Mediating Role Of Job Satisfaction Research Articles

The Effect of Psychological Empowerment on Employee Performance with Mediation Role of Job Satisfaction: Evidence from Egyptian Oil and Gas Sector

The Effect of Psychological Empowerment on Employee Performance with Mediation Role of Job Satisfaction: Evidence from Egyptian Oil and Gas Sector

Does Working Culture Improve Employee Performance? The Mediation Role of Job Satisfaction

Does Working Culture Improve Employee Performance? The Mediation Role of Job Satisfaction

The Relationship between Transformational Leadership and Supply Chain Performance with Mediation Role of Job Satisfaction: Evidence from Egyptian Petrochemical Companies

The Relationship between Transformational Leadership and Supply Chain Performance with Mediation Role of Job Satisfaction: Evidence from Egyptian Petrochemical Companies

The Relation Between School Climate and Chinese Preschool Teachers’ Occupational Commitment: The Mediation Role of Job Satisfaction

The Relation Between School Climate and Chinese Preschool Teachers’ Occupational Commitment: The Mediation Role of Job Satisfaction

Examining the Relationships between Psychologists’ Depressive Symptom and Burnout Levels: The Mediator Role of Job Satisfaction

Bu çalışmanın amacı psikologların depresif belirti, tükenmişlik ve iş doyum düzeylerinin incelenmesi ve psikologlardaki tükenmişliğin yordayıcılarının belirlenmesidir. Kamu kurumlarında veya özel kurumlarda görev alan toplam 349 (290 kadın, 59 erkek) psikoloğa ulaşılmıştır. Katılımcılara dair sosyodemografik bilgiler Demografik Bilgi Formu ile toplanmıştır. Araştırma değişkenlerinin ölçümleri için Beck Depresyon Envanteri, Tükenmişlik Ölçeği ve İş Doyumu Ölçeği’nden oluşan anket seti katılımcılara çevrimiçi şekilde sunulmuştur. Araştırmanın amaçları doğrultusunda yürütülen analizler, psikologların depresif belirti ile tükenmişlik seviyeleri arasında pozitif, depresif belirti ile iş doyumu seviyeleri ve tükenmişlik seviyeleri ile iş doyumu seviyeleri arasında ise negatif yönde anlamlı ilişkilerin olduğunu göstermiştir. Aracılık analizi ile depresif belirti ve tükenmişlik düzeyleri arasındaki ilişkide iş doyumunun aracılık rolü üstlendiğine ulaşılmıştır. Ulusal ve uluslararası alanyazında psikologlara dair yapılan çalışmalarda genellikle terapötik bağlama dair değişkenler dikkat çekmektedir. Mevcut araştırma ile psikologların psikolojik sağlıklarına ilişkin değişkenler ile iş doyumları incelenmiştir. Bu anlamda alanyazına farklı bir yön sunularak, elde edilen bulgular var olan alanyazın kapsamında tartışılmıştır. Gelecekteki çalışmalar için öneriler sunulmuştur.

The Mediation Role Of Job Satisfaction In The Relationship Between Leadership, Communication, Work Abilities On The Performance : Evidence From Bank Mandiri Employees At Rantauprapat Branch

The purpose of this research is to determine the mediating role of job satisfaction in the relationship between leadership, communication, work ability and employee performance at Bank Mandiri Rantauprapat Branch. The research method uses multiple linear regression analysis which is processed using SmartPLS3. The research results prove that the variable job satisfaction can mediate the influence of leadership, communication and work ability on employee performance. Obtaining the results of hypothesis testing directly using bootstrapping variables of leadership, communication, work ability has a positive and significant effect on employee performance.

