Job Outcomes Research Articles

The Job Complexity Effect on Job Outcomes: The Role of Positive Core Self-Evaluation as Moderator

This paper examines the moderating effect of positive core self-evaluation (CSE) in the job complexity and job outcomes (job satisfaction, job performance and job creativity) relationship, using a sample of 295 workers from various public and private sector organizations in Pakistan. The results show that a positive relationship is found between job complexity with job satisfaction, job performance and job creativity. Positive CSE moderates the job complexity and job outcomes (job satisfaction and job creativity) relationship and strengthens the positive relationship between job complexity and these outcomes. However, it does not moderate the job complexity and job performance relationship. The results suggest that individuals with elevated CSE due to positive self-evaluations respond more positively to the challenge stressor of JC and tend to become not only more satisfied with their jobs, but also more creative.

Promoting positive outcomes through strengths interventions: A literature review

This paper reviews studies of strengths interventions published between 2011 and 2016. Strengths interventions aim to promote well-being or other positive outcomes by facilitating strengths identification, and sometimes also strengths use and/or development. The present review provides an overview of the different strengths interventions that are investigated, their effectiveness, and moderating and mediating factors. Results of the 18 (quasi-)experimental studies that were identified through a systematic literature search showed that all types of strengths interventions had positive outcomes in terms of well-being, job outcomes (e.g. work engagement), personal growth initiative, and group or team outcomes (e.g. class cohesion). Hope, positive affect, authentic self-expression, perceptions of the employment relationship, and feelings of social worth were identified as mediators, whereas extraversion and having specific strengths (e.g. persistence) were identified as moderators. Based on these findings, we discuss implications for future research and practice.

Resilience as a moderator of the indirect effects of conflict and workload on job outcomes among nurses.

To examine the relative effects of interpersonal conflict and workload on job outcomes (turnover intentions, burnout, injuries) and examine if resilience moderates the indirect effects of conflict and workload on job outcomes via job-related negative effect. There is interest in understanding resilience in the nursing profession. Placing resilience in the context of the Emotion-Centred Model of Occupational Stress (Spector, ) is a novel approach to understanding how resilience ameliorates the negative effects of workplace stressors. This study used a two-wave survey design to collect data from 97 nurses across medical units. Nurses working in the US were recruited in June 2014 using Qualtrics Panels, an online survey platform service that secures participants for research. Nurses were contacted via email at two time points, two weeks apart and provided a link to an online survey. SPSS v. 23 and PROCESS v2.15 were used to analyse regressions and moderated mediation. Interpersonal conflict predicted turnover intentions and burnout; workload predicted injuries. Job-related negative affect mediated the relationships between stressors and job outcomes except for the direct effect of workload on injuries. Low resilience increased the magnitude of the indirect effects of conflict on job outcomes. Job characteristics like workload predicted unique variability in self-reported physical injuries. Conflict at work, a social stressor, predicted well-being and job attitudes. Highly resilient nurses bounced back after experiencing conflict in the workplace. Resilience should be explored for its potential as a method to reduce the negative effects of social stressors.

Yours emotionally: How emotional intelligence infuses public service motivation and affects the job outcomes of public personnel

We investigate the role of emotions in the public sector and their relation with work outcomes typical of public arenas. We focus on the emotional intelligence of public healthcare staff and its potential impact on public service motivation, job satisfaction, affective commitment and the quality of service to citizens. Using data from 200 nurses in a large Israeli public hospital, we examine a mixed model of direct and indirect relationships. The findings support direct positive relationships between emotional intelligence, public service motivation and job outcomes, and several indirect relationships: (1) the mediating effect of public service motivation in the relationship between emotional intelligence and affective commitment, and (2) the moderating role of emotional intelligence in the relationship between public service motivation and service quality. The impact of public service motivation on self‐reported service quality is stronger for public employees with more emotional intelligence.

To Be or Not to Be Linked: Online Social Networks and Job Search by Unemployed Workforce

Prior research suggests that social connections, including acquaintances, friends, and family, are valuable in a job search process. In these studies, the size of an average job seeker’s network was much smaller and limited by the available modes of communication and the costs associated with maintaining social connections. However, the recent growth of online social networks has enabled job seekers to stay connected with many connections, weak or strong. Thus, the number of online connections—especially weak—has increased significantly. In this paper, we first examine whether an individual’s social network plays a role in driving job search behavior, taking into account online social networking sites (e.g., LinkedIn) and other job search modes. Second, we examine how ties in online social networks (both weak and strong) affect job search outcomes (modeled sequentially as job leads, interviews, and offers), and we compare the findings to job outcomes from traditional job search modes (e.g., career fairs, newspaper, Internet postings, and friends and family). To do so, we first construct an economic model of search behavior incorporating cost and benefit functions; we then estimate the model to recover structural parameters using the survey data of 424 users. Our findings show that users are spending more time searching for jobs on social networking sites. In addition, users’ strong ties play a significant role in job search and are especially helpful in generating job leads, interviews, and offers; the weak ties, on average, are ineffective in generating positive outcomes and marginally negative in some cases. This paper was accepted by Lorin Hitt, information systems.

