Affective Job Research Articles

The Mediating Role of Work-Health Balance in the Relationship between Perceived Work Ability and Affective Job Satisfaction

The rising age of retirement may result in a larger number of workers with health problems. This is important since health is a key element in all aspects of life, including work. Although much research has been carried out into how work-life balance influences occupational health, very few studies have focused on how the ability to balance health needs and work demands (work-health balance) affects different organizational variables such as perceived work ability and affective job satisfaction. In a context in that the age of retirement is constantly rising, it is vital to explore those factors may help extend people’s working life in a balanced manner. The aim of this study was, therefore, to explore the mediating role of work-health balance in the relationship between perceived work ability (physical and mental) and affective job satisfaction. Using a cross-sectional sample of 294 workers aged 39 years and over, the study analysed the mediating role of the different dimensions of work-health balance (health climate, work-health incompatibility and external support) in the relationship between work ability (physical and mental) and affective job satisfaction. The data suggest that the health climate and work-health incompatibility dimensions mediate the relationship between work ability (physical and mental) and affective job satisfaction. Our findings are consistent with the current understanding of the role played by the balance between occupational health and the well-being of older workers.

Are Men or Women More Unsettled by Fixed-Term Contracts? Gender Differences in Affective Job Insecurity and the Role of Household Context and Labour Market Positions

Abstract This study investigates differences in the causal effect of fixed-term contracts on affective job insecurity by gender and household context in Germany. Research shows that workers in fixed-term employment are more unsettled about their job security than are permanent employees. We contribute to the literature on subjective job insecurity by explicitly modelling the causal effect of fixed-term employment and by examining how women and men differ in this effect. We argue that gender differences in the labour market positions and a gendered division of labour in the household account for gender differences in the subjective vulnerability to fixed-term employment. We apply linear fixed effect probability models based on the German Socio-Economic Panel (SOEP) with a sample of employees aged between 20 and 45 years. Results show that a fixed-term contract doubles the probability of big job worries compared to a permanent contract. Women are substantially more unsettled by fixed-term contracts than men across all household types. These gender differences cannot be explained by unfavourable labour market positions of women. Fixed-term employment thus seems to add to existing gender inequalities on the labour market.

A 1-Year Accredited Nurse Residency Program's Effect on Intent to Leave.

This article describes the evaluation of a system-wide program to enhance new graduate nurse resident (NGNR) experience, enculturation, and commitment to the organization. Structured nurse residency programs support NGNR transition to the work environment and increase retention and organizational commitment. The study used a descriptive, comparative design measuring NGNR perceptions of affective commitment, job satisfaction, job stress, and other variables over 3 times from baseline to 24 months. Findings demonstrated a reduction in affective commitment and an increase in nursing stress from baseline to 12 and 24 months of employment. The highest mean in intent to leave occurred at 12 months, highlighting the vulnerability of the NGNR at that time. Nurse leaders must consider resources supporting NGNRs beyond the traditional 12 months to ensure retention and organizational commitment, thereby decreasing intent to leave.

Supportive leadership training effects on employee social and hedonic well-being: A cluster randomized controlled trial.

Drawing on conservation of resources theory, we developed and evaluated a supportive leadership training (SLT) intervention designed to teach leaders ways to be supportive of their employees. Given the important role of supportive leaders in helping employees deal with excessive workloads, we theorized that the beneficial intervention effects on employee well-being would be particularly evident for employees who perceive higher levels of quantitative and qualitative workloads prior to the intervention. Using a cluster randomized controlled field trial, we tested the effects of the SLT on employee social well-being in terms of leader-member exchange (LMX) quality and employee hedonic well-being, including positive affective well-being, emotional exhaustion, and job satisfaction. The participants in the training were directors of childcare centers in Germany. To rigorously evaluate the intervention effects at the employee level, we collected survey data at baseline, 1 month postintervention, and 6 months postintervention, and we used an intent-to-treat approach to analyze the data. A total of 496 employees from 77 childcare centers provided data at baseline, of whom 266 and 226 employees participated in the 1-month and 6-month surveys, respectively. Linear mixed-effects models showed that the effectiveness of the intervention in terms of LMX quality and emotional exhaustion varied depending on the employees' baseline perceptions of quantitative workloads, such that employees with higher quantitative workloads benefited more from the SLT. The findings of this study improve the understanding of the types of outcomes of SLT and contribute to clarifying for whom SLT is effective. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

How job insecurity affects emotional exhaustion? A study of job insecurity rumination and psychological capital during COVID-19.

