Job Outcomes Research Articles

Understanding why do we stay in our jobs? A bibliometric and content analysis of job embeddedness in the past two decades (2001–2021)

PurposeJob embeddedness is considered crucial for organizational success, as it promotes social capital and helps to reduce turnover. A holistic review of job embeddedness remains elusive despite gaining researchers' and practitioners' attention. Therefore, this study aims to synthesize the past literature to understand the concepts and emerging themes in the domain. Further, it helps identify future research avenues and proposes a comprehensive conceptual framework.Design/methodology/approachThe study used bibliographic data of 263 Scopus-indexed publications from inception, i.e. 2001 to 2021, which were subsequently analyzed using diverse bibliometric and content analysis (TCCM) framework and software like Microsoft Excel, Vosviewer and “Biblioshiny” package in R language.FindingsThe study analyzes the domain via performance analysis which sheds light on the increasing publication trends and different significant contributors (authors, publications, countries, journals and universities). Science mapping techniques such as keyword analysis identifies author keyword evolution and trends. The content analysis showcases the dominance of diverse psychological theories applied in the domain. Also, the bibliographic-coupling analysis highlights major clusters and associated research publications. The study provides future research avenues, followed by a conceptual framework highlighting the antecedents, moderators and outcomes of job embeddedness.Originality/valueThis study is the first bibliometric and content analysis exploring job embeddedness and will aid in developing a comprehensive understanding of the research topic.

Workplace Spirituality and Job Outcomes - Explicating the Relationship in Higher Education in Delhi-NCR

Workplace Spirituality and Job Outcomes - Explicating the Relationship in Higher Education in Delhi-NCR

Adaptação e Evidências Psicométricas da Work Volition Scale - Student no Brasil

Abstract The Psychology of Working Theory has achieved notable prominence in career studies for its focus on how various - both individual and contextual - influence careers and job outcomes. “Volition” stands out as one of the key elements of this theory, representing the individuals’ ability to make career choices despite obstacles. This study aimed to adapt and validate both internal and external structures of the Work Volition Scale - Student Version (WVS-SV) to Brazil. A total of 590 university students from public and private institutions of varied courses and semesters, mostly women (59%), took part in the study. Exploratory and confirmatory factor analyses indicated that the scale effectively measured two dimensions: volition and constraints. External evidence, including satisfaction with life and career, supported the theoretical aspects of this construct. The results indicated good psychometric properties of the scale to the Brazilian setting, contributing to a better understanding of career choices among university students.

The Orthopaedic NP Workforce: Results From a Nationally Representative Survey.

Although a growing number of nurse practitioners (NPs) are practicing in orthopaedics, little is known about the workforce. The aim of this study was to estimate the size of the orthopaedic NP workforce, compare it with the workforce of primary care NPs, and investigate the interaction effect specialty NP practice and physician relationships have on NP role perception. We selected licensed, practicing orthopaedic and primary care NPs from the 2018 National Sample Survey of Registered Nurses and compared demographics, education, experience, functional autonomy, and job outcomes. Nationally, 2,796 NPs described their specialty as orthopaedics. Compared with primary care NPs, they spent 27% more time on care coordination, were half as likely to have their own patient panel, and were most likely to say that their NP education was fully utilized when in a collaborative relationship with physicians. Differences between orthopaedic and primary care NPs may call for reform of Consensus Model that currently places specialty practice outside its regulatory network.

Structural Modeling of the Relationship Between Organizational Factors and Negative Job Outcomes Mediated by Job Characteristics Among Teachers in Urmia

