Job Satisfaction and Turnover Intentions during Technology Transition

Using data from 52 employees, this study investigated the relations among user involvement, core self-evaluations, computer self-efficacy, employee stress, job satisfaction, and intention to leave the organization during the implementation of a new barcode scanning system. The results revealed that core self-evaluations and user involvement were positively related to computer self-efficacy. In addition, core self-evaluations was negatively related to job stress, but user involvement was not. The results further showed that job stress was negatively related to job satisfaction. Finally, job stress and job satisfaction were each negatively related to intentions to leave the organization. Implications for theory and managers are discussed.

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EXPLORING THE RELATIONSHIPS BETWEEN OUTCOMES OF ORGANIZATIONAL CULTURE FOR TEACHER EDUCATORS

Scholarly Research Journal for Humanity Science & English Language ◽

10.21922/srjhsel.v9i47.7711 ◽

2021 ◽

Vol 9 (47) ◽

pp. 11664-11672

Author(s):

Neelu Verma

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Regression Analysis ◽

Organizational Commitment ◽

Job Stress ◽

Self Efficacy ◽

Structural Equation ◽

Teacher Educators ◽

Equation Modeling ◽

Using Data

This study investigates how outcomes of organizational culture on teacher educators (organizational commitment, job stress, self efficacy and job satisfaction) are related. A model is proposed, tested with structural equation modeling (SEM) and refined using data from 214 teacher educators working in B.Ed. colleges in Mumbai. The causal relationships among the variables considered for this study, that is, organizational culture, organizational commitment, job satisfaction, job stress and self efficacy of teacher educators, are ascertained using Path Analysis. Regression analysis proved that job satisfaction of teacher educators is directly and indirectly influenced by their organizational culture, organizational commitment, job stress and self efficacy. The direct, indirect and total effect of organizational culture on job satisfaction is more than rest of the variables. This implies that if organizational culture is more conducive, job satisfaction will be higher. However, the effect of job stress is negative which implies that higher the job stress, lesser will be the job satisfaction. The present study contributes to the development of a theory on organizational culture and its outcomes.

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The Influence of Job Stress of Life Manager for Elderly People Living Alone on Job Satisfaction - Focused on the Mediating Effect of Self-Efficacy -

Journal of community welfare ◽

10.15300/jcw.2014.49.2.403 ◽

2014 ◽

Vol 49 (2) ◽

Cited By ~ 1

Author(s):

Young-Hee Won

Keyword(s):

Job Satisfaction ◽

Elderly People ◽

Job Stress ◽

Self Efficacy ◽

Mediating Effect ◽

Living Alone

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Enhancing participation through organizational drivers

The TQM Journal ◽

10.1108/tqm-01-2020-0012 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Fernando Ruiz-Pérez ◽

Álvaro Lleó ◽

Elisabeth Viles ◽

Daniel Jurburg

Keyword(s):

Job Satisfaction ◽

Social Influence ◽

Self Efficacy ◽

Employee Participation ◽

Research Literature ◽

Structural Equations ◽

Content Type ◽

Individual Outcomes ◽

Managerial Implications ◽

Using Data

PurposeThis paper unifies previous research literature on employee participation in continuous improvement (CI) activities through the development and validation of a conceptual model. The purpose of this model is to illustrate how organizational drivers foster organizational and individual enablers which, in turn, strengthen employee participation in CI. The article also discusses the results and managerial implications.Design/methodology/approachFirstly, the article introduces the main variables affecting employee participation in CI, looking at the different possible relationships proposed in existing literature. In accordance with the Kaye and Anderson (1999) framework, these variables are categorized into organizational drivers, organizational and individual enablers and individual outcomes. Based on these categories, a model was put forward and empirically validated using data collected from three Spanish companies (n = 483) and using partial least squares structural equations modelling (PLS–SEM).FindingsA model was put forward, proposing PIRK systems (power, information, rewards, knowledge) as the main organizational driver of employee participation in CI activities. PIRK impacts positively on social influence (organizational enabler), self-efficacy and job satisfaction (individual enablers). These enablers, together with employee intention of participating, help determine employee participation in CI activities.Practical implicationsOrganizations with CI programmes should develop systems based on employee empowerment, information, rewards and knowledge in order to foster their self-efficacy and seek out a culture where social influence may help to improve job satisfaction. By suitably managing these organizational drivers, managers can help to further develop certain organizational and individual enablers responsible for fostering employee participation in CI activities.Originality/valueBy unifying different behavioural and CI-related frameworks, this paper carries out an in-depth study into the process of fostering employee participation as the key aspect in helping organizations sustain CI programmes. This paper shows the importance of managing PIRK organizational drivers as levers in the process of developing certain organizational and individual enablers, which are responsible for enhancing employee participation in CI.