Abstract Drawing on conservation of resources theory (COR), this study takes a nuanced approach to understanding job insecurity by proposing rumination as a mediator in its relationship with well-being during the COVID-19 global pandemic. The moderating role of psychological capital as a resource to buffer this negative relationship is also explored. A cross sectional study of employees in Ireland during the early months of the COVID-19 pandemic found that job insecurity rumination mediated the relationship between affective job insecurity and emotional exhaustion. There was no support for the hypothesis that psychological capital could moderate the relationship between job insecurity and emotional exhaustion. Thus, this research advances the job insecurity literature by identifying a potential mediator and moderator in the process of how employees may experience job insecurity particularly during a global pandemic.

JOB SATISFACTION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR MEASUREMENT MODEL ON PERMANENT LECTURER CASE STUDY AT PRIVATE ISLAMIC UNIVERSITY IN MEDAN CITY

This study aims to find out how to measure job satisfaction and organizational citizenship behavior for permanent lecturers, a case study at a private Islamic university in Medan at a private Islamic university in Medan. While the specific objectives are 1). Identifying the level of Job Satisfaction of lecturers at the Private Islamic University in Medan City, 2). Studying the factors that affect the Job Satisfaction of lecturers at a private Islamic University in Medan City. The study population was all permanent lecturers at private Islamic universities in Medan, namely Muhammadiyah University of North Sumatra, Islamic University of North Sumatra, Muslim Nusantara University Al-Washliyah, Al-Washliyah University and Al-Azhar University. However, in this study it is only limited to Islamic universities owned by the Islamic Foundation (Islamic Organization), namely UMSU and UMN, totaling 425 permanent lecturers who have functional positions as Expert Assistant, Lector and Head Lector. The sampling technique in this study was carried out using a proportional random sample or proportional random sampling and obtained as many as 219 people. The data analysis method used in this research is the Structural Equation Model method. The results of this study indicate that Spiritual Leadership, Self Efficacy, Locus of Control affect Organizational citizenship behavior. Spiritual Leadership, Self Efficacy, Locus of Control affect Job Satisfaction. Spiritual Leadership has an effect on Job Satisfaction through Organizational citizenship behavior. Self Efficacy has an effect on Job Satisfaction through Organizational citizenship behavior. Locus of Control has an effect on Job Satisfaction through Organizational citizenship behavior

Predictive Path Modelling of Indicators of Secondary School Instructors’ Affective, Continuance and Normative Job Commitment

There is a growing body of literature investigating the impact of retraining and motivation on employee work efficiency. However, little seems to be understood about the effects of employee placement on the commitment of teachers to their jobs. To the best of the researcher's awareness, the partial and composite impact of staff placement, retraining, and motivation on the three aspects of job commitment (affective, continuance and normative) among secondary educators have scarcely been examined. This research was intended to fill this vacuum by using a predictive path modelling approach to analyse the association between these endogenous and exogenous variables. A random sample of 500 secondary school principals was surveyed using two forms of questionnaires. Collected data were analysed and formulated hypotheses tested using Path and multiple linear regression analyses, with the aid of Amos and SPSS packages. Findings indicated that staff placement and motivation were highly predictive of instructors' commitment (at the affective and continuance dimension), but not at the normative dimension; Employee dedication in the three dimensions was not predicted by personnel retraining, but it did result in employee attrition; workers retraining only increased teachers' work commitment when it was augmented with placement and motivation. The combined effect of staff placement, retraining, and motivation was statistically significant in two dimensions of teachers’ job commitment (affective and continuance), but not on the normative dimension. Based on these findings, policy and theoretical ramifications for effective instructional management, assessment, classroom practice, and future study are discussed.
 
