Mediating Role Of Job Satisfaction Research Articles

Mediation Role of Job Satisfaction on the Effect of Quality of Work Life and Work Engagement on Psychological Well Being: Case Study on Start Up Companies in Malang

This study aims to analyze and investigate the effect of quality of work life and work engagement on psychological well being directly, and to know in depth the indirect effect through job satisfaction or in other words mediation. This research was conducted at a start-up company in Malang with a total sample of 71 permanent employees who have worked for more than one year. Collecting data using a questionnaire distributed via google form directly to the research respondents. After the data is collected, then the data is tabulated and coding is done. Then the data was analyzed using structural equation modeling (SEM-PLS) using the help of the Smartpls application version 3. The results of this study indicate that the quality of work life can directly affect job satisfaction and psychological well being, work engagement can increase job satisfaction and psychological well being directly, job satisfaction can directly improve psychological well being, furthermore job satisfaction is able to mediate the influence between quality of work life and work engagement on psychological well being.

Evaluating the Mediation Role of Job Satisfaction on the Effect of Organizational Justice and Transformational Leadership on Organizational Commitment

The purpose of this study is to uncover the role of job satisfaction in mediating the effects of organizational justice and transformational leadership on organizational commitment. This study was carried out at Sumut Bank in Medan, Indonesia. Purposive sampling was used, with 200 questionnaires distributed. Organizational justice and transformational leadership have a good and significant effect on job satisfaction, according to the findings. Job satisfaction, on the other hand, has a positive and considerable impact on organizational commitment. Job satisfaction has little effect on organizational commitment when it comes to moderating the effects of organizational justice and transformational leadership. The key outcome of this study is that boosting transformational leadership, rather than enhancing organizational justice, will be more effective in increasing organizational commitment.

The Mediating Role of Work Satisfaction on the Effect of Organizational Justice on Employee Engagement

This research evaluates the mediation role of job satisfaction on the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The population of temporary employees at Universitas Muhammadiyah Yogyakarta is 213, and the sample was 70. The analysis employed Smart PLS 3.0. The results show that organizational justice affects job satisfaction, and job satisfaction significantly affects employee engagement. Job satisfaction has a mediation role in the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The benefit of the research is that improving employee engagement would be adequate by increasing both job satisfaction and organizational justice.

Mediation Role of Job Satisfaction on the Influence of Non-Financial Compensation and Transactional Leadership on Employee Performance

Mediation Role of Job Satisfaction on the Influence of Non-Financial Compensation and Transactional Leadership on Employee Performance

Brain Drain in Higher Education. The Impact of Job Stress and Workload on Turnover Intention and the Mediating Role of Job Satisfaction at Universities

This study seeks to determine the impact of job stress and workload on turnover intention along with the mediation role of job satisfaction. A total of 140 academics and management personnel participated in this study’s survey. A partial least square structural equation modeling was used for data analysis. The results show that job stress and workload have a positive effect on turnover intention, while job satisfaction mediates the relationship between job stress, workload, and turnover intention. Future research could adapt and adopt the herein used methodology and research topic to other countries or in other industries.

Investigating the Relationship between Stress and Self-Rated Health during the Financial Crisis and Recession in 2008: The Mediating Role of Job Satisfaction and Social Support in Spain.

Background: the 2008 financial crisis and subsequent recession had a strong impact on employment and certain health indicators, such as mental health. Many studies carried out with diverse samples attest to the negative influence of stress on health. However, few studies focus on stress and self-rated health among the Spanish workforce, or analyse which variables can act as a buffer against the negative effects of stress on self-perceived health. Aim: to analyse the mediator role of social support and job satisfaction in the relationship between work-related stress and self-rated health among the Spanish working population between 2006 and 2017. Method: repeated cross-sectional study using Spanish Surveys from 2006 to 2017, a total of 32.105 participants (47.4% women) aged 16 years and over (M = 42.3, SD = 10.7) answered a series of questions about work-related stress (PV), self-rated health (CV), job satisfaction, and social support (mediator variables) through the National Health Survey (NHS) prevalences of work-related stress, self-rated health, job satisfaction, and social support were calculated (standardised by age). We performed mediation/moderation analysis with Macro Process for SPSS to analyse the role of social support and job satisfaction in the relationship between self-rated health and work-related stress among the Spanish working population. Results: three mediation analyses were conducted, one for each time point in the study period. The results revealed a significant direct association between stress and job satisfaction. In the 2006 model, both job satisfaction and social support acted as mediators between stress and self-rated health, while in the 2011 and 2017 models, only job satisfaction acted as a mediator. The data reveal that the working population in Spain has a good capacity for resilience, since no drop in health indicators was observed. Conclusion: following the economic recession, employment has partially recovered. However, social and employment policies are required to help the population face the recent situation triggered by the Coronavirus crisis.