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Effect of job stress, emotional weakness and job satisfaction on intention to leave

International Research Journal of Management IT and Social Sciences ◽

10.21744/irjmis.v6n4.662 ◽

2019 ◽

Vol 6 (4) ◽

pp. 97-106

Author(s):

Putu Melati Purbaningrat Yo ◽

W. G. Supartha

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Emotional Exhaustion ◽

Linear Regression Analysis ◽

Secondary Data ◽

Intention To Leave ◽

Total Sample ◽

Multiple Linear Regression Analysis ◽

Continuance Commitment ◽

Positive Effect

This study used variable job stress, job satisfaction, job exhaustion and intention to leave. Aim to examine the effect of job stress variables on intention to leave, job satisfaction on intention to leave, emotional exhaustion on intention to leave. Strengthened on the basis of the theory of discrepancy theory, two-factor theory and continuance commitment. This study uses saturated sampling, which is a total sample of 48 employees operating at Matahari Department Store, Lipo Mall, Kuta Mall. The method of data collection uses interviewees and questionnaires with primary and secondary data sources. The results of the study using multiple linear regression analysis showed job stress has a positive effect on intention to leave, job satisfaction has a negative effect on intention to leave and emotional exhaustion has a positive effect on intention to leave.

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Implementation Success Model in Government Agencies

Advancing the Service Sector with Evolving Technologies ◽

10.4018/978-1-4666-0044-7.ch007 ◽

2012 ◽

pp. 105-119

Author(s):

Yair Levy ◽

Theon L. Danet

Keyword(s):

Self Efficacy ◽

High Reliability ◽

User Involvement ◽

Principal Component ◽

Least Square ◽

Identification System ◽

Government Agencies ◽

Implementation Success ◽

Is Implementation ◽

Computer Self Efficacy

A recent presidential directive mandated that all U.S. government agencies establish a centralized identification system. This study investigated the impact of users’ involvement, resistance, and computer self-efficacy on the implementation success of a centralized identification system. Information System (IS) usage was the construct employed to measure IS implementation success. A survey instrument was developed based on existing measures from key IS literature. The results of this study indicated a strong reliability for the measures of all constructs (user involvement, computer self-efficacy, user’s resistance, and IS usage). Factor analysis was conducted using Principal Component Analysis (PCA) with Varimax rotation. Results of the PCA indicate that items of the constructs measured had high validity, while Cronbach’s Alpha for each factor demonstrates high reliability for all constructs measured. Additionally, results of a structural equations modeling analysis using Partial Least Square (PLS) indicate that computer self-efficacy and user involvement had positive significant impact on the implementation success. However, the results also demonstrated that user’s resistance had no significant impact on IS usage, while end user involvement had a strong negative impact on user’s resistance.

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Implementation Success Model in Government Agencies

International Journal of Information Systems in the Service Sector ◽

10.4018/jisss.2010040102 ◽

2010 ◽

Vol 2 (2) ◽

pp. 19-32 ◽

Cited By ~ 3

Author(s):

Yair Levy ◽

Theon L. Danet

Keyword(s):