Objective: The present study aims to structurally model the relationship between organizational factors and negative job outcomes mediated by job characteristics among teachers in Urmia County. Methodology: This correlational research involved a statistical population of all teachers in Urmia County, totaling 10,000 individuals. The research sample, based on the Morgan table, comprised 373 individuals, selected using proportional stratified random sampling. To measure the variables, questionnaires on organizational support (Eisenberger, 1997), organizational identity (Cheney, 1983), job stagnation (Judith Bardwick, 1988), intention to leave the job (Mobley-Horner, 1978; Lyons, 1971), organizational silence (Vakola & Bouradas, 2005), job autonomy (Jang, 1995), and job security (Nissi, 2000) were used. The content validity of the questionnaires was confirmed by experts and advisors, and the reliability of the questionnaires was estimated to be 0.953, 0.984, 0.968, 0.972, 0.992, 0.918, and 0.980, respectively. In this study, the PLS method was used with the help of Smart PLS 3.2.9 software to fit the conceptual research model and test the hypotheses. Findings: The results indicate that organizational factors (organizational identity and organizational support) have a significant inverse relationship with negative job outcomes (organizational silence, job stagnation, and intention to leave the job). Thus, there is an indirect and significant inverse relationship between the organizational factors of teachers (organizational identity and organizational support) and negative job outcomes (organizational silence, job stagnation, and intention to leave the job) mediated by job characteristics (job autonomy and job security) among teachers in Urmia County. Conclusion: Thus, with an increase in organizational identity and organizational support, teachers' job autonomy and sense of job security increase, which in turn reduces their negative job outcomes, namely intention to leave the job, job stagnation, and organizational silence.

When high work engagement is negative for family tasks: mechanisms and boundary conditions.

Typically, work engagement is positively related to beneficial job outcomes. Earlier studies, however, revealed a "dark side" of work engagement showing negative effects such as more work-family conflict. Using a resource perspective, our study seeks to better understand why and when these negative effects of work engagement occur. Specifically, we test a new model in which the relationship of work engagement with work-family conflict is mediated by organizational citizenship behavior (OCB) and work rumination. Moreover, we argue that employees' resource-building strategies (i.e., job crafting) and resource levels (i.e., psychological capital) buffer resource depletion due to high work engagement. We tested our assumptions in a field study that involved data collected on three measurement points with 523 employees from Nigeria. The measures consist of Utrecht Work Engagement Scale, Organizational Citizenship Behavior Scale, Work Rumination Scale, Psychological Capital Scale, Job Crafting Measure, Work-family Conflict Scale, and demographic variables. Structural Equation Modeling (SEM) was used to test the hypotheses. Results from latent structure equation modelling confirm that work rumination mediates the positive relationship between work engagement and work-family conflict. Additionally, our findings suggest that behavioral engagement (i.e.,OCB) and work rumination mediate the relationship between work engagement and work-family conflict. Moreover, psychological capital mitigated the relationships of work engagement with work rumination, but not job crafting. Our study helps to better understand the "dark side" of work engagement and offers implications on how to mitigate its detrimental relationship with work-family conflict.

Impact of Perceived Overqualification on Job Satisfaction and Performance of Employees: Evidence from Pakistan Agricultural Research Council (PARC)

Overqualification is emerging in today’s modern world, especially in COVID-19. This study was based on data collected from the Pakistan Agricultural Research Council, a renowned scientific and research organization in agriculture sector of Pakistan. A total of 250 Questionnaires were sent online using Google Forms and few were completed physically. The final sample size for data analysis was 214 after questionnaires collection and data cleaning. Results revealed that perceived over qualification has a moderate positive impact on the Job Satisfaction level and performance of employees. It is projected that perceived over qualification does not always have a negative impact on job outcomes and that the organizational environment plays an important role in mitigating the negative effects. Additionally, if an employee's job is effectively planned and the employees believes that they have career and growth chances in the organization, perceptions of over qualification may have a favorable impact on job outcomes.

Antecedents of Employee Wellbeing

Objective: The aim of the current study is to highlight the role of well-being factors affecting employees’ job outcomes in Pakistani context. The current study explores nature of well-being as a psychological construct in recent studies conducted. Methodology: Systematic review of 20 studies is included. This review analyzed how the construct of well-being is measured, which research designs are used and what major outcomes can be drawn based on these studies in organizations of Pakistan.Findings: It revealed that quantitative research designs are used in studies so far. Two third of studies took the construct as employee well-being and studied it as dependent variable. Discussion: The study indicates that many factors play a role in development and decline of well-being in Pakistani organizations. Employee attitudes, interpersonal relations, job performance and outcomes impact well-being behaviors. Narcissistic supervision, emotional exhaustion and workplace bullying are dominant factors lowering well-being of employees.Practical implications: This research is helpful to understand the antecedents of well-being in organizations and provide insights for establishing healthy work environment.

