Abstract
Job satisfaction (JS) is an indicator of individual psychosocial health. Consistent evidence showed that voluntary extra-role behavior in organizations, namely organizational citizenship behavior (OCB), can also contribute to individual psychological health. JS has been found to positively influence employees’ OCB, and both JS and OCB have been found to predict employees’ task performance (TP). The purpose of this study was to investigate whether employees’ OCB mediates the relationship of JS with TP, taking into consideration gender as a potential moderator, and other sociodemographic and work-related characteristics as confounding variables. A total of 518 employees, 54.6% women, aged 19–66 years with a mean age of about 36 years, completed measures of JS, OCB, and TP. Results showed a partial mediation of OCB in the JS-TP relationship, which was invariant across gender. A potential practical implication of findings is that human resource managers and practitioners might ultimately benefit male and female employees’ well-being as well as the organizations’ productivity by developing targeted individual- and group-level trainings and interventions to enhance JS and OCB.
Highlights
analysis of variance (ANOVA) results indicated a gender effect with women scoring slightly higher than men in job satisfaction (JS) and organizational citizenship behavior (OCB) (Table 3), while nonsignificant gender difference was found in task performance (TP) scores
The present study aimed to augment knowledge of the relationships among three of the most important and popular constructs of psychology applied to the workplace: job Females Wald Statistic p satisfaction (JS), organizational citizenship behavior (OCB), and task performance (TP)
Regarding the effect of gender, we found that women were more satisfied with their job and engaged in more OCB than men, in line with previous evidence [34,35,38], while we found the same level of TP across genders as in a previous research [37] but different from other studies [34,35,36]
Summary
Within the framework of positive psychology, Parker and Hyett [3] identified job satisfaction (JS) as a main dimension of well-being in the workplace that may cover both hedonic (i.e., pleasurefocused) and eudemonic (i.e., meaning-focused) well-being principles [4]. They referred to JS as the people’s view of their work as a positive, rewarding experience that increases self-worth, gives direction and meaning to life, and fosters skills [3]. The importance of JS is linked to its positive role in improving individual and social well-being on the one hand [5] and increasing work productivity on the other hand [6,7]
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Environmental Research and Public Health
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
