scholarly journals Unravelling safety compliance in the mining industry: examining the role of work stress, job insecurity, satisfaction and commitment as antecedents

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Uanda Masia ◽  
Jaco Pienaar
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Job Insecurity ◽  
Negative Relationship ◽  
Mining Industry ◽  
Specific Work ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Work Related ◽  
Safety Compliance

Orientation: Safety compliance remains a major issue in the South African mining industry. This article explores the roles of specific work-related job and attitudinal variables in predicting compliance.Research purpose: The objective of this study was to investigate the relationship of work stress, job insecurity, satisfaction and commitment to safety compliance in a mine.Motivation for the study: The study aims to predict safety compliance through work-related variables in order to manage safety better.Research design, approach and method: The researchers used a cross-sectional survey design with a convenience sample (n = 158). They distributed a survey booklet. It included a biographical questionnaire, scales for job insecurity, satisfaction, affective organisational commitment, workplace accidents and safety compliance as well as a work stress measure that comprised dimensions of role clarity, conflict and overload.Main findings: The results showed that work stress and job insecurity had a negative relationship with safety compliance. The researchers found that only job satisfaction was a significant predictor of safety.Practical/managerial implications: Although exploratory, this study suggests that promoting job satisfaction may improve safety compliance whilst job stress and job insecurity also relate negatively to safety compliance.Contribution/value-add: This study shows that job satisfaction is more important than organisational commitment, job security and work stress for predicting safety compliance.

scholarly journals Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment

2016 ◽  
Vol 15 ◽  
Author(s):  
Nicolaas W.H. Smit ◽  
Leon T. De Beer ◽  
Jaco Pienaar
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Iron Ore ◽  
Job Insecurity ◽  
Mining Industry ◽  
Work Stressors ◽  
Convenience Sample ◽  
Union Support ◽  
The Relationship ◽  
Safety Motivation

Orientation: The study of work stressors, job insecurity and union support creates opportunity for iron ore mining organisations to manage job satisfaction and safety motivation and behaviour more effectively. Research purpose: The objective of this study was to investigate the relationship between work stressors, job insecurity, union support, job satisfaction and safety motivation and behaviour of a sample of iron ore mine workers in South Africa.Motivation for the study: The mining industry in general is often faced with hazardous and physically demanding working environments, where employees work under constant pressure. Work stressors, job insecurity, union support and job satisfaction are considered key variables when investigating effective means of managing safety.Research design, approach and method: A cross-sectional survey design was utilised to collect the data. A convenience sample of employees in the iron ore mining industry of South Africa (N = 260) were included. Structural equation modelling and bootstrapping resampling analysis were used to analyse the data.Main findings: Work stressors and job insecurity were found to be negatively associated with job satisfaction. Conversely, perceived union support was positively associated with job satisfaction and safety motivation and behaviour. Furthermore, job satisfaction mediated the relationship between union support and safety motivation and behaviour.Practical/managerial implications: Mining organisations can, by placing the focus on reducing work stressors, and promoting job security and union support, achieve higher levels of safety motivation and behaviour through job satisfaction.Contribution/value-add: A great deal of independent research on work stressors, job insecurity, union support, job satisfaction as well as safety motivation and behaviour has already been done. To date, very little empirical research exists that simultaneously considers all these constructs. This study brought together these lines of research.

scholarly journals The influence of job insecurity on job performance and absenteeism: The moderating effect of work attitudes

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Antonio Chirumbolo ◽  
Alessandra Areni
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Insecurity ◽  
Work Attitudes ◽  
Organisational Commitment ◽  
Work Related ◽  
Psychosocial Consequences ◽  
Organisational Behaviour ◽  
The Impact ◽  
Structured Questionnaire

Job insecurity was found to have relevant psychosocial consequences for both individuals and organisations. Recently, research is increasingly focusing on those variables that can moderate its negative influences. In this study, the impact of job insecurity on two indicators of organisational behaviour (i.e. job performance and absenteeism) was investigated. It was expected that job insecurity was negatively related to job performance and positively to absenteeism, and that this relationship was moderated by work related attitudes, such as job satisfaction and organisational commitment. Four-hundred and twenty five workers were interviewed with a structured questionnaire. Overall, the hypotheses were supported by the data: job insecurity was in fact negatively correlated with job performance and positively with absenteeism. However, work related attitudes moderated only the effect of job insecurity on job performance but not on absenteeism. Opsomming Daar is gevind dat werksonsekerheid relevante psigososiale gevolge vir beide individue en organisasies inhou. Onlangse navorsing fokus al hoe meer op daardie veranderlikes wat die negetiewe effekte hiervan kan modereer. In hierdie studie is die impak van werksonsekerheid op twee indikatore van organisasiegedrag (werksprestasie en afwesigheid) ondersoek. Dit was verwag dat werkonsekerheid ’n negetiewe verhouding tot werksprestasie en ’n positiewe verhouding tot afwesigheid sou gehad het en dat hierdie verhouding gemodereer sou word deur werksverwante gesindhede, soos werkstevredenheid en organisasiegebondenheid. 425 werknemers is met ’n gestruktureerde vraelys ondervra. Die hipotese is oor die algemeen deur die data ondersteun: werksonsekerheid het inderdaad ’n negetiewe korrelasie tot werksprestasie en ’n positiewe korrelasie tot afwesigheid gehad. Werksverwante gesindhede het egter slegs die effek van werksonsekerheid op werksprestasie gemodereer, maar nie op afwesigheid nie.

