scholarly journals Organizational Culture and Job Demands and Resources: Their Impact on Employees’ Wellbeing in a Multivariate Multilevel Model

2019 ◽  
Vol 16 (17) ◽  
pp. 3006 ◽  
Author(s):  
Esther Lopez-Martin ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Job Demands ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Health And Wellbeing ◽  
Multivariate Multilevel Model ◽  
The Impact ◽  
Job Demands And Resources

(1) The present study aims to explore the impact of job demands and resources (JDR), personal resources, and the organizational culture on workers’ wellbeing and health. (2) A cross-sectional survey of Spanish workers in small and medium-sized enterprises (SMEs) was conducted with a sample of 1599 workers from 154 SMEs. A multivariate multilevel analysis was performed to analyze the different relationships. (3) In light of the results obtained, we observed that job demands were negatively associated with workers’ health, while job resources were positively correlated to workers’ health and wellbeing. Secondly, the different types of identification at work are positively related to job satisfaction and organizational citizenship behaviors (OCBs), but the intensity of this association differs with the form of identification. Finally, at the organization level, the dimensions of organizational culture are related differently to employees’ job satisfaction, OCBs, and health; (4) these results confirm the role of organizational culture and its association with desirable outcomes, allowing us to expand the JDR model.

scholarly journals Job demands and resources of workers in a South African agricultural organisation

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Doris N. Asiwe ◽  
Carin Hill ◽  
Lené I. Jorgensen
Keyword(s):  
Agricultural Sector ◽  
Survey Design ◽  
Job Demands ◽  
Negative Consequences ◽  
Validity And Reliability ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Managerial Implications ◽  
Value Add ◽  
Job Demands And Resources

Orientation: Understanding the job demands and resources experienced by workers in an agricultural organisation.Research purpose: The objective of this study was to examine the validity and reliability of the Adapted Job Demands and Resources Scale (AJDRS) as well as to establish prevalent job demands and resources of employees in an agricultural organisation. Demographic differences were also investigated.Motivation of the study: The agricultural sector of any national economy plays a very important role in the overall welfare of the country. Identifying the prevalent job demands and resources in an agricultural organisation is therefore of paramount importance since the negative consequences of employees experiencing very demanding jobs with few resources have been well documented in stress literature.Research approach, design and method: A cross-sectional survey design was used. The sample consisted of 443 employees in an agricultural organisation. The AJDRS was used to measure the research variables.Main findings: The findings of this research show evidence for the factorial validity and reliability of the AJDRS. Statistical differences were found with regard to the job demands and resources experienced by employees in different positions.Practical/managerial implications: Interventions to improve the perceived job demands and resources in the organisation should focus on physical resources (equipment).Contribution/value-add: This study contributes to knowledge concerning the job demands and resources that are prevalent in an agricultural organisation in South Africa.

Job Satisfaction of Nurses and Its Moderating Effects on the Relationship Between Organizational Commitment and Organizational Citizenship Behaviors

2015 ◽  
Vol 29 (3) ◽  
pp. 226-244 ◽  
Author(s):  
Chia-Tzu Lin ◽  
Ching-Sheng Chang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Cross Sectional Survey ◽  
Large Hospital ◽  
Cross Sectional ◽  
Survey Results ◽  
The Relationship

Because nurses deliver care to patients on behalf of hospitals, hospitals should enhance the spontaneous organizational citizenship behaviors of front-line nurses to increase patient satisfaction and, hence, to increase the competitiveness of the hospital. However, a major gap in the literature is the lack of evidence-based studies of the correlations among job satisfaction, organizational commitment, and organizational citizenship behaviors in nursing personnel. Therefore, this study performed a cross-sectional survey of nurses in 1 large hospital in Taiwan; out of 400 questionnaires distributed, 386 valid questionnaires were collected, which was a valid response rate of 96.50%. The survey results revealed that organizational commitment has a significant positive effect on organizational citizenship behaviors (γ11 = 0.57, p < .01) and that job satisfaction has a significant positive moderating effect on the relationship between organizational commitment and organizational citizenship behaviors (Δχ2 = 26.397, p < .01). Therefore, hospitals can improve the job satisfaction of their nursing staff by improving perceived working satisfaction, interpersonal satisfaction, and remunerative satisfaction, which would then improve organizational commitment and organizational citizenship behaviors.