Self Efficacy ◽

High Reliability ◽

User Involvement ◽

Structural Equations ◽

Partial Least Square ◽

Identification System ◽

Government Agencies ◽

Implementation Success ◽

The Impact ◽

Computer Self Efficacy

A recent presidential directive mandated that all U.S. government agencies establish a centralized identification system. This study investigated the impact of users’ involvement, resistance, and computer self-efficacy on the implementation success of a centralized identification system. Information System (IS) usage was the construct employed to measure IS implementation success. A survey instrument was developed based on existing measures from key IS literature. The results of this study indicated a strong reliability for the measures of all constructs (user involvement, computer self-efficacy, user’s resistance, and IS usage). Factor analysis was conducted using Principal Component Analysis (PCA) with Varimax rotation. Results of the PCA indicate that items of the constructs measured had high validity, while Cronbach’s Alpha for each factor demonstrates high reliability for all constructs measured. Additionally, results of a structural equations modeling analysis using Partial Least Square (PLS) indicate that computer self-efficacy and user involvement had positive significant impact on the implementation success. However, the results also demonstrated that user’s resistance had no significant impact on IS usage, while end user involvement had a strong negative impact on user’s resistance.

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Perceived Organizational Politics and Age, Interactive Effects on Job Outcomes

SAGE Open ◽

10.1177/2158244020936989 ◽

2020 ◽

Vol 10 (3) ◽

pp. 215824402093698

Author(s):

Tariq Iqbal Khan ◽

Rudsada Kaewsaeng-on ◽

Mubashar Hassan Zia ◽

Sheraz Ahmed ◽

Abdul Zahid Khan

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Intent To Leave ◽

Turnover Intentions ◽

Organizational Politics ◽

Interactive Effects ◽

Job Outcomes ◽

Cross Sectional ◽

Older Employees ◽

Analysis Technique

Studies conducted previously on the role-played by age in association with perceived organizational politics (POP) with different outcomes of job calls for more attention toward this domain. The current piece of research observes the effect of POP on job outcomes that include turnover intentions (intent to leave), job stress, and job satisfaction. It also sheds light on the age moderation in the POP association with job outcomes. The data used in this research were diverse and collected through self-administered and cross-sectional questionnaires. Multiple regression analysis was used as data analysis technique. Precisely, this research discovered that POP has a positive connection with job stress and intent to leave, while having no connection with job satisfaction. Moreover, POP impacts on job satisfaction and job stress was found to be positive in younger employees whereas in older employees, it affected both these variables negatively.

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Psychological Capital and Core Self-Evaluations in the Workplace: Impacts on Well-Being

International Journal of Psychological Studies ◽

10.5539/ijps.v10n2p15 ◽

2018 ◽

Vol 10 (2) ◽

pp. 15 ◽

Cited By ~ 1

Author(s):

Annita Gibson ◽

Richard Hicks

Keyword(s):

Job Satisfaction ◽

Self Efficacy ◽

Psychological Capital ◽

Well Being ◽

Temporary Employment ◽

Working Environment ◽

Future Research ◽

Psychological Well Being ◽

Employment Conditions ◽

Core Self

The uncertainty of today’s working environment, including prevalence of temporary employment conditions in many industries, has affected the psychological well-being of people in the workforce. Psychological well-being affects all aspects of a person’s life, including: pleasure, job satisfaction and fulfilment, and life meaning (Seligman, 2002). Previous studies have investigated how Psychological Capital (PsyCap) and Core Self-evaluations (CSE) are positively related to job satisfaction and performance, but there is little research on the relationships of PsyCap and CSE with psychological well-being (PWB). This present study explored the relationships among PsyCap, CSE, and PWB in a convenience workplace sample of 121 Australian working adults. Results revealed that both PsyCap (involving hope, optimism, resilience and self-efficacy) and CSE (involving evaluations of one’s own locus of control, self-esteem, generalised self-efficacy, and adaptive vs ‘neurotic’ behaviour) were separately positive predictors of wellbeing, consistent with previous studies. There were overlaps in concepts but both PsyCap and CSE together predicted higher levels of well-being than either alone, and CSE was found to be a partial mediator between PsyCap and well-being indicating that both elements were needed in prediction of well-being. Practical implications include that PsyCap and CSE measures can be used together in the workplace in assessment, selection, training and development to help improve the quality of health and well-being of employees. Limitations and future research directions are indicated.

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