Mapping the family incivility, dissatisfaction and organizational support after the COVID-19 outbreak.

Stress is a pivotal aspect of organizational psychology. Although an individual's attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work. This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support. The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees. Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction. This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning.

Key To Success To Optimal Employee Performance Through Quality Of Work Life

Employee performance encompasses an individual's proficiency, skills, and job outcomes demonstrated while fulfilling their work duties and responsibilities. Evaluating employee performance involves assessing the attainment of predefined objectives, overall work productivity, the caliber of work outcomes, and collaborative effectiveness within the team. This study aims to explore the impact of Quality of Work Life (QWL) and work motivation on the performance of sub-district employees in Lumajang Regency. Employing descriptive and causal research methods, primary data were gathered through interviews and questionnaires distributed to 100 respondents, complemented by secondary data in the form of agency documents. The sample collection utilized a simple saturated technique, and the data analysis employed multiple linear regression. The partial findings indicate a positive and noteworthy influence of Quality of Work Life (QWL) and work motivation on employee performance. The R Square value, at 0.531, signifies that these variables collectively contribute to 53.1% of the variance in employee performance, with the remaining 46.9% potentially influenced by other factors like Organizational Citizenship Behavior (OCB), commitment, and satisfaction.

Work environment analysis to improve employee performance

Workplace conditions significantly impact employee performance. To improve employee performance, the work environment must be considered. An ideal workplace promotes comfort and safety. Supportive work environments improve performance by fostering optimal job outcomes. This study examines how the work environment at the East Java Cooperative and SME Training UPT Office affects employee performance. Descriptive qualitative research is used in this study. People who truly understand the research issue provide qualitative data. These people are prime, essential, and assistance informants. The study collected data through in-depth interviews, participant observation, and documentation. Triangulation was used to assure data correctness and reliability. This survey shows that working conditions are clean, well-lit, peaceful, and safe. The office has air conditioning, Wi-Fi, and other essentials. Superiors and subordinates have developed working relationships. The workplace atmosphere is vital to employee performance. At the East Java Cooperative and SME Training UPT Office, office facilities and work aids boost motivation, safety, and task completion. Outside the physical realm, the work environment affects pleasant relationships, better familial links, and transparency between employees and superiors. These factors inspire employees to perform at their best.

Job Satisfaction in South Africa: The Quest for Job Quality

Job satisfaction is a key determinant in ensuring and maintaining a productive workforce. It is an outcome of the interaction between individual personal characteristics, work values, needs and expectations on one hand and work rewards or outcomes on the other hand. Job quality, in turn, ensures decent working conditions and livelihoods for workers. In this study, we investigated the distribution and determinants of job satisfaction of employed workers in South Africa, drawing on data collected through nationally representative surveys on social attitudes conducted in 2005 and 2015. The findings indicate that what workers seek (value) in a job exceeds their actual experience (outcomes), although the gap between expectation and outcome in the baseline survey has narrowed in the end-point survey. Furthermore, workers tend to favour job outcomes and rewards that are extrinsic in nature over intrinsic ones in current labour market conditions, yet shifts are discernible over time. Where extrinsic needs are satisfied, the importance of intrinsic ones increases.

Examining Medical Staff Well-Being through the Application and Extension of the Job Demands-Resources Model: A Cross-Sectional Study.

For medical staff, job satisfaction is essential for advancement on an individual and organizational level. This study looked into the relationships between challenging job demands, job resources, personal resources, and well-being. Additionally, it examined the potential mediating effects of emotional exhaustion and work motivation within the framework of the job demands-resources (JD-R) model. Results from a cross-sectional study of 267 medical employees at a second-grade comprehensive hospital in Jiangsu, China's mainland, indicated that challenging job demands and job satisfaction were positively correlated and mediated via (decreasing) emotional exhaustion. The relationship between job resources and job satisfaction was found to be mediated via (decreasing) emotional exhaustion and (increasing) work motivation. The investigation also demonstrated that the two regulatory focuses serve different purposes. It was discovered that promotion focus had a favorable effect on work motivation but a negative effect on emotional exhaustion. Conversely, preventive focus only positively predicted emotional exhaustion. Thus, the JD-R model offers a valuable structure for clarifying the job satisfaction of health personnel. The implications for enhancing individual and job outcomes are discussed.

