scholarly journals The effects of exercise on organizational and personal outcomes : a work-home resources perspective

2019 ◽  
Author(s):  
◽  
Amanda S. Patel
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Positive Affect ◽  
Organizational Citizenship ◽  
Autonomous Motivation ◽  
Time Of Day ◽  
Work Outcomes ◽  
Daily Exercise ◽  
Resource Accumulation ◽  
At Home

In the organizational sciences, daily exercise research has largely centered on how exercise replenishes resources depleted by work and thus facilitates recovery during off-work time. However, we know little about whether exercise generates resources that influence individuals at work and subsequently at home, and under what conditions. I theorized that daily exercise results in resource accumulation that leads to more organizational citizenship behaviors, higher job satisfaction, and better job performance. Subsequently, I theorized better work outcomes are associated with a sense of accomplishment that leads to more sharing behaviors at home. I also theorized that the resource accumulation from exercise may depend on contextual characteristics of the exercise (i.e., time of day and accompanied) and individual differences (i.e., autonomous motivation and physical fitness). To test the theorized model, 102 respondents from two different organizations answered three surveys a day for 10 work days. Multi-level modeling was used to test the hypotheses. Results indicated that exercise was associated with greater OCBs, job satisfaction, and job performance via the resources of positive affect, mental focus, and energy. However, the gain in positive affect was strongest for employees who were less fit. OCBs, job satisfaction, and job performance were associated with feelings of accomplishment. The findings illustrate the importance of daily exercise for generating resources useful for outcomes at work. I hope to offer insight into the importance of an expanded view of the role of daily exercise for employees.

scholarly journals Influence Organizational Citizenship Behavior and Work Motivation on Job Performance of PT JNE Kota Kediri

2021 ◽  
Vol 8 (1) ◽  
pp. 48-60
Author(s):  
Ria Lestari Pangastuti ◽  
Desi Kristanti
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Model ◽  
Work Motivation ◽  
Measurement Model ◽  
Citizenship Behavior ◽  
General Goals ◽  
Model Measurement

Organizations are systems and human activities that work together. In line with that, the organization is said to be a rational coordination of the activities of a number of people to achieve some general goals through the division of work and functions through a hierarchy of authority and responsibility. Analyzing the influence of motivation on job performance, analyzing the effect of job satisfaction on job performance, analyzing the influence of motivation on job satisfaction. This type of research is correlational analytic research. Correlation analysis is a statistical method used to measure the magnitude of the linear relationship between two or more variables. SEM, a complete modeling, basically consists of a measurement model (Measurement Model) and a Structural Model or Causal Model. This research is empirical evidence regarding the effect of motivation and OCB on achievement. This study uses a sample of 100 respondents who are employees of PT JNE Kota Kediri. The results showed that: motivation has an effect on OCB where effective motivation can increase or encourage an employee to feel satisfied, motivation has an effect on achievement. Where an employee who is committed to the organization will feel happy to be part of the organization, have trust and good feelings for the organization and have a desire to remain in the organization, and intend to do what is best for the organization.

scholarly journals Personality and work outcomes: A moderated mediation model of self-leadership and gender

2018 ◽  
Vol 10 (2) ◽  
pp. 1292-1304
Author(s):  
Jessie Ho ◽  
Paul L Nesbit
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Job Performance ◽  
Personality Traits ◽  
Moderated Mediation ◽  
Work Outcomes ◽  
Mediation Model ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.  

The Effects of Leaders' Behavior on Job Satisfaction, Organizational Citizenship Behavior, Deviant Behavior, and Job Performance of Employees

2020 ◽  
pp. 100-113
Author(s):  
Pooja Agrawal ◽  
Omvir Gautam
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Deviant Behavior ◽  
Behavioral Outcomes ◽  
Citizenship Behavior ◽  
Work Behaviors ◽  
Organization Citizenship Behavior ◽  
Organizational Attention

The chapter investigates the impact of leaders' behavior on the employees' job satisfaction and how job satisfaction mediates three work behaviors: organization citizenship behavior, employees' deviant behavior, and job performance. A sum of 304 employees from higher learning institutes answered an adopted questionnaire. This chapter reflects a clear picture with respect to leaders' behavior the advanced era. Employees' deviance behavior emerged as organizational attention. This chapter is an attempt to identify the effects of superior' behavior on employees' job satisfaction. Further, the behavioral outcomes of job satisfaction in the form of job performance, organizational citizenship behavior, and workplace deviant behavior.

