The mediation effect of Job Match on the relationship between the Satisfaction with graduated School and Job Satisfaction on Tourism related laborer

2021 ◽  
Vol 36 (7) ◽  
pp. 109-130
Author(s):  
Lee Kyungmin
Keyword(s):  
Job Satisfaction ◽  
Mediation Effect ◽  
Job Match ◽  
The Relationship

Interpretation of the Effects of Job Satisfaction Mediation on the Effect of Principal Supervision and Compensation on Teacher Performance

2021 ◽  
Vol 7 (1) ◽  
pp. 105
Author(s):  
Sherly Sherly ◽  
Darwin Lie ◽  
Vivi Candra ◽  
Dolly Miduk Siallagan ◽  
Acai Sudirman
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Teacher Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Sampling Formula ◽  
Principal Supervision ◽  
The Relationship

This research aims to determine the role of job satisfaction as a mediator of the relationship between principal supervision and compensation for teacher performance. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To test the mediating effect of satisfaction and the relationship between principal supervision and compensation on teacher performance, a structural equation modeling (SEM) approach is used using partial least squares. Under the research results, It was found that the fact that principal supervision had a significant effect on job satisfaction and teacher performance. Then compensation also has a significant effect on job satisfaction and teacher performance. The findings of the mediation effect state that job satisfaction successfully mediates the relationship between principal supervision and compensation for teacher performance

Work to family, family to work conflicts and work family balance as predictors of job satisfaction of Malaysian academic community

2020 ◽  
Vol 14 (4) ◽  
pp. 621-642 ◽  
Author(s):  
Md. Mizanur Rahman ◽  
Noor Azman Ali ◽  
Amer Hamzah Jantan ◽  
Zuraina Dato' Mansor ◽  
Md. Saidur Rahaman
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Private Universities ◽  
Academic Community ◽  
Mediation Effect ◽  
Content Type ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

Purpose The purpose of this study is to confirm that work to family conflict (W to FC), family to work conflict (F to WC) and work family balance (WFB) are the predictors of job satisfaction (JS) for Malaysian academic community. To achieve the fundamental objective, the authors first test the direct (structural model) effects of W to FC and F to WC on JS. Secondly, using mediation model, the indirect effects of WFB were calculated through W to FC, F to WC and JS. Design/methodology/approach Using convenience sampling, the data was collected from 280 academic people who work at private universities in Malaysia. Structural equation modelling technique was applied to complete the data analyses procedures. Findings The findings revealed that W to FC and F to WC have negative significant effects on JS. Besides, WFB partially mediates only the relationship between W to FC and JS while no mediation effect was found for F to WC and JS. Research limitations/implications All the research variables in this study were individual-level variables, thus it is suggested to use some organizational and national level variables such as religion and culture as they might be good intervening variables for predicting JS. Practical implications Using the findings of this research, the Malaysian private universities community can take some necessary initiatives to mitigate work family conflict (W-FC) and ensure WFB and JS that might enhance the standard of higher education in Malaysia. Originality/value To the best of the authors’ knowledge, this is the first attempt to test the mediation effect of WFB in the relationship between both directions of W-FC and JS of employees from the perspective of Malaysia (a collectivist community).

scholarly journals Threats to Professional Roles in Part-Time Leadership

2021 ◽  
Author(s):  
Mona Rynek ◽  
Thomas Ellwart ◽  
Henrike Peiffer ◽  
Elisabeth Endres ◽  
Thomas Moldzio
Keyword(s):  
Job Satisfaction ◽  
Risk Management ◽  
Significant Others ◽  
Mediation Effect ◽  
Online Questionnaire ◽  
Role Identification ◽  
Work Related ◽  
Supportive Behavior ◽  
Part Time ◽  
The Relationship

Abstract. Leaders working part time struggle with a lack of respect and acceptance from their subordinates and their management colleagues. Leadership as a part-time role does not match the traditional expectation of leaders being omnipresent and always responsive (Jochmann-Döhl, 2017). Although leaders working part time (LPT) are supported by subordinates and colleagues, their supportive behavior is often coupled with accusations that work-related problems occur only because the leader is working part time. According to the stress-as-offense-to-self theory (SOS, Semmer et al., 2007 ; Semmer et al., 2019 ), such dysfunctional supportive behavior triggers threats by offending the need for belonging. This study serves to strengthen SOS theory and extend its application beyond stress research by investigating the effects of LPT threat experiences on rumination, LPT job satisfaction, and role identification. Further, it empirically confirms the need-based threat mechanism. Results based on an online questionnaire ( N = 101 LPT) show that dysfunctional support by subordinates and management colleagues relates to a feeling of exclusion by significant others as an indicator of an offended need for belonging. Furthermore, the results indicate that the feeling of exclusion mediates the relationship between dysfunctional support and role identification and between dysfunctional support and LPT job satisfaction. No mediation effect was found for rumination. In addition to providing a theoretically differentiated understanding and prediction of threats, the study includes important practical starting points for the risk management of LPT.