 Received: 30 March 2021 / Accepted: 27 July 2021 / Published: 5 November 2021

Acting Proactively to Manage Job Insecurity: How Worrying About the Future of One's Job May Obstruct Future-Focused Thinking and Behavior.

An increasing number of people experience insecurity about the future of their job, making it more important than ever to manage this insecurity. While previous research suggests that proactive coping is a promising way to alleviate job insecurity, we suggest that, paradoxically, it may be particularly difficult to act proactively when feeling emotionally distressed about the future of one’s job. Drawing on the principle of resource scarcity and the Conservation of Resources theory, we propose that affective job insecurity ignites a scarcity mindset that inhibits workers’ future focus and cognitive functioning, thereby undermining proactive career behavior. Additionally, we examine whether income adequacy can compensate for these negative consequences of job insecurity. Results of a three-wave survey study among 108 self-employed professionals during the COVID-19 pandemic showed that initial affective job insecurity was negatively related to cognitive functioning but unrelated to future focus. Yet, the latter relationship was moderated by income adequacy: affective job insecurity was positively related to future focus when participants reported high income adequacy. In turn, future focus was positively related to proactive career behavior, which was subsequently related to lower cognitive job insecurity. Thus, while replicating the finding that workers can proactively manage their cognitive job insecurity, we also showed that initial affective job insecurity may obstruct people’s cognitive functioning. We discuss how our results signal a Matthew effect, in which job insecure people with sufficient means are able to look ahead and proactively build resources to change their career, while job insecure people with insufficient means may fall behind.

Coping with organizational layoffs: Managers' increased active listening reduces job insecurity via perceived situational control.

In this article, we draw on interdisciplinary research and theorizing to posit change in managerial active listening as a lever shaping change in affective job insecurity (AJI). Specifically, drawing on transactional theory, we argue that an increase (decrease) in active listening from one's manager should facilitate a dynamic coping process by strengthening (diminishing) perceived control. In turn, changes in perceived control should shape AJI. Using a longitudinal field study design, we collected three waves of survey data from 268 employees of a large real estate firm that was preparing for restructuring and layoffs. Consistent with our hypotheses, we found support for a mediation model in which an increase in active listening quality predicted a decrease in AJI, mediated by an increase in perceived control. Our findings suggest that in environments characterized by widespread change and impending job loss, an increase in active listening may have a ripple effect in increasing perceived control and decreasing AJI. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

When minor insecurities project large shadows: A profile analysis of cognitive and affective job insecurity.

People are generally thought to worry about potential job loss to the extent to which they view job loss as likely to occur. However, might there be some individuals for whom job loss may be so detrimental that they experience high levels of worry even if they view job loss as less likely? To answer this question, the present study leveraged research on future-oriented cognition to investigate profiles of cognitive and affective job insecurity (JI). We examined how economic job dependency relates to different profiles of JI experiences as well as the implications of these profiles for understanding heterogeneity in work strain. Latent profile analysis using the U.S. International Social Survey Program data set, and replicated in the U.K. data set, revealed three profiles: Employees who are secure in their role and do not worry about potential job loss (secure alignment profile), those who worry significantly about job loss despite perceiving minimal job threats (affective JI misalignment profile), and employees who worry to some extent and perceive minimal job threats (ambivalent JI alignment profile). As anticipated, several economic job dependence factors (perceived employability and education) were predictors of profile membership. Further, those in the affective JI misalignment profile reported the greatest amount of strain. We discuss our results in terms of implications for JI theory and organizational practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Katılımcı liderlik, Duygusal Bağlılık ve İş Tatmini İlişkisi: Örgütsel Güvenin Aracılık Rolü(The Relationship Between Participative Leadership, Affective Commitment and Job Satisfaction: The Mediating Role of Organizational Trust)

