scholarly journals Sense of coherence, locus of control, self-efficacy and job satisfaction

2001 ◽  
Vol 4 (1) ◽  
pp. 41-65 ◽  
Author(s):  
S. Rothmann
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Sense Of Coherence ◽  
Self Efficacy ◽  
Situational Factors ◽  
Work Related ◽  
Dispositional Characteristics ◽  
Dispositional Factors ◽  
The One ◽  
The Individual

Job satisfaction is a complex variable and is influenced by situational factors of the job environment as well as dispositional characteristics of the individual. Recently there has been renewed interest in the role of dispositional characteristics in predicting work-related outcomes. The aim of this study was to determine the possible relationship between the dispositional factors of sense of coherence, locus of control and self-efficacy on the one hand, and job satisfaction on the other. The study population included 624 employees of 7 organisations. Sense of coherence, locus of control and self-efficacy were found to be related constructs, but only sense of coherence and locus of control were significantly related to job satisfaction. Sense of coherence, locus of control and self-efficacy predicted 30 per cent of the variance in total job satisfaction.

scholarly journals Psigologiese kragte en die effektiwiteit van werkspanne in 'n chemiese nywerheid

2004 ◽  
Vol 30 (2) ◽  
Author(s):  
J. H. Buitendach ◽  
M. W. Stander
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Sense Of Coherence ◽  
Chemical Industry ◽  
Self Efficacy ◽  
Work Teams ◽  
Interpersonal Trust ◽  
Team Members ◽  
Minnesota Satisfaction Questionnaire ◽  
The One

Psychological forces and the efficiency of work terms in a chemical industry. The aim of this study was to determine the possible relationship between team effectiveness as measured by job satisfaction and interpersonal trust on the one hand, and psychological strengths as measured by sense of coherence, self efficacy, and locus of control on the other hand. The Minnesota Satisfaction Questionnaire, Interpersonal Trust Scale, Sense of Coherence Questionnaire, Locus of Control Questionnaire and Self-efficacy Questionnaire were administered to 66 team members in the different branches of a chemical industry. An availability sample was used in this research. The results of the empirical study confirm a correlation of moderate effect between job satisfaction and self-efficacy of members of the work teams. A moderate correlation was also found between an external locus of control and interpersonal trust of members of work teams. Opsomming Die doelstelling van hierdie studie was om die moontlike verband tussen spaneffektiwiteit, soos gemeet deur werkstevredenheid en vertroue aan die een kant, en psigologiese kragte soos gemeet deur koherensiesin, selfdoeltreffendheid en lokus van beheer aan die ander kant, te bepaal. Die Minnesota Werksteveredenheidvraelys, die Interpersoonlike Vertrouevraelys, Lewensoriëntasievraelys, die Selfdoeltreffendheidsvraelys en Lokus van Beheervraelys is in ’n organisasie binne ’n chemiese nywerheid op 66 lede van werkspanne afgeneem. Die empiriese ondersoek is in ’n organisasie binne ’n chemiese nywerheid op 66 lede van werkspanne gedoen. Daar is van ’n beskikbaarheidsteekproef gebruik gemaak. Daar is gevind dat daar ’n prakties betekenisvolle verband tussen werkstevredenheid en selfdoeltreffendheid van lede van die werkspanne bestaan. ’n Matige verband is ook tussen ’n eksterne lokus van beheer en interpersoonlike vertroue van lede van die werkspanne gevind.

scholarly journals Koherensiesin, selfdoeltreffendheid, lokus van beheer en uitbranding by maatskaplike werkers

2003 ◽  
Vol 29 (4) ◽  
Author(s):  
S. Rothmann ◽  
H. Malan
Keyword(s):  
Locus Of Control ◽  
Social Workers ◽  
Sense Of Coherence ◽  
Self Efficacy ◽  
Survey Design ◽  
Maslach Burnout Inventory ◽  
The Other ◽  
Life Questionnaire ◽  
Other Hand ◽  
The One

The objective of this article is to report on the relationships between social workers’ sense of coherence, self-efficacy and locus of control on the one hand and burnout on the other hand, and the extent to which these variables can predict their burnout. A survey design was used. The study population consisted of 107 social workers. Four questionnaires were used in the research, namely the Orientation to Life Questionnaire, the General Perceived Self-Efficacy Scale, the Work of Locus of Control Scale and the Maslach Burnout Inventory. The results showed that practically significant relationships exist between social workers’ sense of coherence, self-efficacy and locus of control on the one hand and burnout on the other hand. Opsomming Die doelstelling van hierdie artikel is om te rapporteer oor verbande tussen maatskaplike werkers se koherensiesin, selfdoeltreffendheid en lokus van beheer enersyds en uitbranding andersyds, en die mate waarin hierdie veranderlikes hul uitbranding kan voorspel. ’n Opnameontwerp is gebruik. Die ondersoekgroep het bestaan uit 107 maatskaplike werkers. Vier vraelyste is gebruik, naamlik die Lewensoriëntasievraelys, die Algemene Selfdoeltreffendheidsvraelys, die Werk-Lokus-van-Beheer-vraelys en die Maslach-Uitbrandingsvraelys. Die resultate van die empiriese ondersoek dui daarop dat daar prakties betekenisvolle verbande bestaan tussen maatskaplike werkers se koherensiesin, selfdoeltreffendheid en lokus van beheer enersyds en hul vlak van uitbranding andersyds.