scholarly journals The impact of organizational culture on professional fulfillment and burnout in an academic department of medicine

PLoS ONE ◽  
2021 ◽  
Vol 16 (6) ◽  
pp. e0252778
Author(s):  
Karen E. A. Burns ◽  
Reena Pattani ◽  
Edmund Lorens ◽  
Sharon E. Straus ◽  
Gillian A. Hawker
Keyword(s):  
Organizational Culture ◽  
Workplace Culture ◽  
Full Time ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
University Of Toronto ◽  
Quality Patient Care ◽  
Professional Fulfillment ◽  
The Impact ◽  
The Relationship

Physician wellness is vital to career satisfaction, provision of high quality patient care, and the successful education of the next generation of physicians. Despite this, the number of physicians experience symptoms of burnout is rising. To assess the impact of organizational culture on physicians’ professional fulfillment and burnout, we surveyed full-time Department of Medicine members at the University of Toronto. A cross-sectional survey assessed: physician factors (age, gender, minority status, disability, desire to reduce clinical workload); workplace culture (efforts to create a collegial environment, respectful/civil interactions, confidence to address unprofessionalism without reprisal, witnessed and/or personally experienced unprofessionalism); professional fulfillment and burnout using the Stanford Professional Fulfillment Index. We used multivariable linear regression to examine the relationship of measures of workplace culture on professional fulfillment and burnout (scores 0–10), controlling for physician factors. Of 419 respondents (52.0% response rate), we included 400 with complete professional fulfillment and burnout data in analyses (60% ≤ age 50, 45% female). Mean scores for professional fulfillment and burnout were 6.7±1.9 and 2.8±1.9, respectively. Controlling for physician factors, professional fulfillment was associated with satisfaction with efforts to create a collegial environment (adjusted beta 0.45, 95% CI 0.21 to 0.70) and agreement that colleagues were respectful/civil (adjusted beta 0.85, 95% CI 0.53 to 1.17). Lower professional fulfillment was associated with higher burnout scores. Controlling for professional fulfillment and physician factors, lower confidence in taking action to address unprofessionalism (adjusted beta -0.22, 95% CI -0.40 to -0.03) was associated with burnout. Organizational culture and physician factors had an impact on professional fulfillment and burnout. Professional fulfillment partially mediated the relationship between organizational culture and burnout. Strategies that promote inclusion, respect and civility, and safe ways to report workplace unprofessionalism are needed in academic medicine.

scholarly journals Job Demands and Exhaustion in Firefighters: The Moderating Role of Work Meaning. A Cross-Sectional Study

2021 ◽  
Vol 18 (18) ◽  
pp. 9819
Author(s):  
Andra Cătălina Roșca ◽  
Alexandru Mateizer ◽  
Cristina-Ioana Dan ◽  
Evangelia Demerouti
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Equation Modeling ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Meaning ◽  
The Impact

Emotional exhaustion and other symptoms of burnout are often found among emergency services professions, such as firefighting. Given the social importance of this activity and the high responsibility it requires, prevention and alleviation of burnout symptoms become primary concerns in ensuring the well-being of firefighters. Although work meaning is one of the factors associated with a lower risk of developing burnout, its protective role has not been studied in firefighters. Therefore, the purpose of this study was to assess the buffering role of work meaning in the health-impairment process of the Job Demands-Resources model, targeting the relationship between job demands and related emotional exhaustion. A cross-sectional survey design was used to collect data from a sample consisting of Romanian firefighters (n = 1096). Structural equation modeling indicated a positive link between job demands and exhaustion. In addition, deriving personal meaning from work was associated with lower levels of exhaustion in firefighters. A small but significant interaction effect between work meaning and job demands showed that higher levels of work meaning attenuated the positive relationship between job demands and exhaustion. In conclusion, our findings suggest that work meaning has a buffering effect on the impact of various job demands on job-related exhaustion. Nevertheless, the small effect sizes warrant further research on this topic.

