scholarly journals Job satisfaction in project-based organization

2020 ◽  
Vol 2020 (146) ◽  
pp. 113-129
Author(s):  
Magdalena GĘBCZYŃSKA ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Qualitative Comparative Analysis ◽  
Supervisor Support ◽  
Organization Design ◽  
Consulting Firms ◽  
Data Source ◽  
Person Organization Fit ◽  
Practical Implications

Purpose: the purpose of this article is to examine how different factors, such as: person organization fit, supervisor support, rewards, organizational commitment and work engagement simultaneously affect the employee job satisfaction in project-based organization. Design/methodology/approach: This research applies fuzzy set Qualitative Comparative Analysis (fs/QCA). The sample of the study includes 17 cases of Polish consulting firms, and the fieldwork contains information from series of surveys. The survey includes five scales (person organization fit, supervisor support, rewards, organizational commitment and work engagement) in the form of statements to which respondents indicate their level of agreement/disagreement on a five-point Likert scale. Findings: empirical research indicated the configurations of factors which lead to job satisfaction in PBO, pecially, (C1): person organization fit, supervisor support and 16 organizational commitment and (C2): rewards, organizational commitment and work engagement with absence of supervisor support and (C3): person organization fit, rewards and work engagement influence job satisfaction in project-based organization. Research limitations/implications: the first limitation relates to the data source – the data in this study come from a limited research sample-consulting firms. Second, this study considered and examined few factors of job satisfaction selected based on critical analysis of the literature and future studies could include other variables. Practical implications: the results of research have practical implications for managers of project-based organization, because they provide them with configuration of factors which lead to job satisfaction. Originality/value: using of fs/QCA, which enabled simultaneous studying the effect of selected factors and it is an original contribution to the research on job satisfaction in PBO.

Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support

2018 ◽  
Vol 46 (6) ◽  
pp. 995-1010 ◽  
Author(s):  
Peng Fan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Work Attitude ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Person Organization Fit

I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderated the linkage of person–organization fit, work–family balance, organizational commitment, and job satisfaction. However, the effect of turnover intention was nonsignificant in both the mediating and the moderated mediating model. The implications of the findings in this study for future research are discussed.

scholarly journals The influence of work values on the employees’ organizational commitment

2013 ◽  
Vol 26 (4) ◽  
pp. 507-532
Author(s):  
YeSeul Jung ◽  
JiYoung Park ◽  
YoungWoo Sohn ◽  
YooJin Ha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Work Values ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Positive Effects ◽  
Extrinsic Work Values ◽  
Person Organization Fit ◽  
The Relationship

The first purpose of the study was to examine the mediating effect of work engagement and job satisfaction on the relationship between work values and organizational commitment. And the second purpose was to examine the moderating effect of person-organization fit on the relationship of work values and work engagement, organizational commitment. The survey data were gathered from 253 employees in Korea. As results, intrinsic work values had more positive effects on organizational commitment than extrinsic work values. Work engagement and job satisfaction sequentially mediated in the relationship between intrinsic/extrinsic work values and organizational commitment. Also, person- organization fit did not moderate the association between intrinsic/extrinsic work values and work engagement, but person-organization fit had moderating effect on the link between intrinsic/extrinsic work values and organizational commitment. This results indicated that the relation of intrinsic work values to organizational commitment was stronger when person-organization fit was high than low. The relation of extrinsic work values to organizational commitment was positive when person-organization fit was high, but the relation was negative when person-organization fit was low. Implications and directions for the future research were discussed.

Increasing employee job satisfaction

2020 ◽  
Vol 34 (4) ◽  
pp. 53-55
Keyword(s):  
Job Satisfaction ◽  
Design Methodology ◽  
Critical Role ◽  
Supervisor Support ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
Work Atmosphere ◽  
Pertinent Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Job satisfaction plays a critical role in the retention of key talent. Firms can enhance prospects by creating a work environment that incorporates a positive atmosphere. Both supervisor support and potential for career development help optimize the impact of work atmosphere on employee job satisfaction levels. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals The Grid of Burnout, Engagement and Job Satisfaction: a Case Study in Greece

