Critical Psychological States Research Articles

Mediating Role of Critical Psychological States in Relationship between Person–Job Fit and Intention to Leave in Uganda

This study aimed at determining the role of critical psychological states in the relationship between person-job fit and intention to leave among medical workers of Mulago National Referral Hospital in Uganda. The study adopted a cross sectional descriptive survey design. A sample of 475 medical workers was selected. Based on a structured questionnaire with Likert type statements this study used both descriptive and inferential statistics for data analysis. To test the hypothesis that critical psychological state mediates the relationship between person-job fit and intention to leave, Baron and Kenny four-step regression analysis was used. The study results confirmed that critical psychological state mediates the relationship between person-job fit and intention to leave. The results have contributed to the job characteristics theory, and it advises organisations to improve the fit between employees and their jobs, make jobs more meaningful and give employees responsibility for their work, and provide feedback to employees.

Core Job Characteristics and Personal Work Outcomes: The Mediating Role of Critical Psychological States: Empirical Evidence from Northern Cyprus Hotel Sector

Abstract Background and purpose: The purpose of this study is to investigate the relationship between core job characteristics (CJC) and personal work outcomes (OUT), as well as the roles of experienced meaningfulness of work (EMW) and experienced responsibility for outcomes of work (EROW) in mediating the CJC–OUT relationship. Specifically, this study attempts to examine the effectiveness of CJC in improving EMW and EROW and to shed light on the roles of EMW and EROW in enhancing the OUT of employees in the Northern Cyprus hotel sector. Methods: This study adopted a quantitative approach to collect and analyze the data from 420 tourism stakeholders in Northern Cyprus hotel sector. A partial least squares (PLS) technique using Smart-PLS was applied to test the direct relationships within the research model and determine any mediating effects. Results: The analysis revealed strong support for meaningfulness of work and experienced responsibility for outcomes of work acting as partial mediators in the relationship between core job characteristics and personal work outcomes. Moreover, core job characteristics was found to have a reasonable direct effect on personal work outcomes, experienced meaningfulness of work, and experienced responsibility for outcomes of work. Conclusion: The current study points to the importance of including experienced meaningfulness of work and experienced responsibility for outcomes of work as mediating variables to understand better the relationship between core job characteristics and Personal work outcomes. Several theoretical and practical implications are included before pinpointing the directions of potential future studies that makeup on the evidence-based argument regarding the results of this study. Lastly, top management in hotel sector would benefit from job redesign because the results demonstrated that the core job characteristics have a positive effect on their work outcomes.

Development of Instrument to Assess Influence of Extension Conference on Intended Outcomes

The Annual Conference for Mississippi State University Extension is the sole event at which the majority of Extension personnel gather for networking, organizational updates, recognition of efforts, and professional development. Extension leaders plan this conference with intended outcomes but without ever evaluating those outcomes beyond attendee satisfaction. We developed an evaluation instrument to determine how certain conference events influence participants’ critical psychological states and ultimately, their perceived motivation, professional enrichment, opportunities for networking, professional accountability, and organizational awareness. Rather than simply assessing attendee satisfaction, this instrument may help inform planning for successive Extension conferences and other professional development events.

PRESENTEEISM OF CLASS TEACHERS: WELL-BEING AS A CRITICAL PSYCHOLOGICAL STATE IN THE MEDIATION OF JOB CHARACTERISTICS

ABSTRACT Purpose: Test job fulfillment as a mediator of the relationship between work design and presenteeism in teachers. Originality/value: Presenteeism is one of the reasons for teachers to underperform in the classroom. Many models explain organizational results, among which the Job Characteristics Model. That model, however, has not yet been tested with presenteeism, and, as it proposes, it will be predicted by work design mediated by positive work-related attitudes (i.e., eudaimonic well-being). Design/methodology/approach: A total of 2,282 public school teachers participated in the study, of which 71.1% were women. They completed the scale of job fulfillment, the Stanford Presenteeism Scale, and the full work design taxonomy in the Brazilian version. Direct and mediated relationships were tested, and the Job Characteristics Model was partially confirmed. Findings: For not completing work, mediation is confirmed only to the task identity subcategory of work design. Here, direct relationships with scheduling autonomy and social support were observed. For avoiding distraction, mediation occurred only for social support, and comfort at work. The subcategories decision-making autonomy, physical demands, and job complexity are directly related. We discuss the mediating role of critical psychological states and other positive triggers that could mediate the relationship between work design and organizational outcomes, such as emotions.