EXHAUSTION AND JOB PERFORMANCE IN PUBLIC ACCOUNTING: THE MEDIATING ROLE OF JOB SATISFACTION

EXHAUSTION AND JOB PERFORMANCE IN PUBLIC ACCOUNTING: THE MEDIATING ROLE OF JOB SATISFACTION

Work Insecurity and Compensation on Turnover Intention Mediated by the Job Satisfaction of Employees

Among the challenges companies must face is to reduce the intensity of employee turnover. Companies need to improve and implement policies that can minimize turnover. The purpose of this study is to examine and explain the influence of job insecurity, compensation, and job satisfaction on turnover intention and examine the mediating role of job satisfaction in the influence of job insecurity and compensation on turnover intention. This research is quantitative associative research conducted at PT. True Partner Style. The total population is 98 employees with a sample of 79 employees. The data were obtained through a questionnaire using the 5-point Likert scale. The data analysis technique used was SEM-PLS. The results revealed that job insecurity has a positive and significant influence on turnover intention, compensation and job satisfaction has a negative influence on turnover intention, job insecurity has a negative influence on job satisfaction, compensation has a positive influence on job satisfaction, and job satisfaction was able to partially mediate the influence of job insecurity and compensation on turnover intention.

The Impact of Talent Management on Employee Performance: The Mediating Role of Job Satisfaction of Generation Y Management Trainees in the Selected Public Banks in Sri Lanka

Development of talent pool is believed to be a source of competitive advantage in today’s dynamic business organisations whereas the middle role of talent management has been emerging with the recognition of significance with its impact on desirable employee level outcomes. The present study aims to fill up the existing research gap by examining the impact of talent management on employee performance in the context of selected public banks in Sri Lanka specifying the generation Y management trainees. Also the study sheds light on the mediation role of job satisfaction with the talent management – employee performance link. Thus, the current study contributes to the literature in the field of talent management, employee performance and job satisfaction. The study was conducted on a sample of 180 generation Y management trainees opted randomly from a sample frame of public banks. The data was mainly analysed using the analytical software SPSS version 23 that provided more meaning and validated results. Further Hayes' PROCESS Macro v3.3 with SPSS was used to measure the mediation effect. The findings reveal that talent management has a significant positive impact over employee performance and job satisfaction. Also, it reveals a significant positive relationship between employee performance and job satisfaction. Importantly, job satisfaction has bridged the gap of talent management – employee performance link through mediation. According to the findings of the study, it is proposed that adopting talent management is worthwhile as it leads to build a satisfied young generation and improved performance at work.

Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company

Objective – This study investigates the mediation role of job satisfaction in the relationship between work stress and turnover intention. A study about turnover intention in the textile company is still rarely done in Indonesia. This study can fill the gap regarding the topic. Methodology/Technique – A nonprobability sampling method with an accidental sampling technique was used, and we get 110 usable responses from a textile company in West Java, Indonesia. Macro Process with SPSS was used to measure the regression and the mediation. Findings – The study found that work stress has a negative effect on job satisfaction. Work stress significantly related to turnover intention in a positive direction. Job satisfaction did not have a significant relation with turnover intention. Thus, in this study, we found no mediation role in job satisfaction. Novelty – Evidently, work stress solely took part in shaping the turnover intention. Type of Paper: Empirical. Keywords: Work stress, Job satisfaction, Turnover intention, Textile Company, Mediation Reference to this paper should be made as follows: Saragih, R; Prasetio, A.P; Luturlean, B.S. 2020. Examining the Mediation of Job Satisfaction in the Relationship between Work Stress and Turnover Intention in Textile Company, J. Mgt. Mkt. Review 5(2) 113 – 121. https://doi.org/10.35609/jmmr.2020.5.2(4) JEL Classification: J28, J29, M19.

