Mediating Effect Of Job Satisfaction Research Articles

Predictive model of organizational justice, job satisfaction, and commitment: The context of the state media sector in the Ethiopian federation

The purpose of the present study was to examine the relationship among interactive justice, overall job satisfaction, and organizational commitment in the Ethiopian federal state media sector. Data were gathered from samples of journalists working for Ethiopian Television, Addis Ababa Media Network, Ethiopian Press Agency and Ethiopian News Agency using self-administered scales. Findings of multiple regression analyses indicated that job satisfaction and interactive justice together explained more than a third of the variance in organizational commitment. Partial least squares methods further showed paths: (a) between interactive justice and commitment, (b) interactive justice and job satisfaction, (c) job satisfaction and commitment were significant. A mediation effect of job satisfaction on the relationship between interactive justice and commitment was also observed. Further analyses showed that, except for educational level, all other biographical and institutional antecedents played no significant role in the prediction of commitment. Implications are discussed in relation to the human resource management of media institutions.

Social support for child care staff. Effects of Childcare Center Evaluation System on the Mediation Effect of Job Satisfaction

본 연구는 보육교직원에 대한 사회적 지지인 원장지지와 동료지지가 직무 만족을 매개하여 어린이집 평가제인식에 미치는 영향에 대한 경로를 밝히는데 그 목적이 있다. 영유아들에게는 양질의 보육서비스를 받고, 어린이집 운영에서의 효율적 관리 뿐 아니라 보육교직원에 대한 근무환경 제공 등의 기대가 반영될 수 있도록 도움을 주고자 하는 데 필요성을 갖는다. 연구대상은 수도권(서울시, 인천시, 경기도)에 소재한 어린이집에서 근무하고 있는 보육교직원 중 보육교사 358명을 대상으로 연구를 실시하였다. 수집된 자료를 바탕으로 SPSS 22.0 프로그램을 사용하여 기술 통계치를 살펴보았고, AMOS 22.0을 활용하여 변수 간 직접효과와 간접효과를 검증하기 위해 구조방정식 모형 분석(SEM)을 실시하였으며, 간접효과의 통계적 유의성과 신뢰성을 확인하기 위해 부트스트랩(Bootstrap)분석을 실시하였다. 연구결과 원장지지는 직무만족과 어린이집 평가제인식에 통계적으로 직접적인 유의한 영향을 미치며, 구조모형분석결과 또한 원장지지는 직무만족을 매개하여 어린이집 평가제인식 사이에서 유의한 영향이 나타났다. 동료지지는 직무만족과 어린이집 평가제인식에 유의한 영향을 미치지 않았으며, 구조모형분석 결과 또한 어린이집 평가제인식의 관계에서도 유의하지 않은 결과로 확인되었다. 본 연구는 보육교직원에 대한 사회적지지인 원장지지와 동료지지가 직무만족을 매개하여 어린이집 평가제인식에 미치는 영향에 대한 직‧간접적인 효과를 확인하여 어린이집 평가제가 일회적인 평가가 아니라 지속적인 질 향상 과정이며, 형식적인 틀에서 벗어나 원장과 보육교직원이 전문성을 발휘하는 역할이 되기 위한 총체적으로는 보육교직원이 근무에 만족할 수 있는 어린이집 평가로 추구되어야 할 것이다. 이는 궁극적으로 어린이집 평가제를 통해 영유아에 대한 복지의 구현과 보육교직원에 대한 근무의 질 향상에 도움을 줄 수 있음을 시사한다.The purpose of this study is to establish the path to the impact of the social support for nursery school staff, the director s support and fellow support, on the evaluation system of daycare centers by mediating job satisfaction. It is necessary to help infants and children receive high-quality childcare services, provide efficient management in the operation of daycare centers, as well as provide a working environment for childcare staff. The research targets were conducted on 358 child care teachers among child care teachers working at daycare centers located in the Seoul metropolitan area (Seoul, Incheon and Gyeonggi Province). Based on the collected data, technical statistics were reviewed using the SPSS 22.0 program, structural equation model analysis (SEM) was performed to verify direct and indirect effects among variables using AMOS 22.0, and bootstrap analysis was performed to confirm statistical significance and reliability of indirect effects. According to the study, the support of the director has a statistically significant effect on job satisfaction and the evaluation system of daycare centers, and the analysis of the structural model also showed a significant effect between the recognition of the evaluation system of daycare centers by mediating job satisfaction. The peer support did not significantly affect job satisfaction and daycare center evaluation system, and the structural model analysis also confirmed that the relationship between daycare center evaluation system was not significant. This study confirmed the direct and indirect effects of the social support for child care teachers and fellow support on the evaluation system of child care centers by mediating job satisfaction, so that the child care evaluation system is not a one-time evaluation but a continuous quality improvement process, and overall, it should be pursued as an evaluation of daycare centers where child care staff can be satisfied with their work in order to become a role in which the director and child care staff show their expertise. This suggests that ultimately, through the evaluation system of daycare centers, it can help implement welfare for infants and children and improve the quality of work for child care teachers and staff.