Purpose – In this study, the effects of participative leadership on affective commitment and job satisfaction are examined; It was aimed to determine the mediating role of organizational trust between participative leadership and emotional commitment, and participative leadership and job satisfaction. Design/methodology/approach – Relational scanning model was used in this research. The data were obtained by using a questionnaire method with 304 food and beverage employees from accommodation businesses operating in Antalya province and selected by simple random sampling method. SPSS 26 was used for descriptive statistics, reliability tests, correlation analysis, simple linear and multiple linear regression analysis. Findings – According to the results of the analysis, it is seen that organizational trust and participative leadership have a significant effect on affective commitment and job satisfaction. It has been determined that participative leadership also has a significant effect on organizational trust. In addition, it has been observed that organizational trust has a partial mediating role between participative leadership and affective commitment, and a full mediating role between participative leadership and job satisfaction. Discussion –These results show that food and beverage employees working in accommodation businesses are sensitive to participative leadership practices. It can be stated that the participative leadership approach enables the employee to have trust in the organization, to develop an affective belonging/commitment to his organization, which he/she thinks has an impact on the decisions made, and to be satisfied from job. In this context, it is thought that the implementation of managerial methods that increase the participation of employees in decisions will have positive outcomes in both individual and organizational terms.

Self-perceptions of Organizational Justice and Burnout in Attitudes and Behaviors in the Work of Internal Auditors

Abstract Purpose: This study analyzes self-perceptions of justice and burnout in job attitudes and behaviors (job satisfaction, affective organizational commitment, and turnover intentions). Theoretical framework: The literature foresees that perceptions of injustice in the workplace may impact affective organizational commitment (Folger & Konovsky, 1989), job satisfaction (Folger & Konovsky, 1989; Cohen-Charash & Spector, 2001; Colquitt, Conlon, Wesson, Porter, & Ng, 2001), and turnover intentions (Flint, Haley, & McNally, 2013; Vaamonde, Omar, & Salessi, 2018), as well as causing frustration, chronic stress, and burnout (Maslach, 2007). Design/methodology/approach: A quantitative survey was carried out of internal auditors of companies and a total of 124 valid questionnaires were obtained. The data were analyzed using structural equation modeling. Findings: The results indicated direct relationships between distributive justice and behavioral variables. They also revealed mediation by burnout in the relationships between procedural justice and both job satisfaction and affective organizational commitment. They also show that auditors who perceive procedural injustice present turnover intentions when they are emotionally exhausted and in a state of depersonalization. Research Practical & Social implications: This research shows how perceptions of organizational justice are capable of psychologically influencing individuals into displaying positive behaviors (greater job satisfaction and affective organizational commitment) or dysfunctional behaviors (turnover intentions). Originality/value: The paper discusses attitudes of initiative and social interaction and passive attitudes arising from exhaustion and indifference to work, and how these can derive from judgments about resource allocation, decision-making processes, and interactions with supervisors.

THE INFLUENCE OF THE ORGANIZATIONAL PROCESSES ON JOB SATISFACTION

The concept of job satisfaction, which is most often defined as a satisfactory or positive emotional state that arises as a result of evaluating work or work experience, is one of the most important and most researched employee work-related issues. The relevance of the observed concept is the result of the belief that any changes in the level of job satisfaction have numerous positive, but also negative consequences, both for the individual and for the organization. In addition to the demographic or personal characteristics of employees, the cause of changes in the level of job satisfaction may be the related to the organizational elements through which the work environment is shaped. As the demographic characteristics of employees cannot be greatly influenced, the attention of researchers is usually focused on a group of organizational factors or characteristics. Precisely for that reason, the research problem presented in this paper is the influence of the process in the organization on job satisfaction in various organizations operating in the Republic of Srpska. The main goal of this paper is to investigate and determine the existence and nature of the relationship between defined process factors in the organization as independent variables and their impact on job satisfaction as dependent variables. In order to investigate the observed impact and prove the set hypotheses, an empirical research was conducted, using a custom-made survey questionnaire, on a sample of 738 workers employed in 283 organizations from the Republic of Srpska. Reliability analysis, expressed by the Cronbach’s alpha coefficient, shows a very high reliability of the developed instrument for testing satisfaction with organizational design. Testing of the set hypothesis was performed using correlation analysis, and the obtained results confirmed the hypothesis which claims that the processes in the organization affect job satisfaction.

