scholarly journals Psychological Capital and Job Satisfaction Among Chinese Residents: A Moderated Mediation of Organizational Identification and Income Level

2021 ◽  
Vol 12 ◽  
Author(s):  
Fang Zhang ◽  
Ying Liu ◽  
Tongqi Wei
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Significant Positive Correlation ◽  
Psychological Capital ◽  
Income Level ◽  
Mediating Effect ◽  
Satisfaction Scale ◽  
Demographic Questionnaire ◽  
The Relationship ◽  
Moderating Role

The present study examined the mediating effect of organizational identification on the relationship between psychological capital and job satisfaction, and whether the mediation was moderated by income level. A total of 310 Chinese residents were surveyed using the Psychological Capital Scale, Organizational Identification Scale, Job Satisfaction Scale, and a demographic questionnaire. The findings showed a significant positive correlation between psychological capital and job satisfaction of residents, and this relationship was partially mediated by organizational identification. Moreover, income level played a moderating role in the relationship between organizational identification and job satisfaction. For residents with more income, their organizational identification influenced their job satisfaction more strongly than those with less income. The current study contributes to a better understanding of the relationship between psychological capital and job satisfaction. Implications for resident management and policymaking are discussed.

scholarly journals INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

2019 ◽  
Vol 6 (4) ◽  
Author(s):  
Sevcan KILIÇ AKINCI
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Business Units ◽  
Equation Modelling ◽  
The Relationship

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

Relationship Between Teachers’ Stress and Job Satisfaction: Moderating Role of Teachers’ Emotions

2019 ◽  
Vol 34 (2) ◽  
pp. 353-366 ◽  
Author(s):  
Haleema Parveen ◽  
Maher Bano
Keyword(s):  
Job Satisfaction ◽  
Positive Emotions ◽  
Teacher Satisfaction ◽  
Satisfaction Scale ◽  
Female Teachers ◽  
Role Of Teachers ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

The present research attempted to investigate the moderating role of teachers’ emotion in teaching on the relationship between teachers’ stress and job satisfaction. It was assumed that teachers’ emotion would moderate the relationship between teachers’ stress and satisfaction with job. The sample of the study (N = 200) included male and female teachers from universities of Multan, Lahore, Sargodha, and Islamabad. To measure study variables, Emotions in Teaching Inventory (Diefendorff et al., 2005), Teachers’ Stress Inventory (Schutz & Long, 1988), and Teacher Satisfaction Scale (Ho & Au, 2006) were used. The results revealed that teachers’ stress was negatively related to positive emotions in teaching and job satisfaction; while, positive emotions were found positively related to job satisfaction. Positive emotions and negative emotions were found to be significant moderators between the relationship of teachers’ stress and job satisfaction. The research highlighted the protruding importance of affiliated emotions of teachers with their jobs; thus, it should be taken into consideration.

IMPACT OF SAFETY CLIMATE ON JOB PERFORMANCE AND JOB SATISFACTION WITH MODERATING ROLE OF PSYCHOLOGICAL CAPITAL

2019 ◽  
Vol 9 (1) ◽  
pp. 365-381
Author(s):  
Muhammad Saqib Khan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Safety Climate ◽  
Oil And Gas ◽  
Psychological Capital ◽  
Oil And Gas Industry ◽  
Research Area ◽  
Gas Industry ◽  
The Relationship ◽  
Moderating Role

The current research investigated the effect of safety climate on job satisfaction and job performance with psychological capital as a moderator between safety climate and job satisfaction as well as job performance. This research fills the gap by collecting empirical evidence from the emerging organizations of Pakistan. Conservation of resource theory (COR) is relevant to the research area. Data were collected from 300 employees from different Organizations. The current study is empirical and quantitative-based study is used to conducted research. Data were collected by convenient non-probability sampling techniques to be used and collected from employees working in the reputed organization; Chemical, Cement, Petroleum, Oil and Gas industry of Islamabad and Rawalpindi. Confirmatory Factor analysis was done through AMOS and hypotheses were tested through SPSS regression analysis process of Hayes model. To test the moderation effects, the process of Hayes model 1 was also performed. Safety climate has a positive relationship with the two DVs which are job performance and job satisfaction. Moreover, Psychological Capital played a significant moderating role between safety climate and job satisfaction as well as job performance. When Psychological capital was high, the relationship between safety climate and job performance as well as the relationship between safety climate and job satisfaction were stronger. These results are important for future studies. This research recommended top management and responsible authorities to promote safety climate activates between their organization in order to enhance their employees satisfy and high performed. Moreover, this research strongly recommends psychological capital amongst organization looking for highly satisfied and effective employees. Further implications for practice were discussed in detail.

scholarly journals Perceived Organizational Injustice, Job Satisfaction, Organizational Commitment, and Turnover Intention: A Study of MNCs in Malaysia

2021 ◽  
Vol 22 (2) ◽  
pp. 1047-1065
Author(s):  
Daisy Mui Hung Kee ◽  
Kuok Shiong Chung
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Negative Influence ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Organizational Injustice

The paper intends to examine the relationship between perceived organizational injustice, organizational commitment, and turnover intention. Besides, the paper investigates the mediating role of job satisfaction on the relationship between organizational injustice, organizational commitment, and turnover intention. The presence of gender as a moderating role is also tested. Testing hypotheses on 203 MNCs employees, the paper finds that distributive and interactional injustice are associated with organizational commitment, job satisfaction, and higher turnover intention. Procedural injustice has a direct negative influence on job satisfaction. Job satisfaction has a mediating effect on the relationship between organizational injustice, organizational commitment, and turnover intention. Gender is found to have a moderating effect on the relationship between organizational injustice and turnover intention. This study's findings serve as guidelines to help managers better understand organizational behaviors, specifically on how to minimize employee turnover, improve job satisfaction and organizational commitment, and make better decisions in managing the perception of distributive and interactional injustice when dealing with their employees.