Organizational Commitment and Employees Turnover Intention in Saudi Public Sector: The Mediating Role of Job Satisfaction and Work Environemnt

Purpose: Organisational commitment is critical to an organization's success and growth. It leads to increased job satisfaction, lower turnover, improved performance, a more positive organisational culture, and increased customer satisfaction. This research tries to highlight the relationship between organizational commitment and turnover intention taking into account the mediation role of job satisfaction and work environment. Theoretical framework: Organizational commitment is very crucial in today working environment. Employees are more likely to be inspired and dedicated to their work when they feel committed to their organisation.(Freudenberger, 1974) .This results in increased productivity and performance. Furthermore, organizational commitment is important in employee retention. Employees that are committed to their company are less inclined to depart for other chances(Mathieu, Fabi, Lacoursiere, & Raymond, 2016). This lowers turnover rates and the costs associated with hiring and training new personnel. Methodology: This is a quantitative study that employed a structured questionnaire design. This study's sample consists of 193 public officers from the Saudi public sector in the western region who were chosen at randomly. Raw data gathered via mail questionnaires. The data collected was analyzed by SmartPLS 3 to test the study's hypotheses. Findings: Finding of this study indicates that organizational commitment has a substantial and statistically significant influence on Job Satisfaction (β = 0.601, t = 8.580, p = .001), and turnover intention (β = -0.363, t = 4.737, p = .001). In addition, the work environment and job satisfaction show mediation role in the relationship between organizational commitment and turnover intention. Research, Practical & Social implications: Managers at the public organizations need to apply different strategies to enhance the overall job satisfaction like giving employees a voice and involving them in problem-solving. This make them feel valued and motivated. Such practice can lead to create a conducive working environment where few people decide to quit. Employees that are committed to their organisation are more inclined to put in extra effort and go the extra mile. It is highly recommended to adopt high-performance working environment. This requires an updated human resource management techniques and practices. Originality/Value: The findings of this study indicates that ORC has a substantial and statistically significant influence on Job Satisfaction, working environment, and turnover intention. This study also finds the work environment and job satisfaction are significantly mediated the relationship between organizational commitment and turnover intention. This contributes to the current literature especially in the public organizations studies.

Examining the Mediating Role of Job Satisfaction between Motivation, Organizational Culture, and Employee Performance in Higher Education: A Case Study in the Arab Region

This study aimed to examine the correlation among motivation, organizational culture and employee performance and the mediation role of job satisfaction in higher education. A more productive and positive work environment was created by organizations by understanding the connection among these factors. This study provided valuable insight into how to create a culture of motivation and satisfaction to improve employee performance. 364 participants were selected from Yemeni and Omani universities, including academics and staff. A cross-sectional survey design was employed, with participants selected using stratified random sampling. Questionnaires were contributed online using emails and social media applications and analyzed by PLS-4. Results of Partial Least Squares Structural Equation Modeling (PLS-SEM) revealed that extrinsic motivation had a negative impact on employee performance while organizational culture had a significant positive impact in dynamic environment. Results also highlighted the positive role of job satisfaction represented by supervisor-employee engagement, incentives and promotion in enhancing performance in dynamic environment. Researchers recommended to aggressively increase job satisfaction and employee performance with extrinsic motivation in dynamic environment in Arabic region.

Relationship between Psychological Contract Breach and Affective Commitment among Public University Academicians in Tanzania: The Mediating Role of Job Satisfaction

This study examined the effect of two job attitudes – perceived psychological contract breach and job satisfaction on affective commitment as well as whether job satisfaction mediates the relationship between psychological contract breach and affective commitment. A cross-sectional explanatory research design was used involving a sample of 223 academicians drawn from five public universities in Tanzania. Multiple regression analysis techniques were used to examine the effect of psychological contract breach and job satisfaction on academicians’ affective commitment to their respective universities. The mediation role of job satisfaction was tested using Andrew Hayes’ Process Macro 4.0. The results show that the two predictors explained about 62 percent of the variance in affective commitment where psychological contract breach and jobs satisfaction have, respectively, statistically significant negative and positive effects. Job satisfaction, in addition to being the most influential predictor, mediates significantly, but partially, the relationship between psychological contract breach and affective commitment. The study concludes that while psychological contract breach negatively affects the academicians’ affective commitment, part of this effect is indirect through job satisfaction. It, therefore, recommends that honoring psychological contracts is important for cultivating affection and identification of academicians with their universities, and that these outcomes would be enhanced if job satisfaction-enhancing measures are also stepped up.

