scholarly journals The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

2015 ◽  
Vol 12 (12) ◽  
pp. 15088-15099 ◽  
Author(s):  
Lu Lu ◽  
Li Liu ◽  
Guoyuan Sui ◽  
Lie Wang
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Police Officers ◽  
Organizational Identification ◽  
Psychological Capital ◽  
Mediating Role ◽  
Chinese Police

Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

2013 ◽  
Vol 3 (1) ◽  
pp. 75
Author(s):  
Eny Sulistyowati ◽  
Totok Danangdjojo
Keyword(s):  
Job Satisfaction ◽  
Social Security ◽  
Job Stress ◽  
Work Stress ◽  
Program Performance ◽  
Social Security Program ◽  
Mediating Role ◽  
The Social ◽  
The Relationship

<span><em>This study aims to explain the influence of the Social Security </em><span><em>program on performance and job satisfaction and job stress as a mediating </em><span><em>variable. In addition, this study also describes the effect of job satisfaction on </em><span><em>the performance and the effect of work stress on performance. The relationship of </em><span><em>each variable in this research is to be measured by conducting a survey on 145 </em><span><em>employees of private companies that included in Social Security program on </em><span><em>DIY and Solo. Then the path analisys used to test the effect of social security </em><span><em>program performance in mediation by job satisfaction, performance and job stress</em><span><em>, job satisfaction, and examines the effect on the performance and the effect of </em><span><em>work stress on performance. The results showed that the social security program </em><span><em>significant positively affects job satisfaction and performance. Job satisfaction was </em><span><em>also positively and significantly affect performance. Even though mediating role </em><span><em>of job satisfaction in the relationship between social security program performance </em><span><em>partial. Because merely direct relationship between social security program with </em><span><em>greater performance than the mediating role of job satisfaction. Social Security </em><span><em>program did not significantly affect the stress of work, as well as job stress did </em><span><em>not significantly affect performance. Therefore, the mediating role of work stress </em><span><em>on the relationship between social security program with the performance did not </em><span><em>occur. Individual differences and work experience may be a factor that causes no </em><span><em>significant relationship between the two variables.</em></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span><br /></span>

When investment in employee development promotes knowledge sharing behavior in an uncertain post-Soviet context

2019 ◽  
Vol 49 (2) ◽  
pp. 370-388 ◽  
Author(s):  
Sanat Kozhakhmet ◽  
Sharmila Jayasingam ◽  
Nauman Majeed ◽  
Samia Jamshed
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Psychological Capital ◽  
Employee Development ◽  
Content Type ◽  
Mediated Moderation ◽  
Mediating Role ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Purpose The purpose of this paper is to explore the effect of perceived investment in employee development (PIED) on knowledge sharing (KS) behavior by examining the mediating role of psychological capital and moderating role of organizational identification. Design/methodology/approach Questionnaires were used to collect data from 340 employees from largest MNCs working in Kazakhstan. Findings The results show that psychological capital mediates the relationship between PIED and knowledge sharing behavior (KSB). Moreover, it was found that organizational identification moderates the association between individuals’ psychological capital and their KSB. The mediated moderation analyses supported the hypothesized model. Originality/value This paper contributes to a more complete understanding of how investment in employee development may support or build employees’ psychological capital which in turn facilitates KS.

scholarly journals Employee outcomes of supporting and valuing diversity: mediating role of diversity climate

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadia Mansoor ◽  
Phuong Anh Tran ◽  
Muhammad Ali
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Structural Equation ◽  
Diversity Management ◽  
Theoretical Research ◽  
Diversity Climate ◽  
Content Type ◽  
Mediating Role ◽  
Organizational Value

Purpose Diversity management is gaining attention in the organizations. This study aims to theorize and test a model linking efforts to support diversity and organizational value of diversity with job satisfaction and organizational identification and to propose that these relationships are mediated by an organization’s diversity climate. Design/methodology/approach Employee survey was used to collect data from employees at an Australian manufacturing organization. Structural equation modelling in AMOS was performed for the proposed model, controlling for age and gender. Findings The mediating role of diversity climate in the relationship of organizational value of diversity and outcomes (job satisfaction and organizational identification) is significant. The authors discuss theoretical, research and practical contributions. Originality/value The present study extends the literature by testing a mediation model derived from the signalling and social exchange theories.

The mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction professionals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tharindu C. Dodanwala ◽  
Djoen San Santoso
Keyword(s):  
Job Satisfaction ◽  
Sri Lanka ◽  
Job Stress ◽  
Turnover Intention ◽  
Job Security ◽  
Content Type ◽  
Mediating Role ◽  
Stress Levels ◽  
The Relationship

PurposeThe present study examines the mediating role of job stress on the relationship between job satisfaction facets and turnover intention of the construction project professionals in Sri Lanka.Design/methodology/approachData were gathered from a cross-sectional survey of 274 project-level employees of 10 construction organizations in Sri Lanka. A path analytical model is developed to assess the research hypotheses.FindingsResults support the mediation model of job stress, in which satisfaction with supervision and job security directly contributed to a reduction in stress levels, which in turn lessened the turnover intention. Full mediation is observed from supervision, and partial mediation is observed from job security. Satisfaction with pay and co-workers directly predicted a decline in turnover intention. Contrary to the authors’ expectations, the authors could not find any significant effect from promotion to job stress and promotion to turnover intention. The results further illustrated that demographic variables, i.e. gender, age and organization tenure play a role in determining employees’ stress levels.Originality/valueIn identifying how job satisfaction facets, job stress and turnover intention are linked together, the present study added the mediating role of job stress to the previous empirical research on the relationship between job satisfaction facets and turnover intention.

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