“That’s my job” Exploring the effect of brand empowerment towards employee brand equity: Mediating role of employee critical psychological states

Purpose – Based on the recent call to unfold the dynamics of employee psychological states in branding i.e. employee brand understanding and brand psychological ownership, this study aims to investigate the relationship of brand empowerment, employee psychological states and its outcome i.e. employee brand equity. Moreover, the study tried to investigate the mediating role of employee psychological states i.e. employee brand understanding and brand psychological ownership in the relationship of brand empowerment and employee brand equity. Design/methodology/approach – Survey method was adopted to collect the data from the respondents of public sector banks. Data were collected from 374 employees working in the banking sector through proportionate stratified random sampling technique. Findings – Results of this study confirm the positive relationship among brand empowerment, employee psychological states i.e. employee brand understanding and brand psychological ownership and employee brand equity. Furthermore, employees’ psychological states have a mediating role in the relationship between brand empowerment and employee brand equity as illustrated in the job characteristics theory. Past studies in branding literature have revolved around employees’ psychological states and their impact on personal outcomes i.e. employee brand equity. Originality/value – Based on the recent call to explore the dynamics of employee psychological states, the present study tries to dig the theory by investigate the link between brand empowerment and employee brand equity.

Job satisfaction among Swedish soldiers: Applying the Job Characteristics Model to newly recruited military personnel

ABSTRACTA professional military organization was introduced in Sweden in 2010. This means that the Swedish Armed Forces (SAF) need to attract and employ soldiers, and to retain them within the organization. This scenario creates new types of challenges in manning the organization. The transition to an all-volunteer force puts job satisfaction in focus in order to retain personnel. This cross-sectional study of the relations between working conditions and job involvement among 300 recently employed soldiers showed that the dimensions of the Job Characteristics Model related significantly to job satisfaction and work motivation and (negatively) to turnover intentions from the SAF. The results further showed that all the critical psychological states contributed independently to the variance in the outcome variables.

Examining the Mediating Role of the Critical Psychological States between Job Characteristics and Job Satisfaction among Employees in the General Media Sector in Syria

This study examines the Relationship between Job characteristics and job satisfaction among employee in the general media sector. Job characteristics (i.e., Task variety, Task identity, Task significance, autonomy, and feedback) were tested as predictors of job satisfaction by using three critical psychological states as mediator variables. Data were collected from 103 employees working in many different sections by using JDS survey. Consistent with studies conducted in this domain SPSS was the basic tool especially hierarchical regression analyses. The study revealed that all job characteristics dimension was positively related to job satisfaction, and three CPS. And for mediation role we found all three CPS variable play this role but with different rates.

Employee critical psychological states as determinants of employee brand equity in banking: a multi-group analysis

The objective of the study is to investigate the moderating role of affective sentiments of brand psychological ownership of an employee in the relationship among the cognitive sentiments of employee brand understanding and employee brand equity of conventional and Islamic banks. Survey method was adopted to collect data from respondents from conventional and Islamic banks. Data were collected from 279 employees from the banking sector using two-stage probability sampling. Disproportionate stratified random sampling and simple random sampling were employed to collect responses. To analyze the data, multi-group analysis was applied using PLS-SEM technique through SmartPLS 3.0. Results demonstrated that congruence between brand image and individuals has a moderating effect on the relationship between brand confidence and employee brand equity in conventional banking. Responsibility to maintain brand image has a moderating effect on the relationship between brand knowledge and employee brand equity in conventional banking. In case of Islamic banking, only congruence between brand image and individuals exhibited a moderating role on the relationship between brand knowledge and employee brand equity. The importance of brand understanding of employees and psychological ownership of a brand has been widely discussed in branding literature. However, only a few studies investigated the relationship between dimensions of employee brand understanding and the employee brand psychological ownership with employee brand equity. The cognitive and affective sentiments of both exogenous latent constructs, their relationships, and the interaction effect of cognitive and affective sentiments were seldom discussed in branding literature. This study covers the in-depth view and investigation of brand understanding of employ¬ees and the affective and cognitive sentiments of brand psychological ownership with em¬ployee behavior toward a brand. This study also uncovers the moderating role of affective sentiments of brand psychological ownership on the relationship between cognitive senti¬ments of employee brand understanding and employee brand equity. This study will help researchers analyze the in-depth role of affective and cognitive sentiments on brand sup¬portive related behavior of employees.