The Mediator Role of Job Satisfaction (JS) Among the Relationship Between Electronic Human Resource Management (E - HRM), Employee Performance (EP), and Organizational Commitment (OC)in Family-Owned Small Middle Enterprises (SMEs)in China

Purpose – This study explores the relationship between IVs [Electronic Human Resource Management (E - HRM) and Employee Performance (EP)], MV: Job Satisfaction (JS) and Organizational Commitment (OC) is the focus in the context among Small and Medium-sized (SEMs)Family Enterprises in China. Design/methodology/approach – 150 samples can be collected from Small and Medium-sized (SEMs) Family Enterprises in China by utilizing the convenience sampling method. And analyzing method in this study, the quantitative method can be selected by adopting IBMSPASS and PLS-SEM. Findings – Both E-HRM (β=0.380, p<0.01) and EP (β=0.545, p<0.01) have a significant positive impact on Job Satisfaction (JS). Job Satisfaction (JS) is an important factor affecting Organizational Commitment (OC). Job Satisfaction (JS) was included in the proposed model as an intermediary variable. Research limitations/implications – the moderating role of JS in the relationship between IVs (E - HRM, EP) and OC was studied using quantitative methods. The research background and research data are limited to small and medium-sized family enterprises and employees in China. Originality/value – By studying the relationship between IVs (E - HRM and EP), MV (JS), and OC, this paper will help to better understand how different E - HRM and EP affect JS, and how JS affects employees For corporate OC's. With the increasing market competition and rising labor costs in China, improving employees' OC for enterprises may be an important means to cope with future competition.

Job Expectations and Professional Role Identity in Gambian Journalists: The Mediation Role of Job Satisfaction

This study investigates, in a sample of journalists, the relationship between meeting job expectations and professional role identity. Specifically, job expectations concerning career development, remuneration, and relationships with users were examined, while professional role identity was contextualised to the field of journalism. Following Mellado, we conceptualized journalists’ role identity as composed by the three dimensions of watchdog, propagandist, and citizen-oriented. An online questionnaire was administered from December 2021 to January 2022 and 74 Gambian journalists living in Gambia and in European countries answered the survey. The results indicated that job satisfaction fully mediated the relationship between meeting the expectations of the relationship with users and the citizen-oriented role identity. Additionally, job satisfaction mediated the relationship between met expectations of career development and both citizen-oriented and watchdog professional role identities. These findings suggest that meeting expectations of career development and interaction with citizens is related to journalists’ role identities focused on controlling the political and economic establishment and empowering people. The theoretical and practical implications of these results are discussed.

Servant Leadership and Organizational Culture on Organizational Citizenship Behavior: The Mediation Role of Job Satisfaction

Objectives: This study aims to examine the process of forming Organizational Citizenship Behavior (OCB) in employees. This study uses job satisfaction as a mediating variable to clarify the mechanism of the influence of servant leadership and organizational culture on Organizational Citizenship Behavior (OCB).Methodology: This study uses a causal type of research using a quantitative approach with a sample of 67 respondents who are employees of PT Pelabuhan Indonesia (Persero) Branch TPK Perawang Pekanbaru. To evaluate the seven hypotheses put out in this study, data was collected via interviews and a list of assertions, such as questionnaires and data analysis methods employing Partial Least Square (SmartPls).Findings: The results of this study indicate that servant leadership and organizational culture have a positive and significant effect on Job Satisfaction and Organizational Citizenship Behavior. Job satisfaction also plays a role in mediating the influence of servant leadership and organizational culture on Organizational Citizenship Behavior.Conclusion: This study examines how servant leadership and organizational culture influence employee job satisfaction and organizational citizenship behavior to achieve company goals. As a result, this condition is undoubtedly a source of concern for the company in terms of improving leadership and aligning all employees' perceptions of the organizational culture system that will be implemented in the company.