Mediation Effect of Job satisfaction in the Relationship between Nurses' violence experience and turnover intention

Mediation Effect of Job satisfaction in the Relationship between Nurses' violence experience and turnover intention

The Effect of the Human Relations of Employees in Welfare Facilities for the Disabled on Turnover Intent: Focusing on the Mediating Effect of Job Satisfaction

The Effect of the Human Relations of Employees in Welfare Facilities for the Disabled on Turnover Intent: Focusing on the Mediating Effect of Job Satisfaction

보험설계사의 사회적 평판인식이 이직의도에 미치는 영향 : 직무만족과 조직몰입의 이중매개효과를 중심으로

보험설계사의 사회적 평판인식이 이직의도에 미치는 영향 : 직무만족과 조직몰입의 이중매개효과를 중심으로

HR부서역량이 조직몰입에 미치는 영향: 직무만족의 매개효과 및 조직커뮤니케이션의 조절된 매개효과 분석

지식기반사회에서 조직이 경쟁적 우위를 점하기 위해서는 정적인 유형의 형태인 자원보다는 대체하기가 쉽지 않으며 모방이 어려운 차별화된 무형자원(인적자원)을 확보하고 유지하는 것이 중요하다. 이에 조직은 구성원들이 조직에서 갖는 직무만족과 조직몰입의 향상을 위해 채용･승진･개발･교육･훈련 등의 인적자원관리 관련 제도를 도입･개선하고 있으며, 축적된 선행연구들은 인적자원관리가 조직 유효성에 미치는 인과관계를 규명하였다. 인적자원관리를 담당하는 각 조직의 HR부서가 가진 역량은 다양한 맥락에서 검증되어 왔지만, HR부서의 역량과 조직몰입, 직무만족, 조직 커뮤니케이션 간의 관계를 고찰한 연구는 많이 이루어지지 못했다. 본 연구는 조직구성원들의 잠재력을 개발하고 동기를 부여하는 등 통합적인 인적자원관리를 담당하는 HR부서의 역량이 조직몰입에 미치는 영향과 함께 이러한 영향에 있어서 직무만족의 매개효과와 조직 커뮤니케이션의 조절된 매개효과를 검증한다. 분석 결과, HR부서의 역량은 직무만족과 조직몰입에 유의한 영향을 미쳤으며 직무만족 역시 매개효과를 보이는 것으로 나타났다. 조직 커뮤니케이션은 직무만족에 대한 조절된 매개효과에 있어 조직구성원이 종사하고 있는 산업형태에 따라 유의미하거나 유의미하지 않은 영향관계를 갖는 것으로 나타났다. 이러한 결과는 HR부서는 좀 더 나은 조직몰입 향상을 위해 조직구성원이 종사하는 조직유형의 형태와 직무의 특성에 맞는 커뮤니케이션 제도의 개선과 관심이 필요하다는 점을 시사하고 있다.

