scholarly journals The circular relationship between job satisfaction and job performance mediated by psychological capital

2019 ◽  
Vol 10 (1) ◽  
pp. 166-177
Author(s):  
Wasim Get
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Satisfaction Scale ◽  
Order Construct ◽  
The One ◽  
The Relationship ◽  
Performance Scale ◽  
Mediation Models

The present study aims, on the one hand, to verify whether PsyCap as a second-order construct has a higher mediation effect than each of its four components taken as separate mediators (efficacy, hope, resilience, optimism) in the relationship between job satisfaction and job performance. The second objective was to compare two mediation models. In the first model PsyCap mediates the relationship between job satisfaction and job performance and in the second model PsyCap mediates the relationship between job performance and job satisfaction. The participants were 280 employees in Romanian organizations aged between 18 and 68, M = 32.96, AS = 10.10. Three questionnaires were used: Psychological Capital Questionnaire (PCQ), Goodman and Svyantek Performance Scale, and The Generic Job Satisfaction Scale. The results showed that indeed the mediation estimates for PsyCap were higher than the estimates for its four components, regardless of the direction of the satiation-performance relationship. At the same time, through psychological capital, job satisfaction determines an increase in job performance, and job performance determines an increase in job satisfaction.

scholarly journals The circular relationship between job satisfaction and job performance mediated by psychological capital

2019 ◽  
Vol 10 (1) ◽  
pp. 166-177
Author(s):  
Wasim Get
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Satisfaction Scale ◽  
Order Construct ◽  
The One ◽  
The Relationship ◽  
Performance Scale ◽  
Mediation Models

The present study aims, on the one hand, to verify whether PsyCap as a second-order construct has a higher mediation effect than each of its four components taken as separate mediators (efficacy, hope, resilience, optimism) in the relationship between job satisfaction and job performance. The second objective was to compare two mediation models. In the first model PsyCap mediates the relationship between job satisfaction and job performance and in the second model PsyCap mediates the relationship between job performance and job satisfaction. The participants were 280 employees in Romanian organizations aged between 18 and 68, M = 32.96, AS = 10.10. Three questionnaires were used: Psychological Capital Questionnaire (PCQ), Goodman and Svyantek Performance Scale, and The Generic Job Satisfaction Scale. The results showed that indeed the mediation estimates for PsyCap were higher than the estimates for its four components, regardless of the direction of the satiation-performance relationship. At the same time, through psychological capital, job satisfaction determines an increase in job performance, and job performance determines an increase in job satisfaction.

scholarly journals The Relationship between Job Satisfaction and Job Performance: A Study on Sports Industry

2021 ◽  
Vol 7 (2) ◽  
pp. 133
Author(s):  
Alpaslan Baki Ertekin ◽  
Yeşim Avunduk
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Marital Status ◽  
Personal Information ◽  
Pearson Correlation ◽  
Satisfaction Scale ◽  
Sports Industry ◽  
Significant Difference ◽  
The Relationship ◽  
Performance Scale

The aim of this research is to determine the relationship between job performance and job satisfaction of individuals working in the sports industry. The sample of the study consisted of 423 people (317 males and 106 females), who work in the sports industry in Istanbul and selected by purposeful sampling method. In the study, in addition to the personal information form, the “Minnesota Job Satisfaction Scale” developed by Weiss et al. (1967) and adapted to Turkish by Baycan (1985), the “Job Performance Scale” developed by Kirkman and Rosen (1999) to determine the job performance of employees and adapted to Turkish by Çöl (2008) were used as data collection tools. In the analysis of the data, independent t-test, ANOVA and Pearson Correlation analyses were performed. The results of the analysis determined that individuals did not differ according to their gender in both their job satisfaction levels and their job performance. It was determined that there was a significant difference in the “External Satisfaction” sub-dimension of the job satisfaction scale according to marital status, and there was a statistical difference in the “Internal Satisfaction” and “External Satisfaction” sub-dimensions of the job satisfaction scale according to the working hours of the participants in the workplace. Moreover, it was determined that there was no significant difference according to the marital status of the participants and the duration of their work. Finally, it was determined that there was a positive and low-level relationship between the sub-dimensions of the job satisfaction scale and the job performance scale. As a result, it was determined that the job satisfaction and job performance levels of the individuals differed according to their socio-demographic characteristics, and the higher their job satisfaction, the higher their job performance.