scholarly journals The effect of job autonomy on innovation behavior

2012 ◽  
Vol 25 (1) ◽  
pp. 215-238
Author(s):  
Deukyoung Ko ◽  
TaeYong Yoo
Keyword(s):  
Job Satisfaction ◽  
Proactive Personality ◽  
Openness To Experience ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Job Autonomy ◽  
Moderating Effects ◽  
The Relationship ◽  
Innovation Behavior

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

scholarly journals Interpretation of the Effects of Job Satisfaction Mediation on the Effect of Principal Supervision and Compensation on Teacher Performance

2021 ◽  
Author(s):  
Sherly Sherly ◽  
Darwin Lie ◽  
Vivi Candra ◽  
Dolly Miduk Siallagan ◽  
Acai Sudirman
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Teacher Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Sampling Formula ◽  
Principal Supervision ◽  
The Relationship

This research aims to determine the role of job satisfaction as a mediator of the relationship between principal supervision and compensation for teacher performance. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To test the mediating effect of satisfaction and the relationship between principal supervision and compensation on teacher performance, a structural equation modeling (SEM) approach is used using partial least squares. Under the research results, It was found that the fact that principal supervision had a significant effect on job satisfaction and teacher performance. Then compensation also has a significant effect on job satisfaction and teacher performance. The findings of the mediation effect state that job satisfaction successfully mediates the relationship between principal supervision and compensation for teacher performance

scholarly journals Predicting absenteeism and turnover intentions in the health professions

2008 ◽  
Vol 32 (2) ◽  
pp. 271 ◽  
Author(s):  
Majella J Albion ◽  
Gerard J Fogarty ◽  
Michael A Machin ◽  
Jeff Patrick
Keyword(s):  
Job Satisfaction ◽  
Health Service ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Mediation Effect ◽  
Psychological Reactions ◽  
Psychological States ◽  
Organisational Climate ◽  
Skills Shortages ◽  
The Relationship

Objectives: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism). Methods: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group-level absenteeism data were provided from the Health Service District files. Results: Two psychological states, quality of work life and job satisfaction, were found to fully mediate the relationship between the organisational climate variable, role clarity, and intention to leave, while individual distress was found to partially mediate the same relationship. However, the hypothesised mediation effect of psychological states on the relationship between organisational climate and absenteeism did not emerge. Conclusion: Skills shortages and increasing demands for health services make retention of staff in the health service industry vitally important. As a means of addressing this issue, this study presents an emergent mediating model defining relationships among individual psychological factors, aspects of organisational climate and intention to leave. Identification of the processes associated with staff withdrawal behaviours or intentions will assist in devising interventions to improve retention.

scholarly journals Exploring the Relationship between Organizational Culture, Job Satisfaction, and Organizational Citizenship Behaviour

2016 ◽  
Vol 6 (4) ◽  
pp. 20 ◽  
Author(s):  
Tarek A. El Badawy ◽  
Mona M. Kamel ◽  
Mariam M. Magdy
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Mediation Effect ◽  
Organizational Citizenship Behaviours ◽  
The Relationship

This study examined the interaction between organizational culture, organizational citizenship behaviours and job satisfaction. While organizational culture plays an important role in affecting performance indirectly, other variables mediate and moderate the relationship. This study was based on a sample of 127 Egyptian participants undertaking an MBA course. Results showed positive significant correlations between four types of organizational culture, job satisfaction and citizenship behaviour individually. Job satisfaction mediated the relationship between culture and citizenship behaviour. However, the mediation effect was weak. Further discussion, implications and research limitations are discussed.

scholarly journals Event Volunteer Satisfaction Research on the Relationship between the Service Performances—Based on Analysis of the Mediation Effect of Psychological Contract

CONVERTER ◽  
2021 ◽  
pp. 728-737
Author(s):  
Shuhua Xia, Mingliang Li
Keyword(s):  
Job Satisfaction ◽  
Correlation Coefficient ◽  
Psychological Contract ◽  
Service Performance ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Positive Correlation ◽  
Model Account ◽  
Positive Correlation Coefficient ◽  
The Relationship

