Relationship Of Job Satisfaction Research Articles

Examining the Relationship of Organizational Communication and Job Satisfaction in Indian Organizations

This article investigates the relationship between organizational communication and job satisfaction. Data were collected from 380 employees at junior, middle and top level management from various telecom and banking sectors. Results reveal that there is a significant correlation between organizational communication and job satisfaction. It was observed that trust and communication satisfaction predicted significantly pay, promotion, supervision and fringe benefits. Job satisfaction differed significantly across hierarchy. However, organizational communication did not differ across hierarchy. Thus, it can be implicated that there are some aspects of communication like trust and communication satisfaction that can be given more priority in order to get high levels of job satisfaction in Indian organizations.

Optimism and the Nonlinear Citizenship Behavior—Job Satisfaction Relationship in Three Studies

Despite a voluminous body of work demonstrating the positive benefits of organizational citizenship behaviors (OCB), recent theory has highlighted the potential trade-offs individuals face when performing such activities. This evidence calls into consideration the “more is always better” philosophy, suggesting the existence of potentially more complex OCB—work outcome relationships. The present research investigates the interactive relationship between optimism and OCB on job satisfaction in a series of three independent samples, examining moderated polynomial relationships. Based on self-regulation and self-perception theories, the authors hypothesized that optimism would moderate the relationship between OCB and job satisfaction, demonstrating a linear relationship for those high in optimism and a nonlinear relationship (i.e., assuming an inverted U-shaped form) for those low in optimism. Consistent results were found across all three studies, providing support for the hypothesized moderated polynomial OCB-optimism relationship. Contributions of the research are discussed, as are strengths and limitations, directions for future research, and practical implications.

Does loyalty protect Chinese workers from stress? The role of affective organizational commitment in the Greater China Region

AbstractThe aim of this research was to test the direct and moderating effects of affective organizational commitment (AOC) on the work stressors—job satisfaction relationship among employees in the Greater China Region. A self‐administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong and Taipei (n = 380). Three most important work stressors were assessed: heavy workload, lack of work autonomy and interpersonal conflict. We found that both work stressors and AOC were related to job satisfaction. Specifically, heavy workload, lack of autonomy and interpersonal conflict were negatively related to job satisfaction; whereas, AOC had a positive relation with job satisfaction. Furthermore, AOC moderated the interpersonal conflict—job satisfaction and the lack of autonomy—job satisfaction relationships. The present study thus found joint effects of work stressors and AOC (as buffers) on work attitudes among Chinese employees in the Greater China Region, encompassing three sub‐societies of mainland China, Hong Kong and Taiwan. Copyright © 2009 John Wiley & Sons, Ltd.

Entrepreneurial intentions: The influence of organizational and individual factors

An individual's intent to pursue an entrepreneurial career can result from the work environment and from personal factors. Drawing on the entrepreneurial intentions and the person–environment (P–E) fit literatures, and applying a multilevel perspective, we examine why individuals intend to leave their jobs to start business ventures. Findings, using a sample of 4192 IT professionals in Singapore, suggest that work environments with an unfavorable innovation climate and/or lack of technical excellence incentives influence entrepreneurial intentions, through low job satisfaction. Moderating effects suggest that an individual's innovation orientation strengthens the work-environment to job-satisfaction relationship; self-efficacy strengthens the job-satisfaction to entrepreneurial intentions relationship.

Job satisfaction of nurses with multicultural backgrounds: a questionnaire survey in Kuwait