Authentic Leadership in the Job Demands and Resources Perspective:A Multilevel Investigation

The authentic leadership model posits that authentic leaders can foster their followers’ personal development to produce better job outcomes. The current study adopted the Job Demands and Resources Model (JD-R model, Bakker & Demerouti, 2007) to examine how authentic leadership can enrich employees’ resource reservoir (i.e., job resources and personal resources), to combat against job stressors (i.e., emotional and cognitive demands), and consequently lead them to an optimal psychological state of flow (Csikszentmihalyi,1990; Bakker, 2005, 2008) for better job outcomes (i.e., in- role performance and organizational citizenship behavior). Our analyses of data from 869 employees nested in 68 teams supported the majority of our hypotheses, after taking into account the positive influence of transformational leadership. This study expands the authentic leadership model by showing that authentic leadership can enhance employee job outcomes not only through increased personal resources, but also through increased job resources in the supportive, developmental work environment. In addition, future research on authentic leadership should consider whether its effects on employee job outcomes are bounded by job demands. This study is also among very first to respond to Schaufeli (2015) and Bakker and Demerouti’s (2016) call to investigate leadership as an independent factor in the JD-R framework (Bakker & Demerouti, 2016). Practical implications are discussed at the end of the paper.

The impact of a training intervention developing Psychological Capital on job search success

The purpose of this study is to explore whether training job seekers in the positive psychological resource of Psychological Capital (PsyCap) facilitates their job search activities and outcomes. Adopting a pre, post-test experimental design we developed PsyCap among job seekers and through a longitudinal design, we examined the impact of the PsyCap training on their job search success. Our findings demonstrated that more job seekers obtained employment in treatment than control condition. Moreover, those who received the PsyCap training (treatment group) had more interviews, more job offers and lower levels of job search behavior three months following the intervention compared to the control group. The important role of PsyCap in pursuing employment, as well as the practical implications of developing the positive psychological resource of PsyCap for both job seekers and career counselors are discussed.

Unlocking emotional mechanism of injustice-outcome relationship; mediating role of episodic envy

Extending the efforts of previous researchers, this study aims at developing a causal model assimilating the emotional mechanism of perceived injustice and job outcome relationship through episodic envy. The research examined the main and indirect effects of perceived injustice types on job- related behavioral outcomes (organizational and interpersonal deviance, job performance, OCB) and employee’s turnover intentions. The findings significantly supported the assertion that episodic envy mediates this relationship. The findings are also discussed in terms of its practical and theoretical implications at the end.

The persistence of overeducation among recent graduates

This paper tests whether overeducation at the beginning of a graduate’s job career is a trap into continuing overeducation later on, or a stepping stone to a job that matches the candidate’s qualifications. We focus on a sample of higher education graduates and shape the decision of accepting an overducated job in a dynamic treatment framework. We distinguish between apparent overeducation (i.e. overeducated only) and genuine overeducation (i.e. both overeducated and skills mismatch) and investigate the causal effect of both types of overeducation of future job outcomes. We find evidence that overeducation at the beginning of a career leads to a greater likelihood of being overeducated later on, with no real differences between apparent or genuine overeducation. Nonetheless, interesting national heterogeneities emerge, with Southern, Eastern and Continental graduates facing systematic trap into overeducation (genuine and apparent), while their UK peers are trapped only if they accept their first job immediately after graduation. For Scandinavian graduates, larger negative effects are found if they are apparently overeducated for their first job.

Job outcomes among Korean graduates with vocational qualifications

PurposeThe purpose of this paper is to ascertain the status of recent Korean four-year college students’ acquisition of vocational qualification certificates (hereinafter “certificates” or “qualifications”), the factors that influence certificate acquisition, and the resulting employment and wage effects.Design/methodology/approachRegression analysis was conducted on the data from the Graduates Occupational Mobility Survey.FindingsThe results showed that females and medicine and education majors had higher rates of vocational qualifications, as did the students in provincial as compared to metropolitan areas and students with high grades. In terms of effects on labor market outcomes, vocational qualifications exert a moderate degree of positive influence on employment rate, wage at the time of initial employment, and current wage (i.e. there is a persistent wage effect).Originality/valueThis study will provide policy implications to decrease youth unemployment in Korea and worldwide as well as to build employment services supporting the acquisition of vocational qualifications across various disciplines.