scholarly journals THE EFFECT OF PRIVATE SECURITY POLICE COOPERATION ON THE RELATIONSHIP BETWEEN JOB SATISFACTION AND OCCUPATIONAL COMMITMENT

2019 ◽  
Vol 7 (2) ◽  
pp. 969-997 ◽  
Author(s):  
Uğur DEMİRCİ
Keyword(s):  
Job Satisfaction ◽  
Private Security ◽  
Mediating Effect ◽  
Occupational Commitment ◽  
Satisfaction Scale ◽  
Police Cooperation ◽  
Security Officers ◽  
Cooperation Level ◽  
Level Scale ◽  
The Relationship

The purpose of this study is to test whether there is a mediating effect of private security officers’ police cooperation perception on the relationship between job satisfaction and occupational commitment. The population of the study includes the private security officers working in Bursa. Random sampling is conducted in the study. As a result of the questionnaire, 702 data were found analyzable. In this study, the Job Satisfaction Scale developed by Weiss et al. (1967), the Occupational Commitment Scale developed by Meyer et al. (1993) and Private Security Police Cooperation Level Scale developed by the researcher were used. According to the result of the study, it was revealed that there is a positive relationship between job satisfaction and occupational commitment, and police cooperation perception partially mediates this relationship.

Professional self-concept and job satisfaction among nurses in psychiatric clinics

2020 ◽  
Vol 10 (1) ◽  
pp. 52-60
Author(s):  
N Küçük Yüceyurt ◽  
Mualla Yılmaz
Keyword(s):  
Job Satisfaction ◽  
Significant Positive Correlation ◽  
Psychiatric Nurses ◽  
Self Concept ◽  
University Hospitals ◽  
Satisfaction Scale ◽  
Geographical Regions ◽  
Professional Self ◽  
The Relationship ◽  
The Universe

Background: Nurses’ professional self and job satisfaction directly affect their professional practices. For this reason, it is important to find out about their perceptions of their professional self, the factors that affect and are affected by the professional self, and nurses’ job satisfaction. Purpose: The aim of this study was to determine the relationship between the professional self-concept and job satisfaction of nurses working in psychiatry clinics. Material and Methods: The universe of this descriptive and correlational study was the psychiatric nurses in Turkey and its sample comprised of 103 nurses employed in the psychiatry clinics and polyclinics of university hospitals randomly selected from provinces representing the seven geographical regions in Turkey. The data collection tools used in the study were Information Form, Professional Self Concept Scale and Nursing Job Satisfaction Scale in Nurses. Results: Psychiatric nurses have a high professional self-concept and moderate job satisfaction. There is a statistically significant positive correlation between the professional self-concept and job satisfaction of nurses. Conclusion: Professional self-concepts and job satisfaction of psychiatric nurses are affected by demographic characteristics and these two variables are related to each other.

Gender Type as a Moderator Variable in the Relationship between Teacher’s Job Satisfaction and Professional Motivation using Multi-group Structural Equation Modeling: نوع الجنس كمتغير معدل في العلاقة بين الرضا الوظيفي والدافعية المهنية للمعلمين باستخدام نمذجة المعادلة البنائية متعددة المجموعات

2020 ◽  
Vol 4 (46) ◽  
Author(s):  
Reda Rabie Abdel- Haleim
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Structural Equation ◽  
Equation Modeling ◽  
Moderator Variable ◽  
Satisfaction Scale ◽  
Study Results ◽  
The Relationship ◽  
Moderating Role

The current research aims at identifying the level of job satisfaction and professional motivation in teachers, as well as the examination of the role of their gender as a moderator variable in that relationship using a multi-group structural equation modeling (SEM). The sample consisted of (221) teachers from Minia Governorate, Egypt. For data collection, the researcher prepared two scales; the job satisfaction scale and the professional motivation scale and applied them on the study sample after obtaining the approval of the local ethical committee. Results revealed that all job satisfaction dimensions and the overall degree of job satisfaction were within a moderate possession degree. Furthermore, the study results demonstrated that the moderating role of the gender male- female did not differ in the relationship between job satisfaction and professional motivation of teachers. In light of the research results, a set of recommendations and proposals presented aimed at increasing the level of job satisfaction and improving the professional motivation of teachers.

scholarly journals The circular relationship between job satisfaction and job performance mediated by psychological capital

2019 ◽  
Vol 10 (1) ◽  
pp. 166-177
Author(s):  
Wasim Get
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Satisfaction Scale ◽  
Order Construct ◽  
The One ◽  
The Relationship ◽  
Performance Scale ◽  
Mediation Models

The present study aims, on the one hand, to verify whether PsyCap as a second-order construct has a higher mediation effect than each of its four components taken as separate mediators (efficacy, hope, resilience, optimism) in the relationship between job satisfaction and job performance. The second objective was to compare two mediation models. In the first model PsyCap mediates the relationship between job satisfaction and job performance and in the second model PsyCap mediates the relationship between job performance and job satisfaction. The participants were 280 employees in Romanian organizations aged between 18 and 68, M = 32.96, AS = 10.10. Three questionnaires were used: Psychological Capital Questionnaire (PCQ), Goodman and Svyantek Performance Scale, and The Generic Job Satisfaction Scale. The results showed that indeed the mediation estimates for PsyCap were higher than the estimates for its four components, regardless of the direction of the satiation-performance relationship. At the same time, through psychological capital, job satisfaction determines an increase in job performance, and job performance determines an increase in job satisfaction.

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