PENGARUH WORK LIFE BALANCE IKLIM ORGANISASI DAN REWARD MASA PANDEMI TERHADAP KEPUASAN KERJA

The purpose of this study was to determine the Effect of Work Life Balance Organizational Climate and Rewards during the Covid 19 Pandemic on Job Satisfaction of PT BNI (Persero) Tbk KCU Palembang employees partially or simultaneously. This research method uses descriptive and verification surveys, field data collection uses questionnaires, interviews and documentation techniques. This research is an associative research, where in this study there are variables that are related and can influence other variables. The population of this study were 78 employees of PT BNI (Persero) Tbk KCU Palembang. Data processing using SPSS 25 analysis tool.The results of the study show that Work Life Balance affects job satisfaction, organizational climate affects job satisfaction, rewards affect job satisfaction, work life balance, organizational climate and rewards during the pandemic affect job satisfaction simultaneously.

Structural relationships among transformational leadership, affective organizational commitment, and job performance: the mediating role of employee engagement

PurposeThe purpose of this paper is to investigate the structural relationships among transformational leadership, affective organizational commitment and job performance, as well as the mediating effect of employee engagement on their relationships.Design/methodology/approachTo examine the structural relationships among the research variables, structural equation modeling analysis and bootstrap estimates were performed using the data of 600 full-time employees working in Korean private organizations.FindingsThe results of the data analysis suggest that transformational leadership had a significant impact on employee affective organizational commitment and job performance through employee engagement as a mediator. Specifically, employee engagement partially mediated the mechanism in which transformational leadership affects employee affective organizational commitment, whereas there existed a full mediation of the association between transformational leadership and job performance.Practical implicationsThe study finding suggested that transformational leadership was the key catalyst in both encouraging affective organizational commitment and task performance of employees throughout the mediator, employee engagement. Thus, organizations need to create a safe and positive environment that promotes employee engagement and should offer interventions for leaders to build skill sets of transformational leadership.Originality/valueBecause previous studies had explored the impacts of transformational leadership on employee positive attitude and job performance separately, there is little known about how these three constructs correlate. By investigating the impacts of transformational leadership on attitude and performance simultaneously in this study, this study expanded to the extant literature by providing better understanding of transformational leadership. Moreover, given that articles on transformational leadership have been limited in the HRD literature, findings of this study can offer trustworthy information for HRD practice and encourage HRD scholars to explore transformational leadership-related research.

I am nice and capable! How and when newcomers' self-presentation to their supervisors affects socialization outcomes.

Whereas meta-analytical research draws a relatively unfavorable picture of the usefulness of self-presentation on the job, our study challenges this view by highlighting the benefits of such behaviors during newcomer socialization. Drawing from social influence theory, the current study examines how and when newcomers' self-presentation, in the form of ingratiation and self-promotion, facilitates their socialization success (indicated by affective commitment, job performance, and promotability) by shaping their supervisors' relational and work-based socialization efforts. Data from a time-lagged field study of 355 newcomer-supervisor dyads provided support for the proposed model. In particular, we found that ingratiation was positively related to supervisor relational socialization effort, which in turn was positively related to newcomer affective commitment. Additionally, self-promotion was positively related to supervisor work-based socialization effort, which in turn was positively related to newcomer job performance and promotability. Drawing on social influence theory's notion that characteristics related to the influencer may further affect self-presentation effectiveness, we found that newcomers' interpersonal influence and work role clarity weakened the positive effects of newcomer self-presentation on supervisor socialization efforts. These findings illustrate how newcomers can achieve desirable socialization outcomes by enacting social influence on organizational insiders with self-presentation, extending the literatures on both self-presentation and newcomer socialization. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

