Organizational Identification ◽

Value Congruence ◽

Affective Organizational Commitment ◽

Global Measure ◽

The Relationship ◽

Moderating Role

AbstractThe present research aims to examine the role played by perceived similarities between the workgroup and the organization in the relationships between workgroup identification, organizational identification, and affective organizational commitment. Using two different samples, we found that when perceived similarities were high, workgroup identification was more strongly related to organizational identification and that this relationship carried over to affective organizational commitment. These results were obtained with both a global measure of perceived similarities (Study 1) and a more narrow measure operationalizing perceived similarities in terms of value congruence (Study 2), confirming the generalizability of our results.

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