scholarly journals Some antecedents and outcomes of informal learning behavior in a virtual team

2020 ◽  
Vol 3 (SI) ◽  
pp. SI14-SI23
Author(s):  
Huynh Thi Minh Chau ◽  
Nguyen Manh Tuan ◽  
Truong Thi Lan Anh
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Informal Learning ◽  
Relationship Quality ◽  
Virtual Teams ◽  
Psychological Empowerment ◽  
Virtual Team ◽  
Work Outcomes ◽  
Learning Behavior ◽  
Team Members

Virtual teams are commonly used in businesses to meet employees’ needs for teleworking. Meanwhile, informal learning is a social phenomenon that influences work outcomes in learning organizations. Understanding informal learning behavior with its important antecedents and outcomes is necessary, especially in the context of teleworking via electronic communication media as virtual teams. This paper proposes and examines a structured model that describes the relationships among employee-coworker relationship quality, psychological empowerment, informal learning behavior, job performance, and job satisfaction of virtual team members. The results show a positive relationship between ((i) job performance and job satisfaction, (ii) informal learning behavior and job performance, (iii) psychological empowerment and informal learning behavior, (iv) employee-coworker relationship quality and psychological empowerment. The employee-coworker relationship quality, psychological empowerment, and informal learning behavior can explain 30.3% of the variance of job performance, indicating the role of informal learning behavior and its antecedents on the work outcomes of virtual team members.

Political skill reduces the negative impact of distrust

2016 ◽  
Vol 21 (5) ◽  
pp. 442-458 ◽  
Author(s):  
Vickie Coleman Gallagher ◽  
James A. Meurs ◽  
Kenneth J. Harris
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Affective Commitment ◽  
Negative Impact ◽  
Political Skill ◽  
Job Mobility ◽  
Work Outcomes ◽  
Cross Sectional ◽  
Content Type ◽  
Uncertainty Management Theory

Purpose A number of studies have explored the benefits (e.g. enhanced job performance and reduced strain), of being politically skilled. Within the framework of uncertainty management theory, the purpose of this paper is to explore the benefits of high political skill to affective commitment, job satisfaction, and perceived job mobility, under conditions of distrust in management. Design/methodology/approach Sales representatives were surveyed and moderated multiple regression analyses were conducted to analyze the data. Findings The authors found that as distrust increased, affective commitment decreased for all persons, but was most pronounced for persons low on political skill. However, distrust in management had no impact on job satisfaction for those high on political skill, allowing persons high on political skill to enjoy their jobs despite high levels of distrust (an intrapsychic benefit of political skill). Finally, as distrust in management increased, persons high on political skill had increased perceived job mobility. Research limitations/implications This study is cross-sectional, limiting conclusions about causality in the relationships studied and leaving open the possibility of reverse causation. Practical implications This research has important implications, such that, under conditions of distrust, persons low on political skill are less committed, more dissatisfied, and feel a sense of job immobility, which could lead to poor work outcomes, such as decreased job performance. Originality/value The study is the first to examine how being politically skilled benefits employee outcomes when the employee distrusts management.

My Better Self

2016 ◽  
Vol 44 (2) ◽  
pp. 95-109 ◽  
Author(s):  
Shiri Lavy ◽  
Hadassah Littman-Ovadia
Keyword(s):  
Job Satisfaction ◽  
Positive Affect ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Positive Emotions ◽  
Character Strengths ◽  
Work Productivity ◽  
Citizenship Behavior ◽  
Multiple Mediation

Character strengths are hypothesized to contribute to human thriving. However, the effects of their use on individuals’ behaviors and attitudes at work, an important domain of modern life, have rarely been studied. In the present study, we examined associations of employees’ use of character strengths at work with productivity, organizational citizenship behavior (OCB), and job satisfaction. Based on the broaden-and-build theory of positive emotions, we suggested a multiple mediation model demonstrating how these associations are mediated by positive affect and engagement. Participants ( N = 1,095) completed measures of strengths use, work productivity, OCB, job satisfaction, positive affect, and work engagement. As hypothesized, using strengths at work was associated with productivity, OCB, and job satisfaction, and these associations were mediated by higher positive emotions and engagement. The findings highlight the potential benefits of encouraging employees to use their strengths and point to positive affect and work engagement as mediating these effects.