Differential Effects of Job Crafting types based on The Regulatory Focus Theory on Job Satisfaction, Turnover Intention, Innovative Behaviors

The purpose of this study is to explore the differential effects of regulatory focus on job crafting type(promotion/prevention-focused job crafting) and job crafting type on job satisfaction, turnover intention, innovative behavior. Also, this study assume the mediation model that job satisfaction has a mediation effect on relationship between job crafting and turnover intention/innovative behavior. To do this, we conducted an online survey of 394 workers and used 355 data for the final statistical analysis. The results showed that trait promotion-focus was positively related with promotion-focused job crafting, and trait prevention-focus was positively related with prevention-focused job crafting. Also relationship between trait promotion-focus and prevention-focused job crafting, between trait prevention-focus and promotion-focused job crafting was non-significant. That is, the trait regulatory focus was associated with the type of job crafting corresponding to each trait. Moreover, the results supported the differential effects of job crafting type by showing that promotion-focused job crafting has a positive relationship with job satisfaction/innovative behavior and a negative relationship with turnover intention, while prevention-focused job crafting has a negative relationship with job satisfaction and a positive relationship with turnover intention. Results of the mediation model showed that promotion-focused job crafting was negatively and prevention-focused job crafting was positively related with turnover intention through job satisfaction. There was no mediation effect of job satisfaction on relationship between job crafting and innovative behavior. At the end of this paper this study results, implications and limitations of this study were discussed.

A Study on Improvement of Organizational Culture of the Members of Manufacturing and Service industry Quality Control : Focused on Mediation Effect of Job Satisfaction

A Study on Improvement of Organizational Culture of the Members of Manufacturing and Service industry Quality Control : Focused on Mediation Effect of Job Satisfaction

The Role of Self-Efficacy in Job Satisfaction, Organizational Commitment, Motivation and Job Involvement

Purpose: Self-efficacy belief procures teachers to root for each other’s development in some issues such as ameliorating new methods to conduct much more effective teaching. A school with a high level of self-efficacy teachers makes a great contribution in order to corroborate self-efficacy perceptions of students. When examining it on a model with many attitudinal variables, self-efficacy belief, an important concept in terms of education quality, has been deemed significant so as to propound the effects of self-efficacy more clearly. This study aimed to determine the relationship between self-efficacy and job satisfaction, organizational commitment, motivation and job involvement. Research Method: 321 teachers from 33 schools that were selected randomly with the cluster sampling method from the middle schools in the province of Hatay city center in the 2017-2018 academic year have composed the sampling of this study. Findings: The more teachers’ self-efficacy beliefs increased, the more their job satisfaction, organizational commitment, motivation and job involvement increased. Both job satisfaction and organizational commitment partially mediated the relationship between teachers’ sense of self-efficacy and motivation. Self-efficacy beliefs positively affected teachers’ job involvement through the full mediation effect of job satisfaction and motivation. Organizational commitment and motivation fully mediated the relationship between teachers’ self-efficacy and job involvement. Implications for Research and Practice: It is crucial for school administrators to contribute to amend and strengthen self-efficacy perceptions of teachers if they hope teachers to take positive attitudes towards their work much more frequently and to take the edge off negative attitudes.

The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance

Purpose The purpose of this paper is to test the effect of organizational learning on employees’ job satisfaction, the effect of organizational learning on the employees’ organizational commitment, the effect of the organizational learning on employees’ performance, the effect of job satisfaction on the employees’ performance and the effect of organizational commitment on employees’ performance in PTPN XIII (Limited Liability Company) in West Kalimantan. Design/methodology/approach The population in this research refers to all employees of PTPN XIII (Limited Liability Company) in West Kalimantan, with the criteria that the employees are from class III‒IV (population of access). The size of the sample is determined by using the partial least square approach, which is 10 times of the size of formative indicator, that is, job satisfaction with five indicators plus employee performance with eight indicators, with the total being 13 × 10 = 130 employees. The sampling method used is proportional random sampling technique, which is based on work area (three working areas: Head Office, West Kalimantan I District and West Kalimantan District II). Findings Learning organization has a significant and positive effect on job satisfaction and organizational commitment, but it has no significant effect on the employee performance. Job satisfaction and organizational commitment have a significant effect on employee performance. Originality/value The phenomenon that existed in PTPN XIII (Limited Liability Company) and referring from various previous research results, the study regarding employee performance was conducted using organizational learning variable as an exogenous variable and using job satisfaction and organizational commitment variable as an intervening variable. Robbins (1996) revealed that the relationship between organizational learning and performance is not very close. It is necessary to have other variables that can reinforce the relationship and to determine the extent to which the organizational learning can contribute to the improvement of the performance.

