scholarly journals Workplace spirituality and job satisfaction: Moderating role of intrinsic and extrinsic values

Paradigms ◽  
2017 ◽  
Vol 11 (1) ◽  
pp. 58-66
Author(s):  
Tasneem Fatima ◽  
◽  
Alia Naz ◽  
Summaya Chughtai ◽  
Kausar Fiaz
Keyword(s):  
Job Satisfaction ◽  
Workplace Spirituality ◽  
Moderating Role ◽  
Extrinsic Values

Workplace deviant behavior among employees of Islamic-based universities in Lampung: the moderating role of Islamic workplace spirituality

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eka Pariyanti ◽  
Andiana Rosid ◽  
Wiwiek Rabiatul Adawiyah
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Justice ◽  
Islamic Law ◽  
Deviant Behavior ◽  
Workplace Spirituality ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to determine whether or not Islamic Workplace Spirituality (IWS) acts as a moderator in the relationship between Organizational Justice (OJ), Job Satisfaction (JS) and Workplace Deviant Behavior (WDB).Design/methodology/approachThis research was conducted at Islamic-based universities in Lampung, with 213 employees as respondents out of 456 population’s members. The sampling technique used was purposive sampling, and the data were collected directly from respondents using a self-administered questionnaire. The analysis method used to test the research hypothesis was moderated regression analysis (MRA).FindingsOut of six hypotheses proposed all were supported. This study confirmed the moderating role of Islamic Workplace Spirituality on the relationship of organizational justice and job satisfaction with workplace deviant behavior.Research limitations/implicationsThis study has several limitations on the self-report measures used, which may lead to general error bias. Also, because of the cross-sectional nature of data collection in this study, it can impact the inaccurate delineation of causal conclusions between the constructs examined (Clugston, 2000). Further research is suggested to conduct longitudinal research. This research was conducted in Lampung and is limited to religion-based agencies, limiting the generalizability of some findings in different places. Future studies are suggested to examine this construct in a broader scope. Generalizability problems were observed because people's responses to the questionnaires were so evident that they did not give importance to the research work, and they thought it was a waste of time to respond.Practical implicationsSince bearing the label “Islamic Higher Education” identifies them as part of Islamic education, all institutions that bear that label must follow Islamic law rulings in all of their operational activities. Islamic Spirituality in the Workplace (IWS) will make employees in organizations work on time and even manage their workload correctly. Having values related to spiritual constructs will make employees more ethical in understanding values and behavior, also increase trust among workers.Social implicationsISW will make employees in organizations/agencies work on time and even manage their workload correctly. Management must understand that an organization needs to create a healthy environment by providing organizational justice and reducing people's deviant behavior in the organization. Positive individual behavior shall increase the quality of one's social life.Originality/valueMost theories in human resources development in higher education came from the field of psychology while religious perspectives tend to be omitted. This study underlines some of the crucial advances and contributions in developing human resource management theory related to Islamic workplace spirituality as a strategy to mitigate employees' deviant behavior.

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.

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 The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

2016 ◽  
Vol 11 (12) ◽  
pp. 83 ◽  
Author(s):  
Hakan Turgut ◽  
Ismail Tokmak ◽  
M. Fikret Ates
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Emotional Dilemmas ◽  
Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

scholarly journals Workplace Spirituality, Job Satisfaction and Organizational Citizenship Behaviors: A Theoretical Model

2016 ◽  
Vol 11 (8) ◽  
pp. 256 ◽  
Author(s):  
Shibani Belwalkar ◽  
Veena Vohra
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Workplace Spirituality ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Managerial Effectiveness ◽  
Inner Life ◽  
Management Leadership ◽  
The Relationship

<p class="Abstract">Workplace spirituality has steadily been gaining attention in the last couple of years. Many researchers have investigated the role of “workplace spirituality” with the aim of generating research data that would firmly entrench this construct as vital in the workplace. This article proposes the relationships between workplace spirituality, job satisfaction and organizational citizenship behaviors. It examines the relationship between three workplace spirituality components–meaning and purpose in work, recognition of an inner life or spirit and interconnectedness with the various forms in which organizational citizenship behaviours manifest, mediated by the job satisfaction experienced by the employees. This study can provide significant inputs to promote managerial effectiveness, change management, leadership, holistic performance and growth of organizations, through environments which promote workplace spirituality.</p>

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