2021 ◽  
Vol 11 (4) ◽  
pp. 24
Author(s):  
George S. Androulakis ◽  
Dimitra Ap. Georgiou ◽  
George Nikolaou
Keyword(s):  
Job Satisfaction ◽  
Item Response ◽  
Work Engagement ◽  
Positive Sign ◽  
Structural Elements ◽  
Economic Sectors ◽  
Research Outcome ◽  
Positive Effect ◽  
Practical Implications

Work engagement’s relation with burnout intensively concerns the research community. A plethora of works has tried to interpret the kind of correlation of the above structures with reference to their structural elements and phenomena deriving from their common causal network. Therefore, in this research, the correlation between work engagement and burnout is investigated via their main structural elements and on the basis of job satisfaction’s interpretive role. For this purpose, the responses of 561 employees from various economic sectors in Greece, were analyzed using path analysis after the data had first been approached via item response theory. Job satisfaction’s interpretive role appeared to be of importance in regards to the positive sign of the correlation between work engagement and burnout as emerged in this work. The intrinsic job satisfaction’s positive effect on both constructs that is burnout and work engagement, also arose as a research outcome, while the extrinsic job satisfaction appeared to operate positively to work engagement and negatively to burnout, regulating in this way the overall correlation exerted, therefore giving rise to theoretical and practical implications.

scholarly journals Organizational identification, work engagement, and job satisfaction

2015 ◽  
Vol 30 (8) ◽  
pp. 1019-1033 ◽  
Author(s):  
Maria Karanika-Murray ◽  
Nikita Duncan ◽  
Halley M. Pontes ◽  
Mark D. Griffiths
Keyword(s):  
Job Satisfaction ◽  
Social Identity ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Work Engagement ◽  
Organizational Identification ◽  
Three Dimensions ◽  
Content Type ◽  
Practical Implications

Purpose – Organizational identification refers to a person’s sense of belonging within the organization in which they work. Despite the importance of organizational identification for work-related attitudes and organizational behavior, little research has directly examined the mechanisms that may link these. The purpose of this paper is to provide an understanding of how organizational identification relates to job satisfaction. Design/methodology/approach – Adopting a social identity perspective, the authors present and test two models that describe work engagement and its constituent dimensions (vigor, dedication, absorption) as mediating the relationship between organizational identification and job satisfaction. Findings – Bootstrapped mediation analyses provided support for full mediation whereby there is an indirect (via work engagement) and positive effect of organizational identification on job satisfaction. Analyses also provided support for the mediating effects of the three dimensions of work engagement, vigor, dedication, and absorption, in this relationship. Practical implications – Although cross-sectional, this study provides a needed first step toward an understanding of the important role of organizational identification for job satisfaction and the mediating role of work engagement in this relationship. Originality/value – The results provide valuable insights into the effects of organizational identification and address some of the gaps in understanding social identity as the context for work behaviors. Theoretical and practical implications for strengthening employee engagement and enhancing organizational identification are discussed.

Psychological contract and work outcomes during COVID-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anushree Karani ◽  
Payal Trivedi ◽  
Heena Thanki
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Psychological Contract ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
Psychological Contract Fulfillment ◽  
Worker Support ◽  
The Impact

PurposeThe purpose of the current research is to examine the impact of psychological contract fulfillment on work outcomes i.e. organizational commitment and job satisfaction during the COVID-19 pandemic. It also aims to check the mediating role of co-worker support and work engagement on organizational outcomes.Design/methodology/approachThe current study has adopted a quantitative approach and a cross-sectional research design has been used with a snowball sampling technique. Data were collected via a structured questionnaire through Google Docs from 926 respondents working at different capacities in the service sector. The study includes those respondents who are working from home during the COVID-19 pandemic situation. The hypotheses were tested using structural equation modeling (SEM).FindingsResults indicated that psychological contract fulfillment was positively impacting work outcomes i.e. organizational commitment and job satisfaction. Co-worker support and work engagement positively mediated the relationship between psychological contract fulfillment and work outcomes during the COVID-19 pandemic situation. Multi-group analysis proved that there was a difference in opinion regarding the impact of psychological contract fulfillment on organizational commitment and job satisfaction amongst males and females.Originality/valueThe novel contribution of the study is integrating social exchange theory, organization support theory and social information processing theory during the pandemic situation. The results highlighted meticulous empirical evidence, which answers the question as to how the met expectations cause an advantageous effect on the employees as well as the organizations in this COVID-19 pandemic situation.

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