scholarly journals The Impact of Organizational Culture on Safety-conscious Considering the Mediating Role of Employees' Job Satisfaction: A Case Study

2021 ◽  
Author(s):  
Gholamabbas Shirali ◽  
Bahram Kohnavard ◽  
Payam Amini ◽  
Behnoush Jafari ◽  
Seyd Amin Jazayeri
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equations ◽  
Occupational Accidents ◽  
Safety Level ◽  
Cross Sectional ◽  
Safety Awareness ◽  
Employees Satisfaction ◽  
Personnel Safety ◽  
The Impact

Background: Employees' awareness about safety is a required element to develop a safe behavior so that it allows designing programs to improve safety performance at work. Therefore, the present study attempts to examine the effects of organizational culture on personal safety level with employees' satisfaction as a mediation variable. Methods: This descriptive-analytical and cross-sectional study was conducted with 229 steel industry workers using a standard questionnaire. The questionnaire had 47 items arranged in two sections, including demographics and job information as section one and organizational culture, personnel safety awareness, and employees' satisfaction as section two. Data analyses were done using SPSS and LISREL, and the relationships between the variables were determined using a structural equations model. Results: The mean score of satisfaction and personnel safety awareness was equal to 54.58 and 8.65, respectively. The highest mean score of organizational culture dimensions was obtained for patriarchy vs. matriarchy (33.2), and the lowest mean score was obtained for individualism vs. collectivism (16.08). Organizational culture was notably and positively affected by individualism vs. collectivism, avoiding uncertainty, and distance from power. In addition, there was a significant relationship between the total mean score of the dimensions of the organizational culture questionnaire and work wards (P<0.001). Conclusion: The study showed that organizational culture has a direct relationship with personnel safety awareness and job satisfaction. These results point out that the human factor has the most important role in preventing occupational accidents. Accordingly, businesses and employers should establish and disseminate organizational culture in their organizations.

scholarly journals Exploring organizational culture at a state-owned enterprise in South Africa: a process approach

2020 ◽  
Vol 18 (2) ◽  
pp. 431-440
Author(s):  
Patrick J. Lekgothoane ◽  
Molefe Jonathan Maleka ◽  
Zeleke Worku
Keyword(s):  
South Africa ◽  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Unexpected Result ◽  
Cross Sectional ◽  
State Owned Enterprise

The researchers intended to explore organizational culture at a state-owned enterprise (SOE) in South Africa. The reviewed literature showed very few similar studies where job satisfaction was tested as a mediator between organizational citizenship behavior and organizational culture. Furthermore, the reviewed literature revealed that Martins’ organizational culture model, which was used to give theoretical grounding to the study, did not have job satisfaction as a mediator. The research design was exploratory, correlational, and cross-sectional. A total of 204 respondents were selected using a stratified sampling technique. The major finding was that the respondents perceived the organizational culture as a hostile, bellicose culture, rife with politics. The unexpected result was a significant positive relationship between organizational citizenship behavior and organizational culture. This means that even when the organization’s culture was hostile, employees did not abuse and leave and went beyond the call of duty. It was found that job satisfaction did not mediate the relationship between organizational citizenship behavior and organizational culture.

scholarly journals Turnover Intention: The Impact of Ethical Climate, Job Satisfaction and Organizational Commitment

2020 ◽  
Vol 3 (1) ◽  
pp. 75
Author(s):  
Nurtati Nurtati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Educational Background ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
The Impact