Marrying personality and job resources and their effect on engagement via critical psychological states

This study examined the process by which individuals become engaged with their jobs by integrating seminal engagement theory. More specifically, we suggest that an individual factor (i.e. autotelic personality) and two contextual factors (i.e. feedback environment, job autonomy) interact to predict work engagement through three critical psychological states – namely availability, meaningfulness, and safety. This moderated mediation framework was tested using a cross section of the US population (n = 284); data were collected at two points in time with 3 months in between. Availability and meaningfulness mediated the relationship between autotelic personality and work engagement. Autotelic personality’s indirect effect on work engagement through meaningfulness and safety was conditional such that the nature of feedback environment’s effect depended on job autonomy level. Theory and practice implications are discussed.

Under Construction

The Under Construction Exercise was developed by the authors to highlight key factors of work design that when implemented among the work group or entire organization can lead to an environment conducive to fostering satisfaction and motivation. In the exercise, groups are assigned to one of four different conditions that are designed to emulate elements of the Job Characteristics Model: the core job dimensions, critical psychological states, and personal and work outcomes. Students work in groups to complete a LEGO building project in a short amount of time and are then asked to reflect on the activity. Instructions for conducting and debriefing the 45-minute exercise are followed by students’ reactions to the activity.

Moderating Influence of Critical Psychological States on Work Engagement and Personal Outcomes in the Telecom Sector

Organizations want their employees to be engaged with their work, exhibiting proactive behavior, initiative, and responsibility for personal development. Existing literature has a dearth of studies that evaluate all the three key variables that lead to optimal employee performance— critical psychological states (CPSs), work engagement, and personal outcomes. The present study attempts to fill that gap by linking the variable CPSs (which measures experienced meaningfulness, responsibility, and knowledge of results) with the other two. The study surveyed 359 sales personnel in the Indian telecom industry and adopted standardized, valid, and reliable instruments to measure their work engagement, CPSs, and personal outcomes. Analysis was done using structural equation modeling (SEM). Findings indicated that CPSs significantly moderate the relationship between personal outcomes and work engagement.

온라인 게임 플레이 과정에서 인지적 성과, 자아효능감, 자아존중감이 플레이어의 몰입 경험에 미치는 영향

본 연구는 온라인 게임을 플레이하는 동안 경험한 몰입의 경험은 플레이어의 어떤 심리요인에 의해 영향을 받는지를 분석하였다. 이를 위해 본 연구에서는 게임 기획과정에서 중요하게 고려하는 플레이어의 역할 설정과 관련된 자아존중감, 미션디자인과 관련된 인지적 성과, 레벨 디자인과 관련된 자아효능감을 주요 심리요인으로 분석하고, 이 3가지 심리요인이 몰입에 미치는 영향을 구조방정식 모형을 통해 가설 검증하였다. 먼저 플레이어의 역할 설정이 잘 진행되어 플레이어가 자아존중감을 높게 경험한 경우, 미션설계가 잘 되어 플레이어가 자신에게 주어진 목표를 효과적으로 성취할 수 있도록 게임 플레이가 가능하다는 인지적 성과가 높은 경우, 마지막으로 레벨 디자인을 통해 제시된 과제의 난이도에 대해 플레이어가 충분히 게임 플레이를 할 수 있다는 자아존중감이 높을 경우 플레이어는 게임 플레이 과정에서 몰입을 높게 경험한다는 점을 설문조사를 통해 밝혀냈다.

How enablers for lean product development motivate engineers

This paper discusses how intrinsic motivation is affected by lean enablers such as clear project objectives and Customer Requirements (CR), continuous improvement and cross-functional teams. It is assumed that – if you know what the customer wants, are able to collect a broad variety of ideas and define potential risks as early as possible, and finally continuously work to solve all problems along the way – you probably work according to a lean product development approach. Nevertheless, how does this picture fit into motivation theory and engineer critical psychological states? To investigate this question, a survey was undertaken among Norwegian automotive suppliers. The results show that only the variable CR are significantly related to motivation. Accomplishing CR is seen as the primary activity by product developers and believed to be in closer proximity toan engineer than the other variables.

Work Motivation Through the Design of Salesperson Jobs

AbstractThe validity of a job diagnostic model to (re)-design salespersons' jobs is investigated. The model purports that a number of core job dimensions and individual differences interact to affect critical psychological states which, in turn, influence work motivation, satisfaction, and performance of people at work. The results indicate that the model holds promise in analyzing salespersons' jobs. Possible managerial implications and limitations are also discussed.