Job satisfaction and turnover intention among public sector nurses: Is workload and burnout the issue?

The growing rate of nurse turnover is unavoidable and inevitable. Nursing considered one of the most stressful occupations in the health industry. Unfortunately, there are limited studies published in Indonesia that explain this phenomenon among clinical nurses. This study aims to describe the nurse job satisfaction and turnover intention at public hospitals from workloads and burnout perspective. The design used in this study was quantitative with the survey approach. The data were collected by using simple random sampling from the hospital (cluster B) nurses with the total participant was 190 nurses. The result of this study shows that workload and burnout affect job satisfaction directly. The mediator role of job satisfaction in the effect of workload and burnout on turnover intention is significantly proved. Interestingly, this study failed to prove the effect of workload on turnover intention which means that although many nurses experienced a heavy workload, the majority of nurses in this study feel that the workloads are still reachable or even low due to their young aged. They tend to keep the job since it’s difficult to find any other opportunities. They will intend to leave their job only if they experienced a greater level of burnout and disenchantment.

The Mediator Role of Job Satisfaction between Social Support and Employees ‘Performance at Saudi Ports Authority

Human resource department is a core department in any organization. It puts into consideration the key factors of employee relationship and social support. Social support depends heavily on employee relationship. Employee performance and job satisfaction are key determinants of organizational output.

Incorporating organizational justice, job satisfaction and organizational commitment in a model of turnover intentions for software professionals

This study is to provide an understanding on the growing situation of employee turnover in the IT industry in India. Through this study, all the factors which are responsible to make an employee stay or leave the organisation, has been explored. The major factors which have been responsible for employee turnover in this industry are employees' perception of organisational justice, job satisfaction and their organisational commitment. A detailed rationale for the factors which affects employees' turnover intention has also been covered through this study. The aim of this study is to propose a model with the facets of organisational justice that influence software professionals' turnover intention. Furthermore, the study also emphasises to explore the mediation role of job satisfaction and organisational commitment for software professionals.

Does Job Satisfaction Mediate the Effect of Role Stressors on Employee Turnover Intention in Hotel Businesses

Purpose – The research aims to test the mediator role of job satisfaction in predicting turnover intention and role stressors (role conflict, role overload, role ambiguity, job security and career opportunity) relationship by frontline employees. Design/methodology/approach – This research has adopted a descriptive research investigating the relationships between role stressors and employee turnover intention. A total of 226 frontline employees from four- and five-star hotel businesses in Antalya, Turkey have been surveyed by using a questionnaire. To test the internal consistency of the survey items, reliability and validity analyses were performed by using alpha coefficient values and factor analysis. In addition, the data were analyzed by using correlation and regression analysis. Findings – This research has adopted a descriptive research investigating the relationships between role stressors and employee turnover intention. A total of 226 frontline employees from four- and five-star hotel businesses in Antalya, Turkey have been surveyed by using a questionnaire. To test the internal consistency of the survey items, reliability and validity analyses were performed by using alpha coefficient values and factor analysis. In addition, the data were analyzed by using correlation and regression analysis. Discussion – The study findings confirmed previous studies which suggested that employee job satisfaction could reduce employee intention to leave the hotel organization. Using this important finding, researchers and practitioners can improve managerial policies to ensure more satisfied employees which in turn will result in lower level of employee turnover intention in the hotel industry. In addition, in the future studies, sample size could be expanded using one of the probability sampling methods to generalize the study findings. The detailed suggestions and further directions for such research have been discussed in the discussion section of this study.

