The role of money in employees’ life: Connection with psychological characteristics of the company staff

2021 ◽  
Vol 39 (6) ◽  
Author(s):  
Liudmyla M. Karamushka ◽  
Oleksandr I. Parshak ◽  
Oksana O. Kredentser ◽  
Oleksandra V. Brukhovetska ◽  
Tetiana V. Chausova
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Significant Relationship ◽  
Positive Attitude ◽  
Psychological Characteristics ◽  
Social Psychological ◽  
Psychological Counselling ◽  
Positive Assessment ◽  
Holistic Assessment

In the course of empirical research, a connection was established between the psychological characteristics of employees (social-psychological attitudes, job satisfaction and life satisfaction) and their assessment of the role of money in their lives. There is a positive statistically significant relationship between such social-psychological attitudes of company staff as the focus on “result”, “selfishness”, “freedom”, “power”, “work” and their assessment of the role of money in life (as the degree of such social and psychological attitudes increases, the staff's positive attitude to the role of money in life is growing). At the same time, the most complete assessment of the role of money (positive assessment on most indicators) in the lives of staff is provided by such social and psychological attitudes as “power orientation” and “work orientation”. In addition, a negative statistically significant relationship was found between such attitudes as focus on “process”, “altruism”, “money” and assessment of the role of money (as the degree of such attitudes increases, a positive attitude towards the role of money in life is reduced on most indicators). There is also a statistically significant relationship between job satisfaction and life satisfaction of the staff and their assessment of the role of money. It was found that the assessment of life satisfaction of the staff contributes to a more complete and holistic assessment of the role of money in their lives, compared with job satisfaction, and provides a more “collectivist” profile for assessing the role of money. It is concluded that the use of established patterns is appropriate in the implementation of psychological counselling of company staff on this issue, as well as in the development of monetary policy of organisations.

Effects of workaholism on satisfaction among US managerial and professional women

2015 ◽  
Vol 30 (8) ◽  
pp. 635-651 ◽  
Author(s):  
Daniele V Levy
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Life Satisfaction ◽  
Professional Women ◽  
Self Report ◽  
Content Type ◽  
Work Enjoyment ◽  
High Drive ◽  
The Usa

Purpose – The purpose of this paper is to evaluate relationships between workaholism and satisfaction outcomes with job, career and life overall among managerial and professional women and explore the moderating role of social support in these associations. Design/methodology/approach – Self-report measures collected online from 350 alumnae from top-ranked business schools currently in the US labor force were analyzed through hierarchical multiple regression analyses. Findings – Workaholism components explained significant amounts of variance in job, career and life satisfaction. Specifically, lower levels of work enjoyment were consistently associated with detrimental outcomes and high drive impacted both job and life satisfaction negatively. Social support moderated the relationship between job satisfaction and workaholism through work enjoyment, with women with greater social support demonstrating higher job satisfaction at equivalent work enjoyment levels versus those with low social support. Research limitations/implications – This paper shares methodological weaknesses involving the nature of the sample and self-report methods of measurement common to workaholism research. Practical implications – In the context of today’s competitive workplaces, results provide a cautionary message of the harmful effects of workaholic dispositions for a certain segment of professional women. It emphasizes the importance of work enjoyment and positive intrinsic motivation, while suggesting that job designs that reflect the work involvement predispositions of each woman can be beneficial. Originality/value – This paper extends the understanding of workaholism correlates to female MBA graduates from top management schools in the USA and investigates, for the first time, the role of social support in those relationships.

Examining the Relationship Between Workplace Support and Life Satisfaction: The Mediating Role of Job Satisfaction

2014 ◽  
Vol 120 (3) ◽  
pp. 769-781 ◽  
Author(s):  
Alexander Newman ◽  
Ingrid Nielsen ◽  
Russell Smyth ◽  
Angus Hooke
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Workplace Support ◽  
Mediating Role ◽  
The Relationship

scholarly journals Revisiting the Link between Job Satisfaction and Life Satisfaction: The Role of Basic Psychological Needs

2017 ◽  
Vol 8 ◽  
Author(s):  
Wenceslao Unanue ◽  
Marcos E. Gómez ◽  
Diego Cortez ◽  
Juan C. Oyanedel ◽  
Andrés Mendiburo-Seguel
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Psychological Needs ◽  
Basic Psychological Needs

scholarly journals The Mediating Role of Job Satisfaction in the Relationship between Compensation and Work Environment on Performance

2021 ◽  
Vol 6 (2) ◽  
pp. 110-116
Author(s):  
Ilzar Daud ◽  
Nur Afifah
Keyword(s):  
Job Satisfaction ◽  
Developing Countries ◽  
Work Environment ◽  
Significant Relationship ◽  
Jel Classification ◽  
Mediating Role ◽  
Census Techniques ◽  
And Performance ◽  
The Relationship

