Gender Difference and The Predictive Role of Job Tension on Job Satisfaction Among Academic Staff in A Public University

Studies have investigated antecedents of job satisfaction, however, little is known about the predictive role of job tension on job satisfaction as well as gender difference on job satisfaction among academic staff in Nigeria. Using job demands–resources model as a theoretical framework, this study examined job tension on job satisfaction among selected academic staff of Nasarawa State University, Keffi. Participants were 75 (48 males and 27 females) academic staff with a mean age of 42.11 (SD of 4.12) recruited from six faculties in the university. Data were analyzed using simple linear regression and t-test for independent sample analysis. Results showed that job tension predict job satisfaction among academic staff. Also, female academic staff has higher level of job satisfaction than the male academic staff. The findings suggest that industrial and organisational psychologists should redesign academic job roles in such a way that it will devoid of stressful and tension socked pressure which will have positive implication for better job satisfaction among academic staff.

Workplace Ostracism and Knowledge Hiding: The Mediating Role of Job Tension

This study examined the impact of workplace ostracism on employees’ knowledge hiding behavior. Based on the conservation of resource theory, this study seeks to identify the effects of job tension as a mediator and the moderating effect of employee loyalty. Using a time-lagged research design, we collected the data from 392 employees of the textile industry. Results indicate that workplace ostracism positively influences the knowledge hiding behavior such as evasive hiding and playing dumb, whereas it is not significantly related with rationalized hiding. More specifically, workplace ostracism increases the feeling of job tension, while job tension mediates the relationship between workplace ostracism and knowledge hiding. In addition, we found that workplace ostracism demolished the benefits of employee loyalty, as high workplace ostracism more strongly influences the feeling of job tension. We also discussed the theoretical and practical implications.

The moderating effect of leader member exchange on the relationship between workplace ostracism and psychological distress

Purpose Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male employees. And depending on the leader member exchange (LMX) theory, it assumes that the relationship between workplace ostracism and psychological distress of male employees is moderated by the LMX. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multi-source data from 226 male Korean employees and their supervisors. Findings The results suggest the following. First, workplace ostracism was positively associated with job tension, emotional exhaustion and depressed moods at work for male employees. Second, there was a stronger positive relationship between workplace ostracism and job tension, or emotional exhaustion for male employees with low, as opposed to those with high, levels of LMX. Originality/value This study is the first one to examine the moderating effect of LMX on the relationship between workplace ostracism and psychological distress of male employees.