Mediating Effect of Job Satisfaction in the Impact of Depression on Life Satisfaction of the Working Elderly

Mediating Effect of Job Satisfaction in the Impact of Depression on Life Satisfaction of the Working Elderly

Beyond Social Exchange: Career Adaptability Linking Work Stressors and Counterproductive Work Behavior

Drawing upon career construction theory (Savickas, 2002, 2013) and the job demand-control-support model (JDCS; Johnson and Hall, 1988; Van der Doef and Maes, 1999), the present study aims to explore the adaptability resources mechanism of the relationship between work stressors and counterproductive work behavior (CWB). Two-wave data were collected from 305 employees working in the operation department of an e-commerce company. The results showed that career adaptability mediated the relationship between work stressors and CWB against both coworkers (CWB-I) and the organization (CWB-O), going above, and beyond the mediation effect of job satisfaction (i.e., an indicator of a social exchange path). Also, the association between career adaptability and CWB-O was stronger among employees who perceived a low (vs. high) level of organizational support. This study sheds light on how work stressors are related to CWBs indirectly through career adaptability. The findings also offer practical advice for organizations to prevent CWBs by developing employees’ adaptability.

A Mediation Effect of Job Satisfaction and Affective Commitment in Relationship Between Passion and Work Intentions after Retirement

The aim of this study is to identify an intention towards work after retirement. This article examines the multilevel sequential mediating role of job satisfaction and affective commitment in the relationship between passion for work and intention towards work. This study has used 310 respondents retired from government jobs and data are collected through a well-administered questionnaire. Smart partial least square-structural equation modelling (SmartPLS-SEM) was used to analyse data. Path analysis of the structural model revealed that passion for work has a significant relationship with job satisfaction, affective commitment and intention towards work. The findings of the analysis show that the multilevel mediator model is significant ( β = 0.08, p < 0.05) at the 5 per cent level of significance. This study supports the satisfaction-commitment model and creates intention towards work after retirement. This research is unique in the sense that it relates passion for work and satisfaction-commitment model with the work intentions of the retired persons.

The influence of adaptability for uncertainty on turnover intention and the serial multiple mediating effect of role ambiguity and job satisfaction

The purpose of this study was to find the meaning of psychological adaptability in uncertain work environment. At first, we verified mediating effect of job satisfaction on the relationship between role ambiguity and turnover intention. To this mediating effect model, then, we added adaptability for uncertainty as an antecedent variable: a serial multiple mediating effect of role ambiguity and job satisfaction. The mediating effect of job satisfaction was verified and the serial multiple mediation effect of role ambiguity and job satisfaction was significant as well as the direct effect of adaptability for uncertainty on turnover intention. In addition, role ambiguity had mediation effect between adaptability and turnover intention, but job satisfaction did not mediate the relationship between adaptability for uncertainty and turnover intention. These results mean that, on the one hand, adaptability for uncertainty reduces turnover intention directly, and on the other hand, indirectly through role ambiguity alone or role ambiguity and job satisfaction in serial. The implication and limitations of this study were discussed.