Objective - The purpose of this study is to identify the relationship between compensation and work environment on performance through job satisfaction. Methodology/Technique - The population in this study is 150 employees from a State-Owned Bank. The sampling method uses census techniques so that the number of samples used is 150 employees. The research data was collected using a questionnaire, which is then analyzed using a path analysis technique (SPSS software) to examine the relationships among the constructs, which are: compensation, work environment, job satisfaction and performance. Findings –The results of this study indicate that compensation has a significant relationship between job satisfaction, and the work environment has a significant relationship on job satisfaction. The results also prove that compensation has no relationship on performance, work environment has a significant relationship on performance, and job satisfaction has a significant relationship on performance. The results of this study also indicate that as an indirect effect, compensation has a significant relationship on performance through job satisfaction and the work environment has a significant relationship on performance through job satisfaction. Novelty - Previous studies have been carried out in many western countries, raising doubts about generalizations in the same research results in developing countries such as Indonesia. Therefore, the novelty in this study is carried out in the context of developing countries, especially in State-Owned Banks in West Kalimantan, Indonesia. Type of Paper: Empirical. JEL Classification: L22, M12, M19. Keywords: Compensation; Work Environment; Job Satisfaction; Performance Reference to this paper should be made as follows: Daud, I; Afifah, N. (2021). The Mediating Role of Job Satisfaction in the Relationship between Compensation and Work Environment on Performance, Journal of Management and Marketing Review, 6(2) 110 – 116. https://doi.org/10.35609/jmmr.2021.6.2(2)

Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type

2009 ◽  
Vol 63 (1) ◽  
pp. 137-154 ◽  
Author(s):  
Meghna Virick ◽  
Nancy DaSilva ◽  
Kristi Arrington
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Employee Satisfaction ◽  
Orientation Degree ◽  
Performance Outcome ◽  
Work Enjoyment ◽  
Work Drive ◽  
Curvilinear Relation ◽  
Outcome Orientation

The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisfaction. We also find support for a curvilinear (inverted U) relation between extent of telecommuting and life satisfaction, with worker type (defined by work drive and work enjoyment) moderating that relation.

scholarly journals The Role of Calling in a Social Cognitive Model of Well-Being

2019 ◽  
Vol 28 (1) ◽  
pp. 59-75
Author(s):  
Hang-Shim Lee ◽  
Eun Sul Lee ◽  
Yun-Jeong Shin
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Model ◽  
Outcome Expectations ◽  
Well Being ◽  
Efficacy Outcome ◽  
Social Cognitive Model

The present study examined the role of calling in a social cognitive model of well-being using a sample of 328 South Korean teachers. The model incorporating calling into the social cognitive model of well-being demonstrated an excellent fit, and our variables accounted for significant variance in job satisfaction (47%) and life satisfaction (38%). Among the 12 direct paths of the proposed model, 10 hypothesized paths were significant. The direct paths from positive affect to calling, self-efficacy, job satisfaction, and life satisfaction; from calling to self-efficacy, outcome expectations, and life satisfaction; from self-efficacy to outcome expectations; from outcome expectations to job satisfaction; and from job satisfaction to life satisfaction were significant. Additionally, the mediating paths between positive affect and life satisfaction via calling, self-efficacy, outcome expectations, and job satisfaction were significant. The practical implications for enhancing teachers’ job and life satisfaction and future directions of research were discussed.

Consequences of Job Insecurity and the Moderator Role of Occupational Group

2011 ◽  
Vol 14 (2) ◽  
pp. 820-831 ◽  
Author(s):  
Beatriz Sora Miana ◽  
M. Gloria González-Morales ◽  
Amparo Caballer ◽  
José M. Peiró
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Organizational Commitment ◽  
Job Insecurity ◽  
Occupational Group ◽  
Perceived Performance ◽  
White Collar Workers ◽  
Moderator Role ◽  
The Relationship

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.

Job Demands and Stress Reactions in Repetitive and Uneventful Monotony at Work

1989 ◽  
Vol 19 (2) ◽  
pp. 365-377 ◽  
Author(s):  
Gunn Johansson
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Leisure Activities ◽  
Job Demands ◽  
Stress Reactions ◽  
Social Psychological ◽  
Long Term Consequences

Monotonous work has been analyzed from sociological and social psychological perspectives in terms of consequences for job satisfaction, life satisfaction, leisure activities, and health. In this article, a distinction is made between repetitive and uneventful monotony. Psychobiological reactions to these tasks are analyzed and related to possible long-term consequences for health. Strategies for work reform required for the two types of monotony are discussed.

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