Background Nurses working in Ministry of Health hospitals in Kuwait come from 35 countries, and only 12% of them are Kuwaitis. This study explores factors that influence the job satisfaction of nurses of multicultural background working in five general hospitals in Kuwait. Objectives This study aims to identify factors related to the job satisfaction of nurses and the effect of selected background characteristics (e.g., age, gender, nationality, educational qualification, marital status, monthly salary, experience in other countries, and years of experience) on the global satisfaction scale by using the McCloskey–Mueller Satisfaction Scale. Methods A stratified random sample size of 500 subjects was selected, and a questionnaire was distributed among them. Four hundred thirty-six completed questionnaires were returned, resulting in a response rate of 87.2%. Results Factor analysis identified five factors: satisfaction with (a) professional opportunities; (b) praise and recognition; (c) scheduling of duty; (d) control and responsibility, and (e) extrinsic rewards. These together explained 59.5% of the total variance. Nurses were found to be dissatisfied with two of five factors: professional opportunities and extrinsic rewards. Nurses were satisfied with the remaining three factors, although levels of satisfaction were not very high. The relationship of job satisfaction with nationality and marital status was positive and significant. However, a higher level of educational qualification showed an inverse relationship with job satisfaction. Conclusions Two issues identified here concerned aspects of nurses' professional development and extrinsic rewards, which have to be addressed as prerequisites to any improvement in the quality of nursing care in Kuwait. Based on our findings, we recommend a concerted action in developing a strategy to improve various aspects of nurses' professional development and extrinsic rewards. This will have a positive impact on the quality of health care of the Kuwaiti population.

Mediating Effects: A Study of the Work Environment and Personality in the Quick-Service Restaurant Setting

The relationship between core self-evaluation (Judge, Locke & Durham 1997) and job satisfaction and organisational commitment is explored. Two workplace environment factors are examined as potential mediators of these relationships; empowerment and organisational climate. The sample for the study consisted of employees from one quick-service restaurant chain well regarded in employee and community relations. The findings of the research support mediation of the core self-evaluation and job satisfaction relationship as well as the core self-evaluation and organisational commitment relationship. A discussion of the relevance of these findings for hospitality practitioners and the hospitality literature alike is provided.

Expatriation outside the boundaries of the multinational corporation: A study with expatriate nurses in Saudi Arabia

AbstractTo date, research has largely neglected individuals who become expatriates on their own initiative and outside the boundaries of multinational corporations. This study, which focused on 206 non‐Saudi expatriate nurses employed in a Saudi Arabian hospital, investigated the relationship of job satisfaction and turnover intentions with four factors: cross‐cultural training, protégé experience, peer support, and the cultural clusters of the home and host countries. The study also examined the role of gender in the relationship of work attitudes with protégé experience and peer support. Protégé experience had the most consistent relationship with job satisfaction and turnover intentions, while attendance of cross‐cultural training before expatriation was not involved in any of the identified relationships. In most conditions, protégé experience and peer support were associated with higher job satisfaction for expatriates of Arab origin. Finally, gender did not play a moderating role in the relationship of work attitudes with mentoring or peer support. These results shed light on the factors that help determine the success of non‐corporate‐sponsored expatriates and have implications for practice and future research. © 2009 Wiley Periodicals, Inc.

Nurses' work environment and nursing outcomes: A survey study among Finnish university hospital registered nurses

The aim was to assess the interrelationships between nurses' work environment and nursing outcomes. A cross-sectional survey of 664 registered nurses (RN) on 34 acute care inpatient hospital wards was used to measure nurses' perceptions. Patient data (n = 4045) consisting of a total patient satisfaction indicator were collected simultaneously with the nurse data during year 2005. RN's assessments of staffing adequacy, respect and relationships were the most important factors of work environment having an influence on job-related stress, job satisfaction, patient satisfaction and adverse events to patients and nurses. Some 77% of the RN reported adverse nurse events and 96% reported adverse patient events during a 3 month retrospective period. Ensuring sufficient and suitably qualified nurses' availability in delivering nursing care is an important management issue. Nurses are concerned about the quality of care, and the concerns perceived by nurses can influence their clinical work.

