Work Locus of Control as a Moderator of Relationship between Work Stressor and Counter Productive Work Behavior

Purpose: This study was conducted to determine whether the work locus of control is a moderator of the relationship between counterproductive behavior at work and work stressors. Methods: To investigate this relationship, 346 full-time working adults employed at Nishter hospital Multan and Allied hospital Faisalabad were surveyed during the period from January 2019 to January 2020via three checklist questionnaires. Using hierarchical regression analysis, both main and moderator effect were tested in order to determine whether work locus of control influence employee’s tendencies engage in counterproductive behavior in response to work stressors. Results: Shows that the work locus of control interacts significantly with work stressors in predicting counterproductive behavior at work, suggesting that the work locus of control is an important variable to consider when studying productive behavior at work. The implications of these findings and ideas for future research are discussed. Conclusion: CWB has a detrimental effect on organizations and individuals related with the organization; therefore, organizations should be attentive of the probable influences influencing employee participation in CWB. Keywords: Counterproductive behavior at work, Deviations in the workplace, Location of control in the workplace, Stress at work, Personality

Assessing the Nomological Network of the South African Personality Inventory With Psychological Traits

The purpose of this study was to expand internal construct validity and equivalence research of the South African Personality Inventory (SAPI), as well as to investigate the nomological validity of the SAPI by examining its relationship with specific and relevant psychological outcomes. The internal and external validity of the SAPI was assessed within three separate samples (N = 936). Using the combined data from all three samples, Exploratory Structural Equation Modelling (ESEM) indicated that the six-factor SAPI model fit proved to be excellent. Measurement invariance analyses showed that the SAPI dimensions in the ESEM model were invariant across gender and race groups. Next, two separate studies explored the associations of the SAPI factors with relevant psychological outcomes. An ESEM-within-CFA (set ESEM) method was used to add the factors into a new input file to correlate them with variables that were not part of the initial ESEM model. Both models generated excellent fit. In Study 1, psychological well-being and cultural intelligence were correlated with the SAPI factors within a sample of students and working adults. All of the psychological well-being dimensions significantly correlated with the SAPI factors, while for cultural intelligence, the highest correlations were between Meta-cognition and Openness and Meta-cognition and Positive Social-Relational Disposition. In Study 2, work locus of control and trait anxiety was correlated with the SAPI factors within a sample of adults from the general South African workforce. Work Locus of Control correlated with most factors of the SAPI, but more prominently with Positive Social-Relational Disposition, while Neuroticism correlated strongly with trait anxiety. Finding an appropriate internal structure that measures personality without bias in a culturally diverse context is difficult. This study provided strong evidence that the SAPI meets the demanding requirements of personality measurement in this context and generated promising results to support the relevance of the SAPI factors.

Relating job satisfaction and organisational commitment: The moderating and mediating roles of positive individual strengths

Orientation: This rapidly changing world requires local government institutions to focus on positive work-related states to enhance quality service delivery.Research purpose: The main objective of this article was to explore how individual traits and psychological strengths (i.e. adult state hope, meaning in life and work locus of control) moderate or mediate the relationship between job satisfaction and organisational commitment in a Botswana local government institution.Motivation for the study: The emergence of the coronavirus disease 2019 (COVID-19) pandemic forced employers to rely on the foundations of positive organisational psychology to navigate employee well-being more effectively during times of unprecedented crisis.Research approach/design and method: A quantitative research approach was followed. An adapted Minnesota job satisfaction questionnaire, organisational commitment questionnaire, adult state hope scale, meaning in life questionnaire and work locus of control scale were distributed to public sector officials of a Botswana local government institution (N = 405).Main findings: Adult state hope, meaning in life and work locus of control partially mediated the relationship between job satisfaction and organisational commitment.Practical/managerial implications: Management should create a workplace culture that can promote job satisfaction amongst public officials. Job satisfaction influences essential individual and outcomes organisational in public sector institutions.Contribution/value-add: This research is original and provides evidence for the use of positive psychology constructs (i.e. adult state hope, meaning in life and work locus of control) combined with job satisfaction to enhance organisational commitment.

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

In Southern Africa, employees play a critical role in the growth of small and medium enterprises (SMEs). As a result, SMEs’ effectiveness depends on the presence of virtuous workplace spirituality and procedural justice, which affects work locus of control, employee job satisfaction, and employee organisational commitment. The researchers looked at how work locus of control, employee job satisfaction, and employee organisational commitment were influenced by workplace spirituality and procedural justice among SME employees in Harare, Zimbabwe. The study data was quantitatively analysed. According to the results, workplace spirituality, procedural justice, and work locus of control all play a role in enhancing employee job satisfaction and commitment. The relationship between workplace spirituality, procedural justice, and employee organisational commitment was positively influenced by work locus of control and employee job satisfaction. The findings of this study are expected to provide valuable insights into the unique key determinants affecting work locus of control, employee job satisfaction, and employee commitment to the organisation.

study of the relationship between the formation of organizational loyalty and the degree of satisfaction with work, locus of control among employees in the organization

The article presents an analysis of such concepts in foreign and domestic psychological and pedagogical studies as organizational loyalty (commitment); satisfaction with the work of employees of organizations; external and internal locus of control. The authors show in an empirical study the relationship between organizational loyalty and such individual characteristics of an employee as subjective satisfaction with work and locus of control. The reliability of the results was proved using mathematical methods of processing the obtained data: high internality in the field of achievements has a positive effect not only on the affective loyalty of employees but also on the current and normative organization commitment.