The Mediating Role of Job Satisfaction between Perceived Organizational Politics, Job Stress, Role Conflict, and Turnover Intention: A Covid-19 Perspective

The ability of educational institutions to survive is based on the dedication and competence of their academic staff. However, the breakout of COVID-19 has spread the entire world's school system into alarm. particularly in emerging nations such as Pakistan. This pandemic causes nonpayment of salaries, putting teachers through a stressful period that increases the likelihood of turnover. The purpose of this paper was to investigate the mediation role of job satisfaction and the influence of perceived organisational politics, job stress, and role conflict on turnover intention in the context of COVID-19 among university teachers. A cross-sectional survey has been used for data collection from 280 permanent faculty members from universities in Pakistan. The study utilized partial least squares as a tool for hypothesis testing and analysis. The findings of the study revealed that perceived organisational politics, job stress, and the role of conflict have a substantial positive effect on turnover intention. Moreover, perceived organisational politics, job stress, and the role of conflict harm job satisfaction. The results of an indirect effect, however, show that job satisfaction mediates the relationship between the role of conflict and turnover intention, and the results for mediation between perceived organisational politics, job satisfaction, and turnover intention are insignificant. These findings showed that to reduce the turnover intention of faculty members, institutions need to institutionalise policies to reduce the negative perception, stress, and role conflict of teachers and boost the level of their satisfaction.

The role of compensation in shaping employee’s behaviour: a mediation study through job satisfaction during the Covid-19 pandemic

PurposeThis research aimed to study the impact of compensation on employee retention and turnover intentions among healthcare employees. The study also tested the mediation role of job satisfaction in the relationship.Design/methodology/approachIn the present study, self-administrated questionnaires were distributed among 600 doctors working in public hospitals of Pakistan, following stratified sampling. The data analysis was conducted through SPSS and smart-PLS.FindingsResults of the present study supported all the hypotheses (H1–H7), such as the significant relationship of compensation with employee retention and turnover intentions. Results further confirmed the mediation effect of job satisfaction between compensation and employee retention as well as compensation and turnover intentions.Practical implicationsThis study is useful for policymakers and organizational managers since the study provides guidelines on employee retention and high turnover intentions and how these factors are influenced by improved compensation.Originality/valueThis study sheds light on the relationship of compensation together with employee retention and turnover intentions through the mediating role of job satisfaction in healthcare context, which was overlooked in the existing literature.

The Relationship Between Organizational Justice To Intention To Leave: Mediation Role Of Job Satisfaction

The purpose of this study is to ascertain how job satisfaction, through which organizational justice is influenced, affects lecturers' willingness to quit the organization. At Khairun University, permanent lecturers from 7 (seven) different faculties were the subject of the study. The sample consisted of 224 lecturers who were evenly distributed among 7 faculties. Using the SmartPLS 5 program, analyze study data using a structural equation model. The findings of this investigation demonstrate that:1) organizational justice has significant effect on intention to leave; 2) organizational justice has an effect on job satisfaction; 3) Job satisfaction has an effect on intention to leave, and; Job satisfaction has been proven to mediate the effect of organizational justice on intention to leave.

Exploring the relationship between alienation from academic profession and organizational deviance: The mediation role of job satisfaction

This study aimed to examine the effect of alienation from the academic profession (AAP) on organizational deviance (OD) and the mediating role of job satisfaction (JS) in this relationship. A quantitative correlational design was employed. Structural equation modeling was used to analyze the data gathered from 257 academics in Turkey. The results show that AAP, directly and indirectly, affected OD. This research indicates that AAP is important in OD. Results also highlighted the direct effect of alienation from academic profession on JS and JS on OD. In addition, JS had a mediator effect between AAP and OD. Consequently, to prevent academics from displaying deviant behaviors, it is important to increase their JS by avoiding the perception of alienation.