The Interactive Effect of Organizational Politics in the Justice, rganisational Support and Job Satisfaction Relationships

The study of the antecedents of job satisfaction (JS) is important because of the strategic role JS plays in organizational productivity. Three pervasive perceptions of work environment, ganizational politics(OP), organizational support (POS) and justice (PJC) predict JS and affect individual’s decision in an exchange process. Joint effects of these variables have been theorized, but never tested. This study tested the interactive role of OP when POS, PJC and JS are contained in the same model. The study utilized 400 participants drawn from organizations in Nigeria. The results of the hierarchical multiple regression analyses, indicate that PJC and POS have direct effects on JS, while OP interacts with PJC to predict JS. The study highlights the importance of including OP, POS, and the PJC in JS models

Predictors of Work Engagement Among Medical-Surgical Registered Nurses

This descriptive, cross-sectional study examines the relationship of job satisfaction, turnover cognitions, job search behavior, and nurse demographics to work engagement among a sample of 167 registered nurses employed on medical and/or surgical units within six hospitals. Professional status, interaction, and thinking of quitting together explain 46%, F(3,160) = 47.546, p < .001, of the variance in work engagement. Additionally, the job satisfaction components of professional status and interaction are shown to significantly moderate the relationship between thinking of quitting and work engagement (t = 1.96, p < .05). Results suggest improvements in work environment processes that are consistent with professional status and interaction at work, such as integration of a professional nursing practice model and development and positioning of transformational leaders at every level of the organization, are needed.

Politics as a Moderator of the Accountability—Job Satisfaction Relationship: Evidence Across Three Studies

The current study examined the interactive relationship between felt accountability and organizational politics perceptions on job satisfaction in three samples, which included employees in a wide array of work settings. We hypothesized that job satisfaction would decline (increase) as felt accountability became more intense for those perceiving heightened (limited) levels of politics. After controlling for demographic factors (e.g., age, gender, and organizational tenure), affectivity (e.g., negative and positive), and nonlinear main effect terms (e.g., felt accountability2 and politics perceptions2), results supported the study's hypothesized relationship. Namely, findings indicated that accountability predicted unfavorable levels of job satisfaction when coupled with heightened politics perceptions. Implications of results for theory and practice, strengths and limitations, and directions for future research are provided.

Job Satisfaction, Organizational Commitment, and Religious Commitment of Full-Time University Employees

This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and organizational and religious commitment than younger employees. It was also noted that workers holding doctoral degrees had higher levels of job satisfaction and religious commitment than individuals with a high school diploma only. It was evident that the longer employees stayed at this institution, the higher the levels of organizational commitment and extrinsic job satisfaction, and administrators and sector managers had higher levels of intrinsic job satisfaction and religious commitment than those in other occupational areas.

The Moderating Effects of Justice on the Relationship Between Organizational Politics and Workplace Attitudes

Research suggests that perceptions of organizational politics consistently result in negative outcomes for individuals. In the current study, distributive and procedural justice are explored for their effects on the relationships between perceptions of organizational politics and turnover intentions and job satisfaction. We tested these relationships in a sample of 311 employees of a water management district. Results indicated the politics––turnover intentions and politics––job satisfaction relationships were weaker when perceptions of both forms of justice are high. Further, and potentially more interestingly, politics mattered the most when the distribution of outcomes was unfair (distributive justice) as opposed to when procedures were unfair (procedural justice). Implications for future research and management practice are discussed.

Making the risk of job loss a way of life: Does it affect job satisfaction?

This study investigates the relationship between job satisfaction and job security in European countries. In doing so, it attempts to take into account the endogenous nature of the job security–job satisfaction relationship after controlling for the various economic and personal characteristics. The results show that workers in jobs with low likelihood of job termination derive higher utility from work compared to the workers in insecure jobs. This holds even after controlling for endogeneity by using both a conventional IV approach and a selection model. This appears to be the case for both men and women.

Job Characteristics and Job Design in Table-Service Restaurants

ABSTRACT This study assessed the relationships of job characteristics, job satisfaction, and job performance in a sample of 315 table service restaurant employees. Results demonstrate the job characteristics to be reliable constructs, and that the sample perceived them to exist at varying levels in their jobs. Multiple measures of job satisfaction are reported and compared. Perceived job characteristics do appear to influence job satisfaction, but demonstrate only a very limited relationship with job performance. Recommendations are suggested for job design or job redesign that may enhance satisfaction and performance.