Using Data Variety for Efficient Progressive Big Data Processing in Warehouse-Scale Computers

Warehouse Scale Computers (WSC) are often used for various big data jobs where the big data under processing comes from a variety of sources. We show that different data portions, from the same or different sources, have different significances in determining the final outcome of the computation, and hence, by prioritizing them and assigning more resources to processing of more important data, the WSC can be used more efficiently in terms of time as well as cost. We provide a simple low-overhead mechanism to quickly assess the significance of each data portion, and show its effectiveness in finding the best ranking of data portions. We continue by demonstrating how this ranking is used in resource allocation to improve time and cost by up to 24 and 9 percent respectively, and also discuss other uses of this ranking information, e.g., in faster progressive approximation of the final outcome of big data job without processing entire data, and in more effective use of renewable energies in WSCs.

Linking Ethical Leadership with Employee Work Outcomes: The Moderating Role of Conscientious-ness

Ethical leadership continues to receive considerable attention due to its influence on var-ious job outcomes. This study examines the effect of ethical leadership on job outcomes (employee well-being and employee voice). It demonstrates how good faith directs the relationship between ethical leadership and job outcomes. Data were collected from 180 employees of 6 Non-Government Organizations (NGOs) in Peshawar through question-naires. Results show that ethical leadership is positively related to employee well-being and employee voice. The findings of the study show that H1and H2 was accepted and there is a strong relationship among ethical leadership, employee voice, employee well-being. The main contribution of this study was to find the moderating effect of conscien-tiousness was also significant for both dependent variables. H3 was also accepted. The future implication shows that the organizations can identify those aspects through which employee work outcome can be improved. The use of ethical leadership strategies can allow managers to build positive attitudes in an employee which results in employee well-being.

Difference of Employee Customer Orientation between Service and Production Departments and Its Effects on Job Outcomes

The current research aims to reveal how frontline employees working in both service and production departments differ in their customer orientation, and further to explore the effect of customer orientation on job effort and job performance of all employees. Based on the survey data of 828 frontline employees from 81 teams in a large technical service company, multilevel analysis showed that: a) compared with employees in production departments, those in service departments had stronger customer orientation, were rated by their immediate supervisors as with a higher level of job effort and better job performance; and b) customer orientation mediated the effects of department function on job effort and job performance. This study contributed to the customer orientation research by demonstrating how customer orientation could help increase employee’s effort and job performance in service or production department, and by cross validating the positive effect of employee customer orientation in the technical service organization--a relatively new context. Moreover, the findings also had practical implications for companies in implementing the customer-oriented strategy.

Evaluation of employment-support services for adults with autism spectrum disorder.

The employment rate among persons with autism spectrum disorder has been noted as unacceptably low. Employment-support services are increasingly linked to the potential for favorable job outcomes, yet little is known about employment-support practices and the outcome of these interventions. This mixed-methods study examined employment-support resources for persons with autism spectrum disorder. An online survey was completed by 137 senior clinicians or administrators in employment-support programs in Canada. Additionally, 122 follow-up interviews were conducted with individuals with autism spectrum disorder (n = 71) and their parents/caregivers (n = 51). Findings indicate that the quality and beneficial impact of employment-support services for adults with autism spectrum disorder may be more favorably perceived by employment-support personnel than by individuals with autism spectrum disorder and their families. Furthermore, employment-support personnel were more disparaging about autism spectrum disorder vocational support capacity within their community, compared to their own programs. Individuals with autism spectrum disorder and their families seek services that support both accessing and retaining employment. Capacity-building in employment support for youth and adults with autism spectrum disorder is recommended, based on a reported insufficiency of, and a lack of evidence guiding, existing services. Program recommendations and an emerging model for integrated vocational support in autism spectrum disorder are offered.

Does hotel employees’ quality of work life mediate the effect of psychological capital on job outcomes?