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

scholarly journals The impact of overeducation on job outcomes

2020 ◽  
Vol 9 (4) ◽  
pp. 104-120
Author(s):  
Mohammed Ali Alzubaidi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Turnover Intentions ◽  
Job Attitudes ◽  
Cross Sectional Survey ◽  
Self Assessment ◽  
Cross Sectional ◽  
Self Assessments ◽  
The Impact

The purpose of this study is to analyze the impact of overeducation on several job attitudes and outcomes. The study is based on cross-sectional survey data from 398 Saudis in the labor market. Drawing upon a person-job fit theory, two different self-assessments—direct self-assessment and indirect self-assessment—are used to examine how overeducation influences job satisfaction, organizational commitment, turnover intentions, and job performance. The results of the hierarchical regressions suggest that overeducation across the two measures is significantly negatively related to job satisfaction and organizational commitment, while significantly positively related to turnover intentions, even after controlling for different confounding variables. However, no significant impact was found for job performance. Furthermore, despite the slight differences in terms of the magnitudes of their effects, the two self-assessment measures of overeducation largely overlap and yield similar conclusions. These findings confirm that except for job performance, overeducation—as a form of person–job misfit—is an important predictor of job attitudes and outcomes. The current study extends the existing literature by providing comparative empirical evidence on the impact of overeducation in Saudi Arabia

Determining the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment, and employee’s performance

2019 ◽  
Vol 8 (3) ◽  
pp. 266-282 ◽  
Author(s):  
Bahadur Ali Soomro ◽  
Naimatullah Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Behavior ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
General Level ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment and employee’s performance. Design/methodology/approach This is a quantitative approach, which is based on cross-sectional data. In total, 326 usable cases are processed to infer the results through the structural equation model. Findings The results revealed a positive and significant impact of organizational commitment, job satisfaction and organizational culture on employee’s performance. An entrepreneurial orientation has a positive and significant impact on organizational commitment. Job satisfaction is impacted by organizational commitment, while organizational culture is influenced by job satisfaction. On the other hand, entrepreneurial orientation has a non-significant impact on employee’s performance. Practical implications Employers may shape the organizational culture and boost the general level of job satisfaction of their employees. Further, the study enriches the organizational behavior literature by recognizing and empirically validating the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment, and employee’s performance in the small and medium enterprises sector of Pakistan. Originality/value The findings of the current study may help in creating a better understanding of job satisfaction and delineating its association with organizational culture.

scholarly journals The moderating role of personal resources in the relationship between psychosocial job demands and health: a cross-sectional study

BMJ Open ◽  
2017 ◽  
Vol 7 (8) ◽  
pp. e015710 ◽  
Author(s):  
Hannes Mayerl ◽  
Erwin Stolz ◽  
Franziska Großschädl ◽  
Éva Rásky ◽  
Wolfgang Freidl
Keyword(s):  
Job Demands ◽  
Cross Sectional Study ◽  
The Body ◽  
Personal Resources ◽  
Cross Sectional Survey ◽  
Mental Strain ◽  
Cross Sectional ◽  
Health Symptoms ◽  
The Impact ◽  
The Relationship

ObjectiveThe main objective of this research was to investigate the buffering effects of an individual’s physical, mental and social resources in the relationship between psychosocial job demands and (1) health symptoms, (2) mental strain and (3) the body mass index (BMI), respectively.MethodsWe performed moderated regression analysis to examine data from a large cross-sectional survey of an Austrian employee sample (n=9434).ResultsThe results revealed a robust association between psychosocial job demands and health symptoms as well as mental strain, but only a weak relationship between psychosocial job demands and BMI. Although the personal resources showed a positive effect on health symptoms and mental strain, only weak evidence was found for the hypothesised interaction with psychosocial job demands. Solely the physical fitness of a person was found to mitigate the impact of psychosocial job demands on health symptoms.ConclusionsIn conclusion, personal resources substantially accounted for the prediction of health. However, the interactions between psychosocial job demands and personal resources only slightly contributed to explaining the variation in health.

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