scholarly journals Die verband tussen koherensiesin, lokus van beheer, Selfdoeltreffendheid en werkstevredenheid

2001 ◽  
Vol 27 (1) ◽  
Author(s):  
M. Pretorius ◽  
S. Rothmann
Keyword(s):  
Job Satisfaction ◽  
Complex Variable ◽  
Situational Factors ◽  
Dispositional Characteristics ◽  
The Individual

Job satisfaction is a complex variable and is influenced by situational factors of the job environment as well as dispositional characteristics of the individual. Opsomming Werkstevredenheid is n komplekse veranderlike wat beinvloed word deur situasionele faktore binne die werksomgewing, asook disposisionele eienskappe van die individu.

scholarly journals Die verband tussen koherensiesin en werkstevredenheid by bestuurders

1999 ◽  
Vol 25 (3) ◽  
Author(s):  
S. C. Coetzee ◽  
S. Rothmann
Keyword(s):  
Job Satisfaction ◽  
Sense Of Coherence ◽  
Complex Variable ◽  
Situational Factors ◽  
Moderate Correlation ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Dispositional Characteristics

Job satisfaction is a complex variable and is influenced by situational factors of the job environment as well as dispositional characteristics of an individual. The aim of this study was to determine the possible relationship between sense of coherence and job satisfaction. The Minnesota Satisfaction Questionnaire and Sense of Coherence Scale were administered on 81 members of the management of an organisation. The results showed that there is a moderate correlation between the sense of coherence and the job satisfaction of managers. Opsomming Werkstevredenheid is n komplekse veranderlike en word beinvloed deur situasionele faktore in die werksomgewing, asook disposisionele eienskappe van die individu. Die doel van hierdie ondersoek was om die moontlike verband tussen koherensiesin en werkstevredenheid te bepaal. Die Minnesota tevredenheidsvraelys en Koherensiesinvraelys is op 81 lede van die bestuurskorps van n organisasie afgeneem. Die resultate van die empiriese ondersoek dui aan dat daar wel n matige verband tussen koherensiesin en werkstevredenheid van bestuurders bestaan.

scholarly journals Perceived contract violation and job satisfaction

2019 ◽  
Vol 28 (2) ◽  
pp. 383-398 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Job Satisfaction ◽  
Emotion Regulation ◽  
Psychological Contract ◽  
Self Efficacy ◽  
Negative Relationship ◽  
Personal Resources ◽  
Content Type ◽  
Work Related ◽  
Practical Implications ◽  
Contract Violation

Purpose This paper aims to investigate how employees’ perceptions of psychological contract violation or sense of organizational betrayal, might diminish their job satisfaction, as well as how their access to two critical personal resources – emotion regulation skills and work-related self-efficacy – might buffer this negative relationship. Design/methodology/approach Two-wave survey data came from employees of Pakistani-based organizations. Findings Perceived contract violation reduces job satisfaction, but the effect is weaker at higher levels of emotion regulation skills and work-related self-efficacy. Practical implications For organizations, these results show that the frustrations that come with a sense of organizational betrayal can be contained more easily to the extent that their employees can draw from relevant personal resources. Originality/value This investigation provides a more complete understanding of when perceived contract violation will deplete employees’ emotional resources, in the form of feelings of happiness about their job situation. A sense of organizational betrayal is less likely to escalate into reduced job satisfaction when employees can control their negative emotions and feel confident about their work-related competencies.

The Influence of Self-Efficacy on Flight Dispatchers' Stressor-Strain Relationships

2011 ◽  
Vol 39 (6) ◽  
pp. 839-850 ◽  
Author(s):  
Haihua Liu ◽  
Guoping Song ◽  
Dengfeng Wang
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Self Efficacy ◽  
Moderating Effect ◽  
Role Overload ◽  
Physical Strain ◽  
Psychological Strain ◽  
Role Stressors ◽  
Work Related ◽  
Strain Relationship