In this paper, 287 volunteers from the 11th Traditional Games of Ethnic Minorities were investigated, the relationship among job satisfaction, service performance and psychological contract of volunteers in sports events was studied by using correlation analysis and hierarchical regression analysis, to examine the mediating effect of psychological contract on satisfaction and service performance of event volunteers. The results show that (1) there is a significant correlation between satisfaction, service performance and psychological contract, and the positive correlation Coefficient between satisfaction and service performance is 0.448, the correlation coefficient between satisfaction and psychological contract was r = 0.342, and the positive correlation coefficient between psychological contract and service performance was r = 0.827, both of which had significant level on P & Lt; 0.01 (2) psychological contract and job satisfaction have positive influence on service performance. The higher the degree of psychological contract and job satisfaction, the better the service performance. (3) the degree of satisfaction with the work of the match volunteers can effectively improve the achievement of the psychological contract, and the achievement of the psychological contract is conducive to the improvement of the service performance of the match volunteers, psychological contract has a significant mediating effect between satisfaction and service performance. The direct effect (0.1599) and the mediating effect (0.227) of this model account for 41% and 59% of the total effect (0.3869) respectively. Therefore, a sound communication channel should be established between the organizers and the volunteers, a scientific and reasonable incentive mechanism should be established, the management level of the organizers of the Games should be raised, and the degree of work satisfaction and psychological contract of the volunteers should be enhanced, improve the service performance, enhance the influence of the competition.

scholarly journals MEDIATION EFFECT OF JOB SATISFACTION ON ORGANIZTIONAL CITIZENSHIP BEHAVIOUR

2020 ◽  
Vol 7 (2) ◽  
pp. 171
Author(s):  
Leo Tri Hartantyo
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Direct Relationship ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Indirect Relationship ◽  
The Relationship

An organization always need good employees to achieve the goals, Willingness to work optimally, being able to volunteer to work, not just fixing on his duties and responsibilities as a member of the organization becomes important. This research aims to look at the effect of job satisfaction in mediating the relationship between Islamic work ethics (IWE) and perceived organizational support (POS) on Organizational Citizenship Behavior (OCB). A total 64 manufacturing company employees participated in the study. The results showed that job satisfaction can be a mediator between IWE and POS on OCB. It was found that the effect of IWE on OCB directly is more significant than indirect relationship. Conversely, impact of POS on OCB indirectly is more significant than direct relationship. This means that without job satisfaction POS can significantly influence OCB.

scholarly journals Moderating role of job satisfaction on turnover intention and burnout among workers in primary care institutions: a cross-sectional study

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Xuyu Chen ◽  
Li Ran ◽  
Yuting Zhang ◽  
Jinru Yang ◽  
Hui Yao ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Career Planning ◽  
Bootstrap Method ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Path Coefficient ◽  
The Relationship ◽  
The Bootstrap Method

Abstract Background Global countries are suffering from a shortage of health professionals. Turnover intention is closely related to job satisfaction and burnout, making good use of these relationships could alleviate the crisis. Our research aims to examine the mediating role of job satisfaction in the relationship between burnout and turnover intention. Methods This research was conducted in Huangpi, China. The convenience sampling method and self-administereded questionnaires were used. 1370 of valid samples were collected with 97.72% effective rate. Descriptive analyses were conducted to describe social demographic factors. The structural equation model (SEM) was performed to adjust model fitting, and the mediation effect test was carried out by using the bootstrap method. Sobel-Z test was used to verify the significance of mediation effect. Results The mean age was 36.98 (SD = 9.84). The fitting indices of hypothetical model are not good. After the adjustments, χ2/df = 5.590, GFI = 0.932, AGFI = 0.901, CFI = 0.977, NFI = 0.973, IFI = 0.977, TLI = 0.970, RESEA = 0.058. The revised model fitted well, and the SEM was put up by using the bootstrap method. The mediating effect is partial, and Soble-Z test indicates that the mediation effect is significant. Burnout is negatively correlated with job satisfaction (p < 0.01) and the standardized path coefficient is − 0.41. Job satisfaction is also negatively correlated with turnover intention (p < 0.01) and the standardized path coefficient is − 0.18. Burnout is positively correlated with turnover intention (p < 0.01) and the standardized path coefficient is 0.83. Conclusions Job satisfaction is a mediating variable that affects the relationship between burnout and turnover intention. The mediating effect was a partial mediating effect and has a low impact of 7.4%. Improving treatment and giving more promotion opportunities for workers to improve job satisfaction, conducting career planning course and paying attention to employee psychological health to reduce job burnout. The above measures may be helpful to reduce employee turnover rate and alleviating the current situation of a shortage of health personnel in China.

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