The Analysis of Healthy Lifestyle Mechanisms in Overcoming Stress on Public Accountant Firm Auditors

The problem of stress often occurs in auditors who work in Public Accountant Firms, especially during a peak season. Several previous studies showed that role stress hurts job outcomes. To overcome this, this research tries to provide a solution and test whether a healthy lifestyle mechanism (healthy lifestyle, vitality, and psychological well-being) can minimize the negative impact of role stress (role ambiguity, role conflict, role overload, and job burnout) to job outcome (job satisfaction, performance, turnover intentions, and organizational commitment). The results of this study indicate that a healthy lifestyle mechanism can minimize the negative impact of role stressors on job satisfaction and organizational commitment. However, this study has not been able to prove that a healthy lifestyle mechanism can reduce the auditor's desire to shift work and improve auditor performance. This study also shows the results that job satisfaction can reduce the auditor's turnover intention and organizational commitment is not a factor that can reduce that intention.

Spiritual Leadership and Meaningful Work: The Roles of Intrinsic Motivation and Gender

In recent years, many employees have come to view their work not only as a means to earn a living but also as a source of personal fulfillment and purpose. This shift in perception is driven by various factors, including changes in societal values and the human desire to make a difference in the world. As such, organizations with insufficient knowledge of employees’ need for meaningful work suffer reduced performance and productivity, higher employee turnover, and employees’ physical and mental work-related health conditions. Although prior studies have found that spiritual leadership positively and significantly influences employees’ meaningful work, relatively little is known about the underlying mechanism and the condition under which this relationship occurs. This empirical study aims to investigate how and when spiritual leadership relates to employees’ meaningful work focusing on intrinsic motivation as a mediator and employee gender as a moderator using data from employees of public and private commercial banks in Kenya. The study’s cross-sectional design adopted a self-reported data collection approach. The banks were stratified into three tiers: 1, 2, and 3, and 532 questionnaires were distributed to randomly selected respondents from the tiers, and 448 valid responses were received. A semi-structural equation modeling using SmartPLS 4 was used to analyze the data. The results reveal that spiritual leadership, directly and indirectly, impacts meaningful work partially mediated by intrinsic motivation, while gender moderates this relationship. The study contributes to theory by examining intrinsic motivation and gender as the underlying mechanisms of how and when spiritual leadership translates into employees’ meaningful work. Practically, the findings suggest that incorporating spiritual leadership as a potential leader behavior in the banking sector and paying attention to employees’ gender can improve the perception of meaningful work, which has been found to relate to employees’ well-being and positive job outcomes. Implications of our findings and recommendations for future research are further discussed.

Job Preferences and Outcomes for China's College Graduates

AbstractDespite private enterprises dominating China's labour market, college-educated workers are still highly concentrated in the state sector. Using data from the Chinese College Student Survey, we find that 64 per cent of students in the sample expressed a strong preference for state sector employment. We also identify several factors associated with receiving job offers from the state sector, including being male, holding urban hukou status, being a member of the CCP, performing well on standardized tests, attending elite universities and having higher household income or high-status parental backgrounds. These findings suggest that despite China's economic transition, the private sector may still struggle to attract highly educated workers.