AN ANALYSIS OF THE GOAL LEVEL SELECTION AMONG INDONESIAN CUSTOMS OFFICERS

Goal-setting is an essential tool to improve individual and organizational performance. The study about goal-setting has been done immensely in the past century. However, research on goal-setting is rarely conducted in Indonesia's Public sector, especially in Customs and Excise work environment. A survey of Indonesian Customs is carried out to examine the correlation between individual variables that are self-esteem, work locus of control, self-efficacy, supervisor's support, anticipated reward, and other organizational support with employee goal level selection. 45 merchandise goods-related document analysts and goods inspectors are included in the survey, where a small experiment is administered by asking the respondent to set their target independently. Using the Spearman correlation analysis, the result indicated that only work locus of control has a significant negative association with goal-level selection, particularly promotion and job acquisition subscales. Self-esteem and self-efficacy are found not significantly correlated with goal-level selection, and so are support from supervisors, office environment, and monetary reward.

EXPRESS: The Interactive Effects of Socialization Tactics and Work Locus of Control on Newcomer Work Adjustment, Job Embeddedness, and Voluntary Turnover

Previous research has focused on general best practices for onboarding organizational newcomers. In this study, we shift the conversation to address the question: for whom are certain socialization tactics more or less beneficial? Whereas institutionalized socialization tactics provide considerable structure and help newcomers adjust, less is known about whether and how individual psychological differences cause some newcomers to react differently to the same tactics. To examine the interplay between organizational socialization efforts and newcomer individual differences, we hypothesize that newcomers’ work locus of control (WLOC) moderates the relationship between socialization tactics and voluntary turnover. We also examine the indirect role of newcomer work adjustment—role clarity, work mastery, social integration—and job embeddedness in transmitting the interaction between socialization tactics and WLOC to turnover. Data collected from 676 newcomers in various organizations provided general support for our hypotheses: Newcomers with an external WLOC showed higher social integration and embeddedness and lower turnover under institutionalized tactics, but lower social integration and embeddedness and higher turnover under individualized tactics. Their turnover was also reduced from individualized to institutionalized tactics. In contrast, newcomers with an internal WLOC were less influenced by either socialization tactic approach in terms of their social integration, embeddedness, or turnover.

Validation of Korean Version of the Work Volition Scale

This study aimed to validate a Korean-language version of the Work Volition Scale (WVS). Participants were 453 South Korean adults recruited through a survey panel website. In Phase 1 ( n = 230), the original WVS was translated into Korean. Exploratory factor analysis revealed a three-factor solution (volition, financial constraints, and structural constraints), consistent with the original WVS. In Phase 2 ( n = 223), confirmatory factor analysis supported the goodness of fit of the three-factor structure. Convergent validity tests demonstrated that the Korean WVS was positively correlated ( p < .01) with core self-evaluation and work locus of control and negatively correlated ( p < .01) with the intention to quit employment. In a hierarchical regression analysis, controlling for core self-evaluation and work locus of control, work volition positively predicted job satisfaction ( p < .001). The Korean WVS is a valid assessment tool that can be used by career counselors and researchers working with South Korean adults.

Hubungan Moral Kerja dan Locus Kendali dengan Komitmen Organisasi Widyaiswara

This research aims to see the Moral relationship of work and Locus full with the commitment of Widyaiswara organization in the Center for Development and empowerment of educators and education in the field of building and electricity Medan. The hypothesis proposed is there is a Moral relationship between work and Locus control with the commitment of Widyaiswara organization in the Center of development and empowerment of educators and educational personnel in the field of building and electricity Medan. Data collection is the scale method, namely the Moral work scale, Locus of Control scale and the scale of orrganization commitment. The population is a total of 102 people. Data is analyzed using multiple regression. Results show; There is a very significant relationship between the moral work and the internal locus of control with the organizational commitment. Based on these results, it is revealed that the total donation of both the variables freely to the bound variable is 15.2%, there are 84.8% of the influence of other variables on the organizational commitments, where those other factors in this study do not Other personal factors, organizational factors (job traits, such as the identity of the task and the opportunity to interact with co-workers and others) and factors that are not from the organization, such as the absence of a job offer Much better or lower salary of the organization.Key words; Organizational Commitments, Moral Work, Locus of Control