IMPACT OF SAFETY CLIMATE ON JOB PERFORMANCE AND JOB SATISFACTION WITH MODERATING ROLE OF PSYCHOLOGICAL CAPITAL

2019 ◽  
Vol 9 (1) ◽  
pp. 365-381
Author(s):  
Muhammad Saqib Khan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Safety Climate ◽  
Oil And Gas ◽  
Psychological Capital ◽  
Oil And Gas Industry ◽  
Research Area ◽  
Gas Industry ◽  
The Relationship ◽  
Moderating Role

The current research investigated the effect of safety climate on job satisfaction and job performance with psychological capital as a moderator between safety climate and job satisfaction as well as job performance. This research fills the gap by collecting empirical evidence from the emerging organizations of Pakistan. Conservation of resource theory (COR) is relevant to the research area. Data were collected from 300 employees from different Organizations. The current study is empirical and quantitative-based study is used to conducted research. Data were collected by convenient non-probability sampling techniques to be used and collected from employees working in the reputed organization; Chemical, Cement, Petroleum, Oil and Gas industry of Islamabad and Rawalpindi. Confirmatory Factor analysis was done through AMOS and hypotheses were tested through SPSS regression analysis process of Hayes model. To test the moderation effects, the process of Hayes model 1 was also performed. Safety climate has a positive relationship with the two DVs which are job performance and job satisfaction. Moreover, Psychological Capital played a significant moderating role between safety climate and job satisfaction as well as job performance. When Psychological capital was high, the relationship between safety climate and job performance as well as the relationship between safety climate and job satisfaction were stronger. These results are important for future studies. This research recommended top management and responsible authorities to promote safety climate activates between their organization in order to enhance their employees satisfy and high performed. Moreover, this research strongly recommends psychological capital amongst organization looking for highly satisfied and effective employees. Further implications for practice were discussed in detail.

scholarly journals Psychological Capital and Job Satisfaction Among Chinese Residents: A Moderated Mediation of Organizational Identification and Income Level

2021 ◽  
Vol 12 ◽  
Author(s):  
Fang Zhang ◽  
Ying Liu ◽  
Tongqi Wei
Keyword(s):  
Job Satisfaction ◽  
Organizational Identification ◽  
Significant Positive Correlation ◽  
Psychological Capital ◽  
Income Level ◽  
Mediating Effect ◽  
Satisfaction Scale ◽  
Demographic Questionnaire ◽  
The Relationship ◽  
Moderating Role

The present study examined the mediating effect of organizational identification on the relationship between psychological capital and job satisfaction, and whether the mediation was moderated by income level. A total of 310 Chinese residents were surveyed using the Psychological Capital Scale, Organizational Identification Scale, Job Satisfaction Scale, and a demographic questionnaire. The findings showed a significant positive correlation between psychological capital and job satisfaction of residents, and this relationship was partially mediated by organizational identification. Moreover, income level played a moderating role in the relationship between organizational identification and job satisfaction. For residents with more income, their organizational identification influenced their job satisfaction more strongly than those with less income. The current study contributes to a better understanding of the relationship between psychological capital and job satisfaction. Implications for resident management and policymaking are discussed.

scholarly journals Affective-cognitive consistency of attitude as a moderator of the job satisfaction-performance relationship

2005 ◽  
Vol 31 (3) ◽  
Author(s):  
Deléne Visser ◽  
Sanet Coetzee
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Past Research ◽  
Full Time ◽  
Satisfaction Scale ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Cognitive Consistency ◽  
The Relationship ◽  
Overall Job Satisfaction

Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC) to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS) and the Minnesota Satisfaction Questionnaire (MSQ), administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported. Opsomming Vorige navorsing het dikwels getoon dat werktevredenheid en werkprestasie nie korreleer nie. Dié ondersoek was ’n poging om lig te werp op hierdie verwantskap deur die rol van affektiewe-kognitiewe konsekwentheid (AKK) te ondersoek ten einde te toets of houdingkonsekwentheid die sterkte van die verwantskap beïnvloed. ’n Sekondêre doelwit was om te bepaal of gewysigde weergawes van die Overall Job Satisfaction Scale (OJS) en die Minnesota Satisfaction Questionnaire (MSQ), toegepas op 166 voltydse werknemers van ’n verskeidenheid ondernemings, as affektiewe en kognitiewe metings van werktevredenheid respektiewelik, beskou kan word. Hierdie beskouing is ondersteun deur ondersoekende en bevestigende faktoranalitiese resultate. Algemene werktevredenheid is gemeet deur ’n kombinasie van die gewysigde OJS en MSQ en werkprestasie is beoordeel op ’n 10-punt skaal deur die werknemers se toesighouers. Respondente se tellings op die gewysigde OJS en MSQ is hierna gebruik om groepe te vorm wat hoog of laag in terme van AKK was. Vir werknemers met hoë AKK betreffende hul werktevredenheidhoudings is medium tot hoë positiewe korrelasies tussen die werktevredenheidmetings en prestasie behaal. In kontras hiermee is onbetekenisvolle korrelasies vir die lae AKK-groepe aangeteken. Die hipotese dat AKK ’n beduidende moderator van die verwantskap tussen werktevredenheid en werkprestasie is, is dus ondersteun.