Flight dispatchers' role stressors and their consequential work-related strains and job satisfaction were investigated in this study, along with the moderating effect of self-efficacy on flight dispatchers' role stressors and strains, and on role stressors and job satisfaction. Data were collected from 309 flight dispatchers from 2 Chinese airlines. Correlations and hierarchical regressions revealed that the role stressors were all related to flight dispatchers' physical strain, psychological strain, and job satisfaction. The moderating effect of self-efficacy depends on the different role stressors and dependent variables being examined. Specifically, the moderating effect was found to be significant in the role conflict-psychological strain relationship, role conflict-job satisfaction relationship, and role overload-psychological strain relationship. Theoretical and practical implications are discussed.

scholarly journals Impact of Situational and Dispositional Factors on Work-Family Conflict and Job Satisfaction: A Proposed Framework

2018 ◽  
Vol 56 ◽  
pp. 03001
Author(s):  
Rohani Salleh ◽  
Zurina Abu Bakar ◽  
Mumtaz Ali Memon
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Family Conflict ◽  
Situational Factors ◽  
Role Overload ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family ◽  
Dispositional Factors ◽  
Core Self

Job satisfaction has become an empirical attention as subject of inquiry in many fields. Past studies have revealed that employees with higher level of job satisfaction mostly enjoyed their job, had higher productivity and eventually contributed to generate profit for their organization. Despite its popularity, there is still lacking in determining what exactly drives employee satisfaction from the perspective of situational and dispositional factors. Moreover, the role of mediator in is also rather limited. The present paper proposes a conceptual model from the perspective of situational factors (role overload and role conflict) and dispositional factor (core self-evaluations) to understand the concept of job satisfaction. Specifically, it is suggested that when an employee experiences either role overload, role conflict or perceive with negative core self-evaluation, one of the consequence was increased level of work-family conflict. Ultimately, individuals who perceive higher level work-family conflict will experience less job satisfaction. Recommendations for future research are also discussed.

scholarly journals Dispositional and situational factors at work

2019 ◽  
Vol 33 (1) ◽  
pp. 49-70 ◽  
Author(s):  
Lucas Pujol-Cols ◽  
Guillermo E. Dabos
Keyword(s):  
Job Satisfaction ◽  
Latin America ◽  
Organizational Behavior ◽  
Psychometric Properties ◽  
Situational Factors ◽  
Spanish Version ◽  
Future Research ◽  
Content Type ◽  
Dispositional Factors ◽  
Core Self

Purpose The purpose of this paper is to examine the psychometric properties of the Spanish version of the Core Self-Evaluations Scale (CSES) and the Brief Index of Affective Job Satisfaction (BIAJS) in terms of internal consistency and factor structure and to, subsequently, analyze the influence of a set of dispositional factors (namely, core self-evaluations, CSEs) and situational factors (namely, psychosocial factors) on job satisfaction. Design/methodology/approach In total, 209 academics from an Argentinian university completed online surveys at two stages, separated in time, to reduce the common method bias. Findings The Spanish version of the CSES and the BIAJS showed acceptable psychometric properties, which were similar to those previously reported in North-American, European and Asian settings. Hierarchical regression analyses revealed that both situational and dispositional factors are significant predictors of job satisfaction. Research limitations/implications The CSES and the BIAJS seem to be valid and reliable instruments for assessing CSEs and job satisfaction, respectively, in Latin America. The adoption of an interactionist approach that includes both situational and dispositional factors is crucial in future research examining job satisfaction. Practical implications Managers should carefully evaluate the personality traits of candidates during personnel selection, as well as the working conditions they offer to their employees, since both factors seem to affect job satisfaction. Originality/value This paper contributes to the validation of two scales that may promote future organizational behavior/psychology research in Latin America. In addition, it provides empirical evidence on the relative influence of a set of situational and dispositional factors on job satisfaction, thus contributing to the resolution of the person-situation debate.

scholarly journals Work-related attitudes as antecedents of perceived individual-, unit- and organisation-level performance

2017 ◽  
Vol 25 (4) ◽  
pp. 577-595 ◽  
Author(s):  
Hanna Salminen ◽  
Mika Vanhala ◽  
Pia Heilmann
Keyword(s):  
Job Satisfaction ◽  
Information And Communications Technology ◽  
Limited Attention ◽  
Organisational Commitment ◽  
Content Type ◽  
Work Related ◽  
Individual Unit ◽  
Forestry Industry ◽  
The Individual ◽  
Level Performance

Purpose The purpose of this paper is to the debate on employees’ subjective performance evaluations by examining how organisational commitment and job satisfaction are related to perceived performance at the individual, unit and organisation levels. Design/methodology/approach Quantitative survey data were collected from two large corporations in Finland: one operating in the field of information and communications technology and the other in the forestry industry. The partial least squares (PLS) method was used for the data analyses. Findings Both job satisfaction and organisational commitment had a positive effect on employees’ perceived individual-, unit- and organisation-level performance. These effects were the strongest at the organisation level. Originality/value To date, limited attention has been paid to perceived individual-, unit- and organisation-level performance as a consequence of organisational commitment and job satisfaction.

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