PurposeThis study aims to investigate quality of work life (QWL) as a partial mediator of the impact of psychological capital (PsyCap) on service recovery performance (SRP) and turnover intentions (TI).Design/methodology/approachData were obtained from 288 frontline employees in ten five-star hotels with a one-month time lag in three waves in Busan, Korea. Structural equation modeling was used to assess the direct and mediating effects.FindingsAs expected, PsyCap heightens QWL and SRP, while it reduces propensity to leave the current organization. QWL partially mediates the association between PsyCap and the two critical outcomes.Practical ImplicationsManagement of hotels should recognize the importance of PsyCap and assess candidates’ PsyCap during selection process. Using the PsyCap questionnaire, organizations can select candidates who possess positive personal resources. In addition, hotels may consider the assessment of frontline employees’ PsyCap to ascertain which employees can succeed in challenging situations. It is also important to create a healthy and happy environment where employees are willing to be more productive and contribute more to organizational performance.Originality/valueThe extant hospitality research is devoid of empirical evidence about the outcomes of PsyCap and QWL such as SRP.

Workplace bullying, workplace relationships and job outcomes for police officers in Australia

One alleged consequence of new public management (NPM) methods and practices, bullying, is seriously under-researched. The authors examined the impact of workplace relationships on police officer bullying and job outcomes. The quality of supervisor relationships seemed to buffer officers’ perceptions of bullying and, hence, their job outcomes. The consequences of the present post-NPM management practices are problematic, with negative implications for police officers in forming effective workplace relationships, which then negatively impact job outcomes, thereby affecting the quality of services delivered to the public.

A cross-cultural examination of the curvilinear relationship between perceived demands-abilities fit and risk-taking propensity

We propose a U-shaped relationship between perceived demands-abilities (D-A) fit and risk-taking propensity that is contingent on individual-level uncertainty avoidance and test this relationship in the U.S., China, and Japan. We find a consistent cross-cultural support for the main curvilinear relationships, whereas the moderating role of individual-level uncertainty avoidance is supported in the U.S. and Japan, but not China. Our results challenge the conventional wisdom that relationships between fit and job outcomes are linear and open up new research avenues for person-environment research which should examine both ‘bright’ and ‘dark’ sides of fit.

Workplace Discrimination against Sexual Minorities: Subtle and not‐so‐subtle

AbstractSexual minorities (lesbian, gay, bisexual, and transgender individuals; LGBT) experience workplace discrimination that leads to decreased physical and emotional well‐being, and negative job outcomes. LGBT individuals may also experience microaggressions and ostracism in the workplace. Microaggressions are brief and subtle slights or insults that can be either conscious or unconscious, which have negative consequences similar to direct “old‐fashioned” forms of discrimination. Ostracism, being ignored and excluded, has similar negative outcomes. Microaggressions and ostracism are often ambiguous and difficult to substantiate legally, whereas other forms of discrimination can be observed directly. We review the literature on microaggressions and ostracism, which have recently been investigated with LGBT populations, suggesting future research directions. We suggest practices for encouraging an organizational climate of acceptance. Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd.

Do Transnational Child-Raising Arrangements Affect Job Outcomes of Migrant Parents? Comparing Angolan Parents in Transnational and NonTransnational Families in the Netherlands.

Transnational family literature has established that parent–child separations affect negatively on the emotional well-being of migrant parents. Less attention has been paid to other effects separation can have on these parents’ lives. Building on insights from transnational family studies and organizational psychology, this article explores the potential link between transnational family life and job outcomes. In particular, two potential negative outcomes are analyzed—job instability and job absenteeism—by comparing Angolan parents whose children live in Angola with Angolans who live with all their children in the Netherlands. Based on mechanisms identified by organizational psychology literature, mediation analysis is conducted. Results indicate that transnational family life increases the times migrant parents change jobs, which is partly mediated by low levels of happiness. Further analyses indicate that especially transnational parents who have limited contact with their children change jobs more often. No significant differences are found with regard to job absenteeism.

Distance to Promotion: Evidence from Military Graduate Education

While a large literature has studied the effects of different education delivery modes on course grades and related education outcomes, we know much less about how these delivery modes impact subsequent job performance. Using a unique dataset of US military officers pursuing graduate education at the Naval Postgraduate School, we implement propensity score matching methods to identify the effects of distance education programs on academic and job outcomes such as promotion within the military and separation from the military. The distance education degree programs in our context share many common features with online programs that are growing in number by the day. We find a large and negative impact of attending distance education degree programs on average GPA, graduation, number of thesis extensions, promotion and separation from the military. That said, the average effects of distance education mask substantial heterogeneity by group. The negative effects are smaller among pilots and Hispanics compared to among junior military officers and individuals who earned their undergraduate degrees from public universities.