scholarly journals The relationship between job satisfaction and job performance of the student counselors in the city of Riyadh: الرضا الوظيفي وعلاقته بالأداء الوظيفي لدى المرشدين الطلابيين في مدينة الرياض

2020 ◽  
Vol 4 (44) ◽  
Author(s):  
Ahmed Mohammed Alghamdi
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
General Education ◽  
Satisfaction Scale ◽  
Educational Qualification ◽  
Student Counselors ◽  
Education School ◽  
Descriptive Approach ◽  
The Relationship ◽  
The City

This study aimed to identify the relationship between job satisfaction and job performance among student counselors in the city of Riyadh, and to detect differences in the level of job satisfaction in the light of variables (experience- salary- educational qualification), as well as to detect differences in job performance in the light of the Educational stage variable. To achieve the aims of the study, the researcher used the descriptive approach, and the school counselor's satisfaction scale was the study tool that was applied to a sample of (100) student counselors from general education school in Riyadh. The results revealed that there is a positive correlation between the level of job satisfaction and the level of the job performance of student counselors in the city of Riyadh, and the results also showed that there were statistically significant differences in job satisfaction due to the variable of experience in favor of the highest experience of student counselors in Riyadh. Based on the results, the researcher suggested a number of recommendations, the most important of which were: attention to student counselors in general, and counselors with less experience in particular and work to remove of all obstacles that limit their job satisfaction.

scholarly journals Co-workers' impact on attitudinal behavior of the faculty members of educational institutions of Nepal

2017 ◽  
Vol 3 (1) ◽  
pp. 1-11
Author(s):  
Amrit Kumar Sharma Gaire ◽  
Fatta Bahadur KC
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Significant Relationship ◽  
Faculty Members ◽  
Educational Institutions ◽  
Major Objective ◽  
Job Commitment ◽  
Significant Difference ◽  
The One ◽  
The Relationship

 This paper attempts to analyze the relationship between co-workers' behavior and its impact on attitudinal behavior of the faculty members. The co-worker's behavior such as team support and lack of team support are used as an independent dimension and employee attitudinal behavior such as job satisfaction, job performance and job commitment are used as a dependent variable. The major objective of this research was to identify the effect on attitudinal behavior of faculty members' of higher educational institutions of Nepal due to their co-worker's behavior. Pair t- test was used to examine between the current and expectation co-worker's behavior of faculty members in the working place. Similarly, the one way analysis of variance was also used to test the hypothesis. The sample size was 400 faculty members. The findings show that here is significant relationship between the current and expected perception of the faculty towards the co-workers’ behavior. Similarly, the findings of team support co-workers’ behavior has positive significant and with lack of team support co-workers’ behavior has negatively significant difference with attitudinal behavior of the faculty.

scholarly journals The influence of adaptability for uncertainty on turnover intention and the serial multiple mediating effect of role ambiguity and job satisfaction

2019 ◽  
Vol 30 (2) ◽  
pp. 177-194
Author(s):  
ChiHun Park ◽  
SungCheol Jung
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Multiple Mediation ◽  
Effect Model ◽  
Antecedent Variable ◽  
The One ◽  
The Relationship

The purpose of this study was to find the meaning of psychological adaptability in uncertain work environment. At first, we verified mediating effect of job satisfaction on the relationship between role ambiguity and turnover intention. To this mediating effect model, then, we added adaptability for uncertainty as an antecedent variable: a serial multiple mediating effect of role ambiguity and job satisfaction. The mediating effect of job satisfaction was verified and the serial multiple mediation effect of role ambiguity and job satisfaction was significant as well as the direct effect of adaptability for uncertainty on turnover intention. In addition, role ambiguity had mediation effect between adaptability and turnover intention, but job satisfaction did not mediate the relationship between adaptability for uncertainty and turnover intention. These results mean that, on the one hand, adaptability for uncertainty reduces turnover intention directly, and on the other hand, indirectly through role ambiguity alone or role ambiguity and job satisfaction in serial. The implication and limitations of this study were discussed.