İş Becerikliliği, Duygusal Bağlılık ve Örgüt Temelli Öz Saygının Lider-Üye Etkileşimi Kapsamında İncelenmesi (The Investigation Of Job Crafting, Affective Commitment, Organizational Self-Esteem In The Scope Of Leader-Member Exchange)

Purpose – The main purpose of this study is to reveal whether there is a relationship between leadership and employees' job crafting and affective commitment, and also to determine whether organization-based self-esteem has a mediator role between leadership perception and these variables. Design/methodology/approach – Data collected by survey method from a total of 205 employees of a municipality in Tokat province were subjected to path analysis with Structural Equation Modeling (SEM). Findings – The results of the analysis are based on job crafting of leader-member exchange, organizational self-esteem and affective commitment. It also reveals that organizational self-esteem positively affects affective commitment and job crafting. The original result of the study reveals that organizational self-esteem plays a full mediating role in the effect of leader-member exchange on job crafting and a partial mediating role in its effect on affective commitment. Discussion – In the light of these results, it can be suggested to exhibit practices that increase organizational self-esteem for a more effective leadership, to make the employee feel competent and fulfilled, and also to take various actions in order to have self-confidence and belief. Some methods that can be offered to managers in this context; Supporting the employee with positive feedback, taking into account the factors that strengthen the employee's self - esteem in job design, opening autonomous areas where the employee can personalize success in his / her job, or facilitating the employee to achieve personal success by working in coordination with successful people and opening the way to increase self -esteem through new successes.

The Effect of Financial Stress and Affective Job Insecurity on Hotel Employees Life Satisfaction: A Research Conducted During the Covid-19 Pandemic

Purpose – The Covid-19 pandemic is a global health issue and a devastating factor for many industries. The tourism sector is among these industries, seriously affected by the pandemic. During defining and examining the current situation of tourism employees, working in the tourism industry is important for both the future of the sector and social welfare. This study aimed to examine the effect of financial stress and affective job insecurity levels of hotel employees on their life satisfaction during the Covid-19 pandemic process. Design/methodology/approach – For this purpose, the literature was examined, variables are explained and hypotheses are proposed considering the relations among the variables. In order to test the hypotheses, a survey was conducted with the participation of 391 five-star hotel employees in Antalya. The simple sampling method was preferred among the improbable sampling techniques. Findings – It was found that financial stress and affective job insecurity have a negative effect on life satisfaction. In addition, it has been observed that the financial stress and affective job insecurity levels of the employees are high, and their life satisfaction is moderate or even close to low levels. Discussion – Being under financial stress and perceiving affective job insecurity reduces life satisfaction. Besides physical and mental health is also important. Other business alternatives are extremely scarce during the pandemic period, it is natural for hotel employees to be concerned about the loss of financial stability/loss of income necessary to provide for themselves. In addition, important duties fall on the relevant authorities and the whole society in order to end the pandemic. After the pandemic, it will be correct to follow appropriate policies by looking at the relationship of the variables discussed in the study.

Effects of Authentic Leadership on Work Engagement and Employee Turnover Intention in Malaysia Call Centres

One of the biggest challenges for the call centre industry is the high turnover rate. Past studies revealed that affective commitment, organisational commitment, psychological capital, job satisfaction, work environment and problematic customer behaviours were some of the contributing factors of turnover. However, authentic leadership and the role of work engagement as mediators lacked investigation for the service industry in Malaysia. Therefore, this study aimed to investigate the influence of four dimensions in authentic leadership on employees' turnover intention in Malaysia call centres with work engagement as the mediating role. A total of 389 online surveys were distributed to employees working in call centres in Klang Valley and Cyberjaya. This study obtained 240 valid samples with a return rate of 60%. The results indicated that self-awareness and balanced processing of information had a significant relationship with work engagement. Work engagement was significantly related to turnover intention. Work engagement contributed as a mediator to some variables towards employees' turnover intention. Hence, leaders are encouraged to manage tasks and relational roles. Different leadership styles have their strengths and limitations which could impact the employees' engagement to the company.