Mediation role of job satisfaction towards effect of conflict roles on organizational commitment

The current study aimed at analyzing as well as determining job satisfaction on organizational commitment in non-medical employees at Indonesia private hospitals. It examined the influence of role conflict on organizational commitment. The population in this study were all non-medical employees of Private Hospitals in Mataram City- Indonesia. The total samples were 118 employees. The researchers, in collecting data, applied techniques of questionnaires, documentation, and interviews. After that, the data were analyzed using 3.0 Partial Least Square (PLS) program. The results of this study have indicated that the role of conflict has got a negative and significant effect on organizational commitment. It has also got a negative and significant effect on job satisfaction. Furthermore, job satisfaction has got a positive and significant effect on organizational commitment. The role conflict itself, through job satisfaction mediation, has got a negative and significant effect on organizational commitment.

Work-family Interfase and Job Performance: Job Satisfaction as Mediator

The objective of the study was to examine the relationships between work-family interfase, job satisfaction and job performance in an Argentinian workers sample. A cross-sectional empirical study, based on explicative-associative strategy, was designed. An availability sample of 383 workers (195 male) from different kinds of organizations was conformed. Based on past evidence, it was hypothesized the mediator role of job satisfaction. Structural equation analysis showed that the indirect effects of work-family interfase dimensions (conflict and enrichment) on job performance through job satisfaction were statically significant, which indicated partial mediation. All variables explained 72% of job performance variance. Empirical findings and practical implications of the study are discussed.

Corporate social responsibility and employee performance: Mediation role of job satisfaction and affective commitment

AbstractThe positive impact of corporate social responsibility (CSR) practices has been recognized over the past years. Recently, research has looked into the impact of CSR practices on employee behavior demonstrating positive results. Drawing from a sample of 190 supervisor‐subordinate dyads, we studied the relationship between perceived CSR practices (external and internal) and employee performance (supervisor‐rated) and two mechanisms that explain this relationship. Specifically, we studied if this relationship was mediated by employees' job satisfaction and affective commitment. Results indicate that there is a direct link between perceptions of external CSR and performance and that job satisfaction partially mediates this relationship. Also, perceptions of internal CSR are related to higher performance via job satisfaction, supporting full mediation. On the other hand, although both internal and external CSR were related to affective commitment, affective commitment did not act as a mediator for the CSR‐performance relationship. Implications for practice and limitations of this study conclude the article.

The impact of leader–member exchange on lodging employees’ dynamic capacities: The mediating role of job satisfaction

Firms take precautions with their dynamic capacities in response to rapidly changing and volatile conditions. Leader–member exchange refers to the importance of supervisors’ role in shaping employees’ work attitudes and job satisfaction. Previous researches on the relation between leader–member exchange and dynamic capabilities obtained mixed results; a call has been made for an examination of dynamic capabilities of lodging firms from the perspective of leader–member exchange. This research predicts that leader–member exchange is associated with dynamic capabilities and higher level of job satisfaction. Thus, this study examines the impact of five-star hotel employees’ leader–member exchange on the dynamic capabilities of a hospitality organization and the mediation role of job satisfaction between leader–member exchange and dynamic capabilities. Results from five hotel teams in Istanbul with 390 employees show that job satisfaction has a meaningful and positive impact on dynamic capabilities. Leader–member exchange has a statistically significant impact on dynamic capabilities and job satisfaction partially mediating the relationship between leader–member exchange and dynamic capabilities. This study also provides valuable recommendations on how to assess the service quality of lodging firms by assessing their dynamic capabilities. Specifically, Istanbul’s lodging firms should focus on job satisfaction to improve the dynamic capability of their employees.

The Influence of Personal Factors on Professional Employees’ Intention to Stay: Job Satisfaction as Mediator

One of the most emerging issues in the field of Human Resource Development is how to effectively help professional employees to retain in organizations. Structural equation modelling (SEM-AMOS) was employed to examine factors influencing intention to stay among professionals and the mediation role of job satisfaction in the correlational relationships. Survey forms were collected from 457 professionals in Malaysia. The results revealed that personal-related factors (emotional intelligence and self-efficacy) have significant impact on professionals’ intention to stay, and job satisfaction mediated the relationship between personal-related factors and intention to stay. The findings of this study are useful for HRD practitioners to develop the interventions to assist individuals and organizations towards successful self-development and sustainable organizations.

Work Life Conflict and its Impact on Turnover Intention of Employees: The Mediation Role of Job Satisfaction

Work Life Conflict and its Impact on Turnover Intention of Employees: The Mediation Role of Job Satisfaction