scholarly journals EFFECTS OF ORGANIZATIONAL SUPPORT, SUPERVISOR SUPPORT AND COWORKERS’ INTERPERSONAL HELPING BEHAVIOR ON EMPLOYEE JOB SATISFACTION: A CASE STUDY IN BANGKOK, THAILAND

2020 ◽  
Vol 4 (02) ◽  
Author(s):  
Arti Pandey ◽  
Saifon Chairungruang
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Organizational Support ◽  
Supervisor Support ◽  
Helping Behavior ◽  
Working Environment ◽  
Perceived Supervisor Support ◽  
Private And Public ◽  
Interpersonal Helping ◽  
Giving Feedback

Employees’ job satisfaction would lead to more productive working environment in organizations. This study aims to examine the effects of employee’s perception of organizational and supervisor supports as well as coworkers’ interpersonal helping behavior on job satisfaction. The survey is collected data from a total of 50 employees, who works in both private and public organizations in Bangkok, Thailand. The findings show that perceived organizational support, perceived supervisor support and coworkers’ interpersonal helping behavior have positive relationship with employee’s job satisfaction. The suggestions are that, the organizations should keep the employees’ satisfaction level by giving more feedback and reaction on their work apart from organizational support from supervisors. The supervisors also need to coach and help the subordinates in order to achieve their performance. The coworkers also play important role to their coworkers because good coworkers can create a good working environment. The coworkers need to help the coworkers who are still new in their roles, as well as can help when their coworkers suffer from job stress. Organizations should also inform all supervisors to support, coach and giving feedback on their subordinates’ work in order to reduce their job stress and increase job satisfaction.

scholarly journals Nexus between perceived job insecurity and employee work-related outcomes amid COVID-19: Attenuating effect of supervisor support

2021 ◽  
pp. 1-10
Author(s):  
Shuaib Ahmed Soomro
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Stress ◽  
Organizational Support ◽  
Job Insecurity ◽  
Supervisor Support ◽  
Work Outcomes ◽  
Perceived Supervisor Support ◽  
Perceived Job Insecurity

OBJECTIVE: This study aims to examine perceived job insecurity as an antecedent of adverse psychological well-being and job outcomes (i.e., job satisfaction and organizational commitment), applying conservation of resources and organizational support theories. The study also investigated the role of perceived supervisor support as a moderator in the study. METHODS: Two-wave longitudinal data (n = 385) was collected with two months between Time 1 and Time 2. Data collected from employees working in two MNCs in Pakistan. A conceptual framework was developed where the mediating role of work stress on the job insecurity relationship is conditional to the values of job satisfaction and organizational commitment. RESULTS: During analysis, a positive association was found between job insecurity and work stress. Further, job insecurity led to work stress and it negatively led to job satisfaction and organizational commitment. Perceived supervisor support moderated work stress and job satisfaction and organizational commitment. The moderated mediation results indicate that supervisor support moderated the indirect effect of job insecurity on work outcomes. CONCLUSION: This paper examines the relationship between job insecurity and employee work outcomes amidst COVID-19. The findings have significant implications for employers and employees. Moreover, study findings expand our knowledge of COR theory and Organizational support theory for MNCs employees in the Covid-19 pandemic.

scholarly journals A Threat of Customer Incivility and Job Stress to Hotel Employee Retention: Do Supervisor and Co-Worker Supports Reduce Turnover Rates?

2021 ◽  
Vol 18 (12) ◽  
pp. 6616
Author(s):  
Hyunah Chung ◽  
Wei Quan ◽  
Bonhak Koo ◽  
Antonio Ariza-Montes ◽  
Alejandro Vega-Muñoz ◽  
...  
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Supervisor Support ◽  
Demographic Variables ◽  
Point Of View ◽  
Frontline Employees ◽  
Turnover Rates ◽  
Negative Behaviors ◽  
Perceived Supervisor Support ◽  
The Impact

The study investigates the impact of customer incivility, job stress, perceived supervisor support, and perceived co-worker support on the turnover intention of frontline employees. A survey-questionnaire approach was used to collect the point of view of frontline employees that work in five-star hotels in a metropolitan city of Korea. Four independent variables that were extracted from valid theoretical backgrounds along with four demographic variables were used in the study. The regression analysis was conducted to test the hypotheses, which revealed that job stress directly affected the employees’ desires to leave their organization. It also showed that perceived supervisor support mitigates employee turnover, and there were significant correlations between turnover intention with the employees’ marital status and job position. Gender and years of service did not affect the employees’ thinking of quitting their job. Our findings help hotel entrepreneurs better understand how to deal with customer incivility and employee job stress, and better comprehend the factors that minimize employees’ negative behaviors for the organization.

scholarly journals The effect of human resource management practices on employee`s job satisfaction: A case study on Japanese agribusiness in Vietnam

2021 ◽  
pp. 1463-1472 ◽  
Author(s):  
Tran Thi Hoai Thu ◽  
Rie Watanabe ◽  
Tsuyoshi Sumita
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Supervisor Support ◽  
Training And Development ◽  
Working Environment ◽  
Positive Effects ◽  
Human Resource Management Practices

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

The Relationship between Hardiness, Supervisor Support, Group Cohesion, and Job Stress as Predictors of Job Satisfaction

