Abstract
The purpose of the study on which this article reports is to use affective events theory as a theoretical framework to develop a model that could be used by municipal supervisors to create an environment conducive to working. The study comprised 227 non-management, middle managers and senior managers in a municipality. Confirmatory factor analysis (CFA) and structural equation modelling (SEM) were used to analyze the data. There was a low negative correlation between supervisory support and job satisfaction. It was also found that positive emotions mediated the relationship between supervisory support, participation and job satisfaction. Keywords: autonomy, job satisfaction, positive emotions, participation, supervisory support, work overload. JEL Classification: J38, L29
Highlights
One of the challenges facing municipal supervisors is to understand environmental determinants leading to job satisfaction of employees in the municipality
In terms of the relationship, literature showed that there was a positive relationship between autonomy and job satisfaction (Butler et al, 2005)
Employees responded that they were not given autonomy to make decisions, they were not encouraged to give feedback about the activities, and they were not involved in the changes that were made in the organization
Summary
Affective event theory (AET) was deemed to be relevant to develop a model for South African municipalities regarding the environmental determinants to job satisfaction. Work with a high workload produces emotional reactions (i.e., positive or negative emotions) (Ashkanasy & Duas, 2002). Depending on the emotional reactions of the employees, they will be either satisfied or dissatisfied, and they might be committed to the organization or not (Robbins & Judge, 2015). Job satisfaction is defined as a pleasurable or emotional state of relations to superiors, co-workers and the work environment (Locke, 1976). Within the AET theoretical framework, job satisfaction has to do with how employees evaluate an event (Robbins & Judge, 2015). When relating job satisfaction to environmental determinants in the call centre industry in the United Kingdom, Wegge et al (2006) found that environmental determinants (autonomy, supervisory support, participation in decision-making, work overload) related either positively or negatively to job satisfaction
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