Mediation Role of Job Satisfaction on the Influence of Emotional Intelligence and Transformational Leadership on Organizational Commitment

The purpose of this study was to determine and analyze the effect of emotional intelligence on organizational commitment, the influence of transformational leadership on organizational commitment, the effect of emotional intelligence on job satisfaction, the effect of transformational leadership on job satisfaction, the effect of job satisfaction on organizational commitment, the influence of emotional intelligence on organizational commitment through job satisfaction, and the effect of transformational leadership on organizational commitment through job satisfaction. In this study, using associative research with a sample of 81 respondents who are employees of the North Sumatra Provincial Health Office. Data collection techniques using interviews and a list of statements such as questionnaires and data analysis techniques using partial least squares (smartpls) to test the seven hypotheses proposed in this study. The results of the research show that emotional intelligence has no effect on organizational commitment, transformational leadership has no effect on organizational commitment, emotional intelligence has a significant effect on job satisfaction, transformational leadership has a significant effect on job satisfaction, job satisfaction has no significant effect on organizational commitment, emotional intelligence has a significant effect on commitment. organization through job satisfaction (in other words job satisfaction acts as a mediator).

The Influence of organizational ethics on employee work performance by intervening organizational commitment and Job satisfaction

This research has been conducted on the respondents of private banking sector of Pakistan, in context of implications of organizational ethics on work performance of bank employees by intervening role of organizational commitment and job satisfaction. The analysis has been done through Smart PLs software by using Algorithm and Bootstrapping analysis techniques of Structural equation Modeling (SEM). Survey operationalized the findings of 143 respondents which were employee of the banks. The findings of the research has explored that there is positive linkages among organizational wok ethics on employee performance directly and indirectly via mediation role of job satisfaction and commitment. Furthermore, research has contributed by accumulation in literature and demonstrating the administrative insinuations

The Mediation Role of Job Satisfaction and Organizational Commitment In The Relationship Between Person-Organization Fit (P-O Fit) and Employee Performance

This study aims to empirically prove the relationship between person-organization (P-O-Fit) on employee performance with job satisfaction and organizational commitment as mediating variables. The research sample was carried out by purposive sampling with 354 respondents, consisting of several regional officials, the Madiun City Government. Testing the research hypothesis used the Baron and Kenny method, with a series of multiple linear regression models. The results uncovered that (1) there was an influence of P-O Fit on job satisfaction of 8.1%. (2) There was an effect of P-O Fit on organizational commitment of 11.7%. (3) There was an influence of job satisfaction on employee performance of 13.2%. (4) There was an effect of organizational commitment on employee performance of 10.6%. However, (5) there was no effect of P-O Fit on employee performance. In addition, (6) there was a mediating effect of job satisfaction on the relationship between P-O Fit and employee performance. (7) There was also a mediating effect of organizational commitment on the relationship between P-O Fit and employee performance.

Collective Teacher Self-Efficacy and Burnout: The Mediator Role of Job Satisfaction

This study examined the predictive relationships between collective teacher efficacy, job satisfaction, and burnout. In addition, the mediating role of job satisfaction in the relationship between collective teacher efficacy and burnout was tested. Three hundred fifty teachers participated in the research in which the correlational research design was used. Collective Teacher Efficacy Scale, Short Form Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory were used as data collection tools. Pearson Correlation Coefficients were calculated to examine the relationships between collective teacher efficacy, job satisfaction, and burnout. Structural equation model analysis was applied to test the mediating role of job satisfaction in the relationship between collective efficacy and burnout. The results indicated that collective teacher efficacy predicts job satisfaction positively and burnout negatively. Collective teacher efficacy and job satisfaction have a large effect on burnout. Evidence has been obtained that teachers' job satisfaction can increase and, accordingly, burnout can be prevented when collective teacher efficacy is achieved.