scholarly journals The role of union support in coping with job insecurity: A study among union members from three European countries

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Sjoerd Goslinga ◽  
Johnny Hellgren ◽  
Antonio Chirumbolo ◽  
Hans De Witte ◽  
Katharina Näswall ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
European Countries ◽  
Organisational Commitment ◽  
Work Related ◽  
Union Support ◽  
The Relationship ◽  
Moderating Role

The present study examines the potential moderating role of union support in the relationship between job insecurity and work-related attitudes and well-being of unionised employees. Survey data collected among union members from three European countries (The Netherlands, Italy and Sweden) indicate that job insecurity is associated with reduced levels of job satisfaction, well-being and organisational commitment. Contrary to expectations, union support moderated neither the effect of job insecurity on job satisfaction nor its effect on wellbeing. However, in two countries a moderating effect of union support on relation between the job insecurity and organisational commitment was found. Opsomming Die huidige studie ondersoek die potensiële modererende rol van vakbond ondersteuning in die verhouding tussen werksonsekerheid en werksverwante houdings en welstand van werknemers wat aan ’n, vakbond behoort. Opname data wat ingesamel is tussen vakbond lede van drie Europese lande (Nederland, Italië en Swede) toon dat werksonsekerheid geassosieer word met verlaagde vlakke van werkstevredenheid, welstand en organisasieverbondenheid. Teen verwagting, het vakbond ondersteuning nie die effek van werksonsekerheid op wekstevredenheid of welstand gemodereer nie. Daar is egter in twee lande ’n, moderende effek van vakbond ondersteuning op die verwantskap tussen werksonsekerheid en organisasie gebondenheid gevind.

THE EFFECT OF WORK-FAMILY CONFLICT AND JOB INSECURITY ON INNOVATIVE BEHAVIOUR OF KOREAN WORKERS: THE MEDIATING ROLE OF ORGANISATIONAL COMMITMENT AND JOB SATISFACTION

2018 ◽  
Vol 22 (01) ◽  
pp. 1850003 ◽  
Author(s):  
SUK BONG CHOI ◽  
NICOLE CUNDIFF ◽  
KIHWAN KIM ◽  
SAJA NASSAR AKHATIB
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Job Insecurity ◽  
Organisational Commitment ◽  
Work Family Conflict ◽  
Job Stressors ◽  
Innovative Behaviour ◽  
Work Family

South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.

scholarly journals Burnout and Job Satisfaction Among Family Medicine Residency Coordinators:

2018 ◽  
Vol 50 (9) ◽  
pp. 679-684 ◽  
Author(s):  
Samuel Ofei-Dodoo ◽  
Cassie Scripter ◽  
Rick Kellerman ◽  
Cheryl Haynes ◽  
Maria Eliza Marquise ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Family Medicine ◽  
Negative Relationship ◽  
Multiple Roles ◽  
Chi Square ◽  
Family Medicine Residency ◽  
Work Related ◽  
Quality Of Life Scale ◽  
Life Scale ◽  
High Degree

Background and Objectives: Research into rates of burnout and job satisfaction among family medicine residency coordinators is nonexistent. Coordinators play a pivotal role in medical education, sometimes have multiple roles and titles, and often work in stressful environments. The goals of this study were to explore the prevalence of, and relationship between, burnout and job satisfaction among family medicine residency coordinators. Methods: This national wellness study involved 307 family medicine residency coordinators. Modified questions of the Professional Quality of Life Scale, Version 5 were used to measure participants’ burnout and job satisfaction rates. The authors used chi-square tests, Pearson’s r correlations, and multiple linear regression to analyze the data. Results: The response rate was 72% (307/429), with 24% of family medicine residency coordinators reporting high, 51% reporting moderate, and 26% reporting low rates of work-related burnout. Twenty-eight percent of the family medicine residency coordinators reported high, 46% moderate, and 26% low job satisfaction. There was a significantly negative relationship between job satisfaction and work-related burnout, r (306)=-.638, P<0.001. Regression explained 42% of variance in job satisfaction, and showed that burnout (β=-.62) and years on the job (β=.15) were significant predictors of job satisfaction (R=0.64; F [5, 277]=40.28, P<.001). Conclusions: The results demonstrate that family medicine residency coordinators are generally satisfied with their work and reported moderate to high degree of burnout rates.