Corporate social responsibility and organizational citizenship behavior

PurposeThe purpose of this paper is to examine the effect of incumbent employees’ corporate social responsibility (CSR) perceptions toward multiple stakeholders on their organizational citizenship behavior (OCB) within the context of the tourism and hospitality sector in Turkey. It also aims to examine the mediating role of job satisfaction in these relationships.Design/methodology/approachData were collected from 215 white-collar employees working full-time in non-managerial positions of hotels and travel services in Istanbul and Antalya regions of Turkey, using a self-administrated questionnaire. The research hypotheses were tested using multiple regression analysis.FindingsThe result of the study showed that two of the four CSR dimensions, namely, CSR toward society and environment and government, had a significant and positive effect on OCB. On the other hand, CSR toward employee was the only variable among the four dimensions of CSR perception that had a significant and positive effect on employee job satisfaction. The finding of the mediation analysis unfortunately failed to support the mediation effect of job satisfaction on the relationship between CSR perceptions and OCB.Research limitations/implicationsThe study was limited to the Turkish tourism and hospitality sector. Thus, these findings may not be generalized to other sectors or countries. Future research should consider other sectors both in Turkey and other countries to extend the generalizability of the findings of this study.Practical implicationsThis paper indicates that employees working in tourism and hospitality sector are highly concerned about their organizational, legal, societal and environmental social activities, which subsequently make them engage in extra role behaviors. Organizations are hereby advised that government law and regulation abiding, society and environmental social activities are very important in the effective functioning of the organizations and improving their service quality, which in turn can help increase their profits and long-term value creation.Originality/valueScholars in the area of CSR often explore the effect of a single dimension of CSR. Therefore, this paper contributes to the body of literature by examining the effect of employees’ CSR perceptions toward multiple stakeholders on employee behavior. Further, it is one of the few papers that highlights the positive effect of legal dimension of CSR on employee behavior within the context of the tourism and hospitality sector.

Do high-performance work systems always help to retain employees or is there a dark side?

ABSTRACT This study considers both the positive and possible negative impact of high-performance work systms (HPWS) by investigating its relationship with job demands, job satisfaction and job search behavior. The parallel mediation effect of job satisfaction and physiological job demand on the link between HPWS and job search behavior is also examined. Data were collected in two phases from 22 branches of Iranian private banks (n = 269) employees in 2016. Results from a covariance-based structural equation modeling (CB-SEM) shows that HPWS positively relates to job satisfaction, physiological job demand and job search behavior. Job satisfaction negatively relates to job search behavior and mediates the link between HPWS and job search behavior. The results offer practical implications for managers and policy makers in the service industry to balance between job demands – resources in workplace and provide adequate resources for their employees to buffer specific negative effects of job demands.

A model of attitudinal outcomes of teachers' psychological capital

This study aims to determine the relationship between psychological capital and job satisfaction, organizational commitment, motivation, and the intent to leave. The sample of this study consists of 323 teachers in 25 schools that were selected randomly with clustered sampling method from the schools. The structural equation model that yields the best-fit indices, states that as teachers? psychological capital levels increase, job satisfaction levels also increase. Psychological capital has a positive effect on teachers? commitment and motivation through the full mediation effect of job satisfaction. Psychological capital has a negative effect on intent to leave through the full mediation effects of job satisfaction and organizational commitment. It is beneficial for school managers to invest in developing and strengthening the psychological capital of teachers if they want to increase job satisfaction, organizational commitment and motivation levels of teachers and to decrease their intent to leave school.

The Effect of Safety Awareness Perceived by Construction Workers on Unsafe Act: Mediation Effect of Job Satisfaction and the Adjustment Effect of Perceived Organizational Support

The Effect of Safety Awareness Perceived by Construction Workers on Unsafe Act: Mediation Effect of Job Satisfaction and the Adjustment Effect of Perceived Organizational Support

Work-Related Identity Discrepancy and Employee Turnover Intention: The Mediation Effect of Job Satisfaction

Work-Related Identity Discrepancy and Employee Turnover Intention: The Mediation Effect of Job Satisfaction

Mediation Effect of Job Satisfaction in the Relationship between Newcomers’ Organizational Commitment, Proactivity, Supervisor and Coworker Support

Mediation Effect of Job Satisfaction in the Relationship between Newcomers’ Organizational Commitment, Proactivity, Supervisor and Coworker Support