Performance management system and its role for employee performance: Evidence from Ethiopian SMEs

Small and mediumenterprises (SMEs) are crucial to Ethiopia's economy in creating jobs and reducing poverty. Despite the extensive literature on performance management systems (PMS) and employee productivity, there remain unanswered questions regarding which PMS predictors most effectively contribute to improved employee performance. This study aims to investigate the role of PMS in enhancing employee productivity in Ethiopian SMEs using both qualitative methods such as a literature review alongside quantitative techniques like linear regression analysis based on primary & secondary data sources. The findings provide valuable insights into effective strategies for implementing an efficient performance management system that can enhance employees' work outcomes within SMEs operating in Ethiopia.The results show that the implementation of an effective performance management system can significantly improve productivity among SMEs in Ethiopia. The five predictors identified by the linear regression model are important factors that contribute to better work outcomes among employees in Ethiopian SMEs; however, evaluation has been found to have the strongest positive relationship with improved job outcomes among those studied. Based on these findings, we recommend that SME owners/managers/HR professionals implement an effective performance management system that includes clear job responsibilities defined through performance planning, regular feedback provided about progress made towards goals set during the planning stage, periodic appraisals providing constructive criticism as well as recognition for good work done; offering training opportunities helping employees develop new skills or refine existing ones; rewarding high-performing employees who meet or exceed expectations with incentives such as bonuses or promotions can motivate them further.

Moderating Effects of Perceived Fairness between Job Insecurity and Outcomes in Sport during the COVID-19 Pandemic

The COVID-19 pandemic has caused major disruptions throughout the sport and recreation industry. Given the heightened levels of stress and uncertainty brought by the pandemic, the purposes of the current study were to (a) examine the structural relationships among job insecurity, job satisfaction, and turnover intention and (b) test the moderation effect of perceived fairness toward governmental policies and actions during the COVID-19 pandemic among these variables for employees in the sport and recreation industry. The conceptual model, including four latent variables—job insecurity, perception of fairness, job satisfaction, and turnover intention—was developed based on uncertainty management theory. A total of 321 sport and recreation managers in South Korea participated in the online survey. Results of structural equation modeling (SEM) revealed that job insecurity had a partial mediating effect on turnover intention through job satisfaction. The results of the moderated mediation analysis indicated a significant difference for the path from job insecurity to job satisfaction between the group with high fairness perceptions and the group with low fairness perceptions. However, the direction of the effect was contrary to expectations. These results provided an opportunity for empirical examination of the psychological and mental health conditions of sport service employees and relevant implications for governmental policies and actions under conditions of uncertainty, such as the COVID-19 pandemic.

The Impact of Primary Care Practice Structural Capabilities on Nurse Practitioner Burnout, Job Satisfaction, and Intent to Leave.

Lack of structure for care delivery (ie, structural capabilities) has been linked to lower quality of care and negative patient outcomes. However, little research examines the relationship between practice structural capabilities and nurse practitioner (NP) job outcomes. We investigated the association between structural capabilities and primary care NP job outcomes (ie, burnout, job dissatisfaction, and intent to leave). Secondary analysis of 2018-2019 cross-sectional data. A total of 1110 NPs across 1002 primary care practices in 6 states. We estimated linear probability models to assess the association between structural capabilities and NP job outcomes, controlling for NP work environment, demographics, and practice features. The average structural capabilities score (measured on a scale of 0-1) across practices was 0.6 (higher score indicates more structural capabilities). After controlling for potential confounders, we found that a 10-percentage point increase in the structural capabilities score was associated with a 3-percentage point decrease in burnout ( P <0.001), a 2-percentage point decrease in job dissatisfaction ( P <0.001), and a 3-percentage point decrease in intent to leave ( P <0.001). Primary care NPs report lower burnout, job dissatisfaction, and intent to leave when working in practices with greater structural capabilities for care delivery. These findings suggest that efforts to improve structural capabilities not only facilitate effective care delivery and benefit patients but they also support NPs and strengthen their workforce participation. Practice leaders should further invest in structural capabilities to improve primary care provider job outcomes.

Do looks matter for an academic career in economics?

We show that physical appearance plays a role in the success of economics PhD graduates and investigate the underlying mechanisms driving this relationship. Leveraging a unique dataset of career and research productivity trajectories of PhD graduates from leading economics departments in the United States, we provide robust evidence that appearance is a predictive factor for both research productivity and job placement. Our analysis goes beyond establishing the association between attractiveness and success within the profession. By jointly examining appearance, job outcome, and research productivity, as well as the longitudinal development of the latter two over time, we show that the effect of appearance can be partially, but not fully, attributed to its role as a predictor of research productivity, with the remainder of the effect reflecting an intrinsic demand for attractiveness.