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.

scholarly journals Job insecurity and the emotional and behavioural consequences thereof

2013 ◽  
Vol 44 (1) ◽  
pp. 75-86 ◽  
Author(s):  
L. Van Zyl ◽  
C. Van Eeden ◽  
S. Rothmann
Keyword(s):  
Coping Strategies ◽  
Private Hospital ◽  
Job Insecurity ◽  
Emotional Reactions ◽  
Measuring Instruments ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Related Stress ◽  
Job Related Stress ◽  
Work And Life

The aim of this study was to investigate the relations among negative emotional reactions (reduced affective organisational commitment and higher job-related stress), and behavioural reactions to job insecurity (coping behaviour). A non-experimental correlation research design was used and the participants were a convenience sample of employees working for a private hospital in Gauteng, South Africa (N = 242). The measuring instruments included the Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work and Life Circumstances Questionnaire, and the COPE Questionnaire. The results showed that job insecurity was associated with job-related stress. Affective job insecurity was associated with detachment from the organisation, while cognitive job insecurity was associated with low identification with the organisation. Experiences of affective job insecurity, job-related stress, and low organisational commitment were associated with the use of avoidance coping strategies. Employees who experienced cognitive job insecurity (compared to those who experienced lower cognitive job insecurity) were less inclined to apply active coping strategies, even if their job-related stress was low.

The influence of simultaneous interference and enrichment in work–family interaction on work-related outcomes

2016 ◽  
Vol 47 (3) ◽  
pp. 330-343 ◽  
Author(s):  
Eileen Koekemoer ◽  
Arien Strasheim ◽  
Robyn Cross
Keyword(s):  
Job Satisfaction ◽  
Career Success ◽  
Organisational Commitment ◽  
Positive Interaction ◽  
Work Related ◽  
Measurement Models ◽  
Subjective Career Success ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

This study aimed to determine how work–nonwork interference and work–family enrichment operate simultaneously to influence the work-related outcomes job satisfaction, organisational commitment, and subjective career success. By employing South African work–family instruments, the study tested substantive hypotheses in this regard. A cross-sectional survey design among a sample of permanently employed married parents ( n = 212) was utilised. Statistical analyses included confirmatory factor analyses and validity assessments. Second-order measurement models were utilised in a structural equation modelling to test various hypotheses in this regard. Results indicate that work–nonwork interference and work–family enrichment operate simultaneously and are independently significantly related to work-related outcomes (except work–nonwork interference with commitment). Work–family enrichment was positively related to job satisfaction, organisational commitment, and subjective career success, while work–nonwork interference was found to be negatively related to job satisfaction and subjective career success. The findings suggest that these concepts should not be viewed as opposites on a continuum, but rather as phenomena that act independently in the nomological net of the work–family domain. The findings also suggest that work–family enrichment contributes more to the work-related outcomes than in the case of work–nonwork interference. The implication is that, in order to obtain positive work-related outcomes, it is more important to focus on fostering positive interaction in the work–family context than trying to eliminate the conflict in this regard.

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.

Job Satisfaction: What factors in the Coal Mining Industry will lead to Higher Satisfaction?

2018 ◽  
Vol 4 (6) ◽  
pp. 17-25 ◽  
Author(s):  
Tracey Tshivhase ◽  
Lethukuthula Vilakazi
Keyword(s):  
Job Satisfaction ◽  
Coal Mining ◽  
Employee Turnover ◽  
Mining Industry ◽  
Balance Growth ◽  
Related Factors ◽  
Coal Mining Industry ◽  
Work Related ◽  
Managerial Support ◽  
Company Culture

In recent years, employee turnover has become a challenge that every human resource department is concerned with. The purpose of this paper is to explore the level of job satisfaction in the coal mining industry. This paper also determines the relationship between company employees and five work-related factors that are considered influential in minimizing employee turnover. A total of 66 questionnaires out of a 100 were usable for this study. The conclusion was that work-life balance, growth opportunities and managerial support play a significant role in job satisfaction. Salary and company culture did not contribute significantly towards job satisfaction. This study contributes to companies’ success by investigating components that contribute to job satisfaction among employees.

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