Stress and Satisfaction Among Juvenile Correctional Workers

During the past three decades, there have been increasing investigations of correctional employees' reactions to their work, especially in terms of job-related stress and satisfaction. The vast majority of this research, however, has been conducted in adult facilities. To help address this limitation in the literature, we use a secondary dataset to examine the levels and sources of work stress and job satisfaction among 195 juvenile correctional workers from across the state of Ohio. The results revealed that, overall, these workers experienced moderate to high amounts of job stress and satisfaction. Levels of work stress varied significantly based on work-related variables, while both individual and work-related variables were important in predicting levels of job satisfaction.

Explaining Knowledge Sharing

In this study, the authors investigate the relationships between team communication styles and job-related cognitions on one hand and knowledge-sharing attitudes and behaviors on the other using 424 members of different work-related teams. Both eagerness and willingness to share are positively related to knowledge sharing—both donating and collecting knowledge. These attitudes mediate the relationships of communication styles, job satisfaction, and performance beliefs with knowledge-collecting and donating behaviors. In terms of team communication styles, an agreeable style is positively related to team members’ willingness to share their knowledge, whereas an extravert communication style of a team is positively related to both eagerness and willingness to share. Performance beliefs and job satisfaction are both related to willingness and eagerness to share knowledge. However, in contrast with the authors’ expectations, the relationship between eagerness to share knowledge and knowledge donating is not stronger than the one between eagerness and knowledge collecting.

The Labour Market Consequences of Self-Employment Spells: European Evidence

Hundreds of thousands of Europeans enter self-employment each year, but because self-employment spells are typically brief, many of them exit soon after entry. We examine how those who return to paid-employment fare on the labour market using the European Community Household Panel (ECHP). Like earlier evidence for the US, ours indicate that, in general, brief spells of self-employment do not increase average hourly earnings upon return to paid-employment. For highly educated men, an additional year of self-employment actually decreases their earnings by 4-5% relative to a year of continued wage employment. We also find that brief spells of self-employment are associated with increased probability of part-time employment upon returning to the wage sector, which may be interpreted as difficulties in re-entering the wage sector. There is also some indication that men returning to paid-employment after a spell of self-employment have lower job-related satisfaction and a worse financial situation when compared to those who continued in the wage sector. While the stigma of failure that stems from the self- and/or unemployment spells is higher for the more educated rather than for the less educated, the difference in these effects suggests that, as compared to self-employment, unemployment is more detrimental for the more educated. We also document that while self-employed, better educated men are more likely to seek new (paid) employment. This finding suggests that for them, self-employment might in part be unemployment in disguise.

What do seasonal lodging operators need to know about seasonal workers?

Part of the seasonal employee retention problem stems from a lack of understanding of diversified seasonal employees. The overall job satisfaction of seasonal workers and the attitudes toward co-workers and the workplace need to be studied to identify factors that would help employers in retaining a full workforce. Job satisfaction, the workers' perceptions, and expectations of social and physical working environments were identified. Seasonal workers perceive different social and moral values, and management might affect seasonal worker job satisfaction. Such differences may help in explaining the relationship between social value and job satisfaction relationship in summer destination resorts.

A longitudinal and multi‐source test of the work–family conflict and job satisfaction relationship

Job satisfaction is one of the most frequently studied outcomes in the work–family conflict literature. This study extends the previous research examining the unique effects of work interfering with family (WIF) and family interfering with work (FIW) on job satisfaction by (1) controlling for family, personal, and job characteristics of dual‐earner couples, (2) employing cross‐sectional and longitudinal methods, and (3) predicting job satisfaction with a spousal rating of the target's WIF. Consistent with previous research, WIF was related to job satisfaction cross‐sectionally for men and women, and this effect existed beyond negative mood, job autonomy and monotony, and FIW. When predicting a change in job satisfaction a year later, and when using spouse rating of the target's WIF, WIF was predictive of women's job satisfaction but not men's, which is consistent with gender role theory. The fact that WIF predicted job satisfaction for women beyond affective and job characteristic variables, over time, and with non‐self reported measures, provides more confidence in this directional relationship than could previously be assumed. Societal and managerial implications are discussed.