From the Bedroom to the Office: Workplace Spillover Effects of Sexual Activity at Home

2017 ◽  
Vol 45 (3) ◽  
pp. 1173-1192 ◽  
Author(s):  
Keith Leavitt ◽  
Christopher M. Barnes ◽  
Trevor Watkins ◽  
David T. Wagner
Keyword(s):  
Job Satisfaction ◽  
Sexual Behavior ◽  
Positive Affect ◽  
Well Being ◽  
Spillover Effects ◽  
Work Life ◽  
Job Engagement ◽  
Daily Work ◽  
Daily Diary Study ◽  
At Home

Sexual behavior represents relatively common and mundane home-life behavior, with demonstrated impact on both mood and general physical and psychological well-being. Integrating emergent research on sex and mood with theory on work-life enrichment, we propose a novel model demonstrating the effects of sexual behavior at home on next-day job satisfaction and job engagement as a function of positive affect. Using a 2-week daily diary study of married, employed adults, we found that (a) when employees engaged in sex at home, they reported increased positive affect at work the following day, independent of the effects of marital satisfaction; (b) sex at home increased both daily job satisfaction and daily job engagement as a function of increased positive affect; and (c) daily work-to-family strain-based conflict significantly reduced the likelihood of engaging in sex at home that evening. Accordingly, we extend theory on work-life enrichment by demonstrating the import of seemingly banal behavior on daily work life, with implications for work-life impingement.

scholarly journals PERANAN ORGANIZATIONAL CITIZE DALAM MEMEDIASI PENGARUH JO DAN HUMAN RESOURCES MANAGE TERHADAP SERVICE QUALITY PADA BINTANG LIMA DI JAKARTA SHIP BEHAVIOR SATISFACTION ENT PRACTICES EBUAH HOTEL PUSAT

2009 ◽  
Vol 2 (1) ◽  
pp. 36
Author(s):  
DEWAYANI HAPSARI
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Human Resources ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Resources Management

<p class="Style1"><strong><em>The purpose of this research is to propose a model which organizational citizenship </em></strong><strong><em>behavior and job performance mediate the influence of job satifaction and human </em></strong><strong><em>resources management practices toward service quality at Grand Sahid Jaya Jakarta. </em></strong><strong><em>The conceptual framework consists of the following constructs : job satisfaction, </em></strong><strong><em>human resources management practices, organizational citizenship behavior, job </em></strong><strong><em>performance, and service quality. Moreover, four hypotheses were developed and </em></strong><strong><em>tested. instrument test of validity and reliability were used to test the validity of the </em></strong><strong><em>measures, while multiple regression from Statistical Package forSocial Science (SPSS) </em></strong><strong><em>was used in hypotheses testing. Data were collected from Grand Sahid Jaya employee, </em></strong><strong><em>Jakarta. The objectives of this research is to analyze the j.b satisfaction influence </em></strong><strong><em>organizational citizenship behavior at Grand Sahid Jaya Jakarta, analyze the human </em></strong><strong><em>resources practices toward organizational citizenship behavior, analyze the </em></strong><strong><em>organizational citizenship behavior influence job performance and analyze job </em></strong><strong><em>performance influence service quality at Grand Sahid Jaya Jakar<sup>I</sup>ta. The result indicate </em></strong><strong><em>that all hypothesis was supported, indicated that job sati action have sign</em></strong><strong><em>ificant influence toward organizational citizenship behavior, human resources practices have significant influence toward organizational citizenship behavior, organizational citizenship behavior have significant influence toward job performance and job performance have significant influence toward service quality.</em></strong></p><p class="Style1"><strong><em>Keywords : Job performance, service quality, job satisfaction, and organizational </em></strong><strong><em>citizenship behavior.</em></strong></p>

Sign in / Sign up

Export Citation Format

Share Document