Impact of Occupational Stress, Interpersonal Trust, and Organizational Commitment on Valence, OCB and Job Satisfaction: A Variance-Based SEM Analysis

Muhammad Shahnawaz Adil,Muhammad Owais,Ambreen Qamar

doi:10.20547/jms.2014.1805103

Abstract

This study analyzes the impact of these three cognitive forces (occupational stress, interpersonal trust and organizational commitment) on valence, Organizational citizenship behavior (OCB) and job satisfaction in the healthcare sector of Karachi (Pakistan). A sample of 375 responses is drawn from seven healthcare institutions of Karachi on a self-administered questionnaire. Using PLS-SEM, hypotheses and predictive relevance are tested with bootstrapping method and cross-validated redundancy analysis respectively. The results show that all three cognitive forces have significant impact on valence with the minor exception of affective commitment and strain. Moreover, valence has significant impact on both OCB has also shown a significant effect on job satisfaction. OCB has also shown a significant effect on job satisfaction. The findings of this study substantially contribute in the under-researched domain of OCB and job satisfaction in the context of the healthcare sector of Pakistan. Managerial implications and directions for future research are also discussed.

Highlights

In organizational studies, valence refers to “... all possible affective orientations toward outcomes, and it is interpreted as the importance, attractiveness, desirability, or anticipated satisfaction with outcomes” (Vroom, 1964)
The purpose of this study is to investigate the impact of three cognitive forces on valence, organizational citizenship behavior and job satisfaction of the healthcare professionals in Karachi, Pakistan
The results show that interpersonal trust between supervisors and co-workers have significant impact on valence of job satisfaction

Summary

Introduction

Valence refers to “... all possible affective orientations toward outcomes, and it is interpreted as the importance, attractiveness, desirability, or anticipated satisfaction with outcomes” (Vroom, 1964). All possible affective orientations toward outcomes, and it is interpreted as the importance, attractiveness, desirability, or anticipated satisfaction with outcomes” (Vroom, 1964). It is an affective alignment on the way to a specific end result. The cognitive forces consist of the drivers which predict the valence of job satisfaction (Mitchell, 1974). These forces include occupational stress, interpersonal trust at work, and organizational commitment.

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Discussion

Conclusion