Enjoyment as a mediator in the relationship between task characteristics and work effort: An experience sampling study

We studied the mediating role of enjoyment in the relationship between task characteristics and work effort. To this end, an experience sampling study was implemented in which 50 employees reported on the characteristics of the task they were performing, their level of enjoyment, and their level of work effort five times a day for five working days. Results revealed that, at the concurrent level, task characteristics related to changes in task enjoyment, and that these changes were related to changes in work effort. Moreover, the relationships did not disappear when controlling for the three critical psychological states of the job characteristics model (i.e., experienced meaningfulness, experienced responsibility, and knowledge of the results). No cross-lagged relationships were found between enjoyment and work effort. Implications for studies on effort and motivation as well as practical implications are discussed.

A study on job satisfaction in service institution - context and model bound approach

This study is an analysis of faculty satisfaction in a government educational institution in India. The study highlights a causal model structural equation modelling (SEM), incorporating the five job characteristics dimensions and three critical psychological states proposed by Hackman and Oldham. In this study these dimensions are considered on the basis of their importance and factors which motivate the faculty internally for their job satisfaction. Results reveal that the prioritised dimensions of faculty job satisfaction are based on autonomy that is, the psychological state which makes them responsible for the outcomes of the work. The meaningfulness of their job and knowledge of the actual result of their job also contribute to the job satisfaction of faculty.

Un modelo integrado de motivación laboral aplicado a una mestra multicultural

An integrated model of work motivation was tested in a multicultural sample by analyzing the construct and convergent validity of the measurement tools included in the HSA-Mot model. This model integrates within a relationship network a number of key motivational constructs that operate on different levels: needs, instrumentality, self-efficacy, equity and critical psychological states (knowledge of results, responsibility and meaningfulness). Two cross-sectional studies were conducted. The first concerned four different samples of employees from Chile, Spain, the United Kingdom and Portugal. The construct validity of the measurement tools was studied by means of a CFA. The second study, involving a sample of Mexican workers, analyzed the convergence between the motivational measures proposed by the integrated model and other measures of motivation. The results of both studies were positive and revealed high fit indices between the data and the proposed theoretical model (values above .90 and residuals below .08), as well as high convergence with the other measures used (correlations above .6). The HSA-Mot model shows correct index of validity in its measurement tools and, more importantly, provides key information for tailoring interventions once low levels of motivation have been detected.

What makes a group of good citizens? The role of perceived group‐level fit and critical psychological states in organizational teams

Recent studies have expanded the construct of organizational citizenship behaviour (OCB) to the group level and demonstrated its significance in predicting group performance. In this study, we have further expanded this growing stream of research regarding group‐level OCB (GOCB), by identifying distinct group characteristics that predict GOCB. Specifically, we have isolated perceived group–organization (G–O) fit and group–task (G–T) fit as meaningful antecedents of GOCB. We further propose that the perceived G–O and G–T fit influence GOCB by shaping two intermediate psychological states of group members: cohesion and group efficacy. Our findings, which were based on multi‐source data collected from 43 organizational teams, demonstrated that cohesion completely mediated the effect of perceived G–O fit on GOCB. Group efficacy, however, proved not to be a significant mediator of the relationship between perceived G–T fit and GOCB. Instead, G–T fit had a significant direct effect on GOCB. This study highlights the significance of group‐level conceptualization of group–environment interaction as a potential driver of various group processes and outcomes.

An Exploratory Study of the Team Characteristics Model Using Organizational Teams

Research on teamwork in organizations has typically found positive outcomes for employees, such as high productivity, improved satisfaction, and a greater feeling of influence over their work. An important research question is, How does participating on teams lead to these positive work outcomes? In 1976, Hackman and Oldham developed their Job Characteristics Model to explain how effective job design can lead to positive work outcomes for individuals. A Team Characteristics Model was developed to explain how effective work group design can lead to positive work outcomes for teams, and it was tested on team members working on six organizational teams over a period of 4 months. The Team Characteristics Model was generally supported for the critical psychological states but generally not supported for work outcomes. Across all employees, higher levels of the critical psychological states were significantly correlated with higher levels of work outcomes. Suggestions are made for future research using the model.

Using the job characteristics model to compare patient care assignment methods of nurses

The aim of this study was to use Hackman and Oldman's job characteristics model to compare 2 methods of patient care assignment as perceived by nurses in 12 inpatient units of Alexandria Main University Hospital. The job diagnostic survey was used to determine nurses' perceptions toward the components of the model in relation to their performance in utilizing the case and functional methods of patient care assignment. The jobs of intensive care unit nurses who utilized the case method were more enriched than those who utilized the functional method of assignment in the general care units, in terms of their perception scores towards all parts of the model (core job characteristics, critical psychological states, affective and personal outcomes, context satisfaction and individual growth-need strength).