2003 ◽  
Vol 17 (6) ◽  
pp. 382-389 ◽  
Author(s):  
Mary A. Steinhardt ◽  
Christyn L. Dolbier ◽  
Nell H. Gottlieb ◽  
Katherine T. McCalister
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Support Group ◽  
Goodness Of Fit ◽  
Group Cohesion ◽  
Supervisor Support ◽  
Full Time ◽  
Convenience Sample ◽  
Proposed Model ◽  
The Relationship

Purpose. This study tested a conceptual model based on research supporting the relationship between the predictors of hardiness, supervisor support, and group cohesion and the criterions of job stress and job satisfaction and between the predictor of job stress and the criterion of job satisfaction. Design. The study employed a cross-sectional research design. Survey data were collected as part of the baseline measures assessed prior to an organizational hardiness intervention. Setting. Worksite of Dell Computer Corporation in Austin, Texas. Subjects. The subjects included 160 full-time Dell employees recruited from a convenience sample representing nine work groups (response rate = 90%). Measures. Hardiness was measured using the Dispositional Resilience Scale (DRS), job stress was measured using the Perceived Work Stress Scale (PWSS), and supervisor support, group cohesion, and job satisfaction were measured using a proprietary employee attitude survey. Results. In the proposed model, high hardiness, supervisor support, and group cohesion were related to lower levels of job stress, which in turn was related to higher levels of job satisfaction. The model also proposed direct paths from hardiness, supervisor support, and group cohesion to job satisfaction. Path analysis was used to examine the goodness of fit of the model. The proposed model was a good fit for the data (χ2[1, N = 160] = 1.85, p = .174) with the exception of the direct path between group cohesion and job satisfaction. Substantial portions of the variances in job stress ( R2 = .19) and job satisfaction (R2 = .44) were accounted for by the predictors. Conclusion. Implications for targeted worksite health promotion efforts to lower job stress and enhance job satisfaction are discussed.

scholarly journals Skala Zaufania do Przełożonego jako narzędzie do mierzenia zaufania do menedżerów

2020 ◽  
Vol 31 (3) ◽  
pp. 97-115
Author(s):  
Marcin Wnuk
Keyword(s):  
Job Satisfaction ◽  
Psychometric Properties ◽  
Supervisor Support ◽  
Intention To Leave ◽  
Dimensional Structure ◽  
Perceived Supervisor Support ◽  
Organizational Loyalty ◽  
Positive Correlations ◽  
Stress At Work ◽  
Negative Relationships

Background: The aim of the study was operationalizing trust in supervisor concept and assesses the psychometric properties of the tool using to measure this construct. Material and Methods: Subjects were 804 employees from different organizations. The following measures were used: Perceived Supervisor Support Scale, Perceived Stress at Work Questionnaire, Grattitude Towards Organization Scale, Organizational Loyalty Scale and 2 measures – regarding intention to leave and job satisfaction. Results: Confirmed very good psychometric properties of Trust in Supervisor Scale. Factor analysis statistically confirmed the two dimensional structure of this measure inclusive benevolence and integrity factor containing 12 items and abilities as well as competences containing 8 items. The reliability of the Trust in Supervisor Scale was confirmed using the α-Cronbach coefficient. The proof of the theoretical validity of this measure are its positive correlations with job satisfaction, loyalty and gratitude towards the organization as well as its negative relationships with the intend to quit organization and the level of stress. Conclusions: The obtained results confirm that the Trust in Supervisor Scale has a very good psychometric properties and may be used in practice to explore trust in mangers in organizations in Poland.

The influence of job stress and working environment on job satisfaction toward job performance

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Roes Aldi Asaddiari Maulidka ◽  
Dessy Isfianadewi
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Environment ◽  
Job Stress ◽  
Significant Influence ◽  
Working Environment ◽  
Multiple Linear Regressions ◽  
Hrm Practices ◽  
Permanent Employees ◽  
Linear Regressions

The purpose of this research was to gain information on the influence of HRM practices especially job stress, working environment on job satisfaction toward job performance at Bank Mandiri as state-owned companies in Indonesia. The samples of this research were permanent employees of the company. The questionnaires were distributed to 150 respondents and the employees properly filled 115 questionnaires. The analytical model used in this research was multiple linear regressions. The results of this research proved that job stress significantly influence over job satisfaction because the value of significance is 0.019 (p < 0.05). Work environment with significance value of 0.000 (p < 0.05) is proved to have significant influence to job satisfaction. Job stress also proved to have significant influence to job performance based on the significance value of 0.008 (p < 0.05). Besides that, work environment with the significance value of 0.000 (p < 0.05) is proved to have significance value to job performance. Lastly, job satisfaction with the significance value of 0.000 (p < 0.05) is proved to have a significant value to job performance.

SELF-CONTROL AS A MODERATOR OF THE RELATIONSHIP BETWEEN FORMAL CONTROL AND WORKPLACE DEVIANCE: A Proposed Framework

2012 ◽  
Vol 02 (06) ◽  
pp. 32-39
Author(s):  
Faridahwati Mohd. Shamsudin ◽  
Ajay Chauhan ◽  
Kabiru Maitama Kura
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Organizational Support ◽  
Workplace Deviance ◽  
Self Control ◽  
Formal Control ◽  
The Relationship ◽  
Moderating Role

Several studies in the field of management, organizational psychology, sociology and criminology have reported that workplace deviance is related to organization/work variables, such as organizational justice, job satisfaction, perceived organizational support, and job stress, among others. However, few studies have attempted to consider the influence of formal control and workplace deviance. Even if any, they have reported conflicting findings. Therefore, a moderating variable is suggested. This paper proposes a moderating role of self-control on the relationship between formal control and workplace deviance.

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