scholarly journals The Relationship between Psychological Capital, Job Performance and Job Satisfaction in Higher Education Institutions Offering Sports Education

2020 ◽  
Vol 10 (3) ◽  
pp. 57
Author(s):  
Yunus Sinan Biricik
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Job Performance ◽  
Organizational Behavior ◽  
Psychological Capital ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Positive Correlation ◽  
Sports Science ◽  
The Relationship

Psychological capital, which is one of the developing areas of positive organizational behavior, is seen as a psychological resource that can encourage development and performance among employees. In the field of sports education, increasing the psychological capital levels of the employees and increasing the performance and job satisfaction can be effective. The aim of this study is to determine the psychological capital, job performance and job satisfaction levels of academic staff working in higher education institutions offering sports education in terms of various variables and to examine the relationship between them. The study sample consisted of a total of 122 sports science academicians, including 30 female and 92 males, who worked in different regions of Turkey. The Organizational Psychological Capital Scale, Job Performance and Job Satisfaction Scales were used as data collection tools in the study. The data were analyzed using descriptive statistics, t-test, ANOVA, Tukey HSD and correlation test. According to the findings obtained in the research, a high level of positive correlation was found between the psychological capital dimensions and job performance. Again, a moderately positive correlation was found between the psychological resilience, hope and self-efficacy dimensions of the psychological capital and job satisfaction. 

scholarly journals Job satisfaction and happiness in Peruvian nurses

2019 ◽  
Vol 18 (2) ◽  
pp. 353-373
Author(s):  
Aleixandre Duche Pérez ◽  
Gabriela Lucia Rivera Galdos
Keyword(s):  
Job Satisfaction ◽  
Personal Development ◽  
Satisfaction With Life ◽  
National Hospital ◽  
Satisfaction Scale ◽  
Correlational Design ◽  
The One ◽  
The Relationship ◽  
The City ◽  
And Task

Objetivo: Analizar la relación entre la satisfacción laboral y la felicidad en el personal de enfermería del Hospital Nacional Alberto Seguín Escobedo EsSalud de la ciudad de Arequipa (Perú).Métodos: Mediante el método cuantitativo y el diseño no experimental, transversal-correlacional, se aplicó la escala de Satisfacción Laboral SL-SPC de Palma (1999) y la escala de Felicidad de Alarcón (2006) a una muestra de 83 trabajadoras, entre los 25 a 65 años de edad, que laboran como enfermeras.Resultados: Se encontró que las dimensiones presentan mayor satisfacción laboral en las enfermeras son el “desarrollo personal” y “desempeño de tareas” (≥70, en ambos casos). En el caso de la variable Felicidad, se identificó que la dimensión “Satisfacción con la Vida”, es la que presenta mayor valoración (≥90, en los tres casos). Por otra parte, el estudio identificó la existencia de correlaciones directas e inversas entre las variables de estudio. Conclusión: Se observaron asociaciones positivas entre dimensiones de la satisfacción laboral y factores de felicidad. El compañerismo y el deseo de alcanzar una meta de desarrollo personal y profesional aumenta el sentido de felicidad que las enfermeras perciben en su vida laboral.   Objective: To analyze the relationship between job satisfaction and happiness in the nursing staff of the Alberto Seguín Escobedo EsSalud National Hospital in the city of Arequipa (Peru).Methods: Using the quantitative method and the non-experimental, transversal-correlational design, the SL-SPC Labor Satisfaction Scale of Palma (1999) and the Happiness Scale of Alarcón (2006) were applied to a sample of 83 workers, among the 25 to 65 years old, who work as nurses.Results: It was found that the dimensions with higher job satisfaction in nurses are "personal development" and "task performance" (≥70, in both cases). In the case of the Happiness variable, it was identified that the "Satisfaction with Life" dimension is the one with the highest valuation (≥90, in all three cases). On the other hand, the study identified the existence of direct and inverse correlations between the study variables.Conclusion: Positive associations were observed between dimensions of job satisfaction and happiness factors. The companionship and the desire to achieve a goal of personal and professional development increases the sense of happiness that nurses perceive in their work life.

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