Job Perception–Job Satisfaction Relations: An Empirical Comparison of Three Competing Theories

Alternative conceptions of the relationship between job perceptions and job satisfaction were tested using survey responses from 450 engineers. One model, based on Job Characteristics Theory (JCT) (e.g., Hackman & Lawler, 1971), predicted that job perceptions lead to job satisfaction (JP → Sat). A second model, based on Social Information Processing (SIP) theory (e.g., Salancik & Pfeffer, 1978) and Zajonc′s (1980) theory, predicted that job satisfaction leads to job perceptions (Sat → JP). A third model, which specified a reciprocal relationship between perceptions and satisfaction (JP ↔ Sat), was developed based on James′ theory (e.g., James, Hater, Gent, & Bruni, 1978). Supervisors′ ratings of departmental characteristics were used as contextual variables along with individual difference measures as antecedents of job perceptions and job satisfaction. Model contrasts performed using LISREL VII yielded clear support for the reciprocal model based on James′ theory, in contrast to the unidirectional models based on JCT and on SIP and Zajonc′s theory. The magnitudes of the two reciprocal paths linking job perceptions and job satisfaction did not differ significantly. Directions for future research and application were offered.     

The Consequences of Emotional Labor: Effects on Work Stress,Job Satisfaction,and Well-Being

Although early research suggested that the performance of emotional labor had deleterious effects on workers, recent empirical investigations have been equivocal. The performance of emotional labor appears to have diverse consequences for workers—both negative and positive. Variation in the consequences of emotional labor may be due to the different forms of emotion management involved. There is also evidence that the effects of emotional labor are specified by other work conditions. The effects of two forms of emotional labor on work stress, job satisfaction, and psychological distress—self-focused and other-focused emotion management—are explored using data from a survey of workers in a large organization. Results indicate that both forms of emotional labor have uniformly negative effects on workers, net of work complexity, control, and demands. Emotional labor increases perceptions of job stress, decreases satisfaction, and increases distress. Self-focused emotion management has the most pervasive and detrimental impacts. There is little evidence of interaction effects of work conditions and emotional labor.     

The Influence of Work Personality on Job Satisfaction: Incremental Validity and Mediation Effects

ABSTRACT Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006 ), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles— they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home personality; and (c) work personality demonstrated incremental validity above and beyond the other two personality measures. Study 2 further showed that each of the work personality dimensions fully mediated the association between its corresponding global personality trait and job satisfaction. Evidence for the discriminant validity of the findings is also presented.     

主动性人格对小学教师工作满意度的影响:一个有调节的中介模型

该研究探讨了主动性人格与小学教师工作满意度的关系,并提出一个有调节的中介模型,考察个人-工作匹配的中介效应和工作-家庭冲突对该效应的调节效应。研究采用主动性人格量表、个人-工作匹配量表、工作-家庭冲突量表和工作满意度量表对8所小学420名教师进行测查,结果表明：（1）主动性人格对个人-工作匹配和工作满意度均有显著的正向预测作用;（2）个人-工作匹配在主动性人格与工作满意度之间起着中介作用;（3）个人-工作匹配与工作满意度的关系（中介效应的后半段路径）受到工作-家庭冲突的调节,即工作-家庭冲突可以降低个人-工作匹配对工作满意度的正向影响。因此,主动性人格和工作满意度之间存在有调节的中介效应。     

工作压力对中小学教师职业倦怠的影响：情绪劳动和工作满意度的链式中介作用

为探讨中小学教师的工作压力对职业倦怠的影响机制,采用中小学教师职业压力问卷、教师情绪劳动量表、工作满意度量表、教师职业倦怠量表对中小学教师进行调查,共回收有效问卷362份。结果发现,工作压力可以直接影响职业倦怠,也可以通过情绪劳动和工作满意度的链式中介作用影响职业倦怠。本研究揭示了中小学教师工作压力与职业倦怠的关系及其内在机制,研究结果扩展了资源保存理论和工作需求-资源模型,为中小学教师保持良好的工作状态提供了理论参考。     

情绪劳动与心理健康的关系:工作倦怠的中介作用

主要探讨情绪劳动与心理健康的关系以及工作倦怠对二者关系的中介作用。采用情绪劳动量表、心理健康量表和工作倦怠量表对山东省5家医院的200名护士进行问卷调查。结果表明,情绪劳动与心理健康呈显著负相关,对心理健康具有显著的负向预测作用,具体表现为对躯体化、焦虑、妄想和精神病性有负向预测作用;情绪劳动与工作倦怠呈显著正相关,对工作倦怠具有显著的正向预测作用,表现在情绪衰竭和去人格化两个方面。工作倦怠是情绪劳动与心理健康关系的中介变量,工作倦怠对情绪劳动与心理健康之间的关系具有完全中介作用,情绪劳动通过工作倦怠间接影响心理健康。     

A Dynamic Model of the Longitudinal Relationship between Job Satisfaction and Supervisor‐Rated Job Performance

Job satisfaction and job performance represent two of the most important and popular constructs investigated in organisational psychology. Issues relating to the nature and significance of their relationship has fascinated organisational researchers since the beginning of this discipline. In the present study, we aimed to clarify the direction of plausible influences between these two constructs by using a dynamic latent difference score model (McArdle, 2009 ) and a large sample of employees who were followed for five years (N = 1,004). The findings provided support for a reciprocal model of relationships. Satisfied workers generally demonstrated higher job performance over time than did unsatisfied workers. Job performance, however, is a significant contributor of an individual's satisfaction with their work. The contribution of this study to the literature lies in its use of Latent Difference Score models to more accurately capture the longitudinal dynamics of the relationships between job performance and job satisfaction.     

教师工作满意度的影响因素结构模型研究

通过对317名教师的问卷调查,建立了教师工作满意度的影响因素结构模型。研究发现,组织氛围、课程改革参与性是教师工作满意度的直接影响因素,其对教师工作满意度的作用是正向的。工作满意度是影响教师职业承诺、工作主动性,以及职业倦怠的重要中介变量。组织氛围能提升教师的职业承诺。课程改革参与性不仅能增强教师的工作主动性,而且能降低教师的职业倦怠。     

The Impact of Emotional Dissonance on Organizational Commitment and Intention to Turnover

In the workplace, emotional dissonance is the conflict between experienced emotions and emotions expressed to conform to display rules. This study is an empirical examination of the impact of emotional dissonance on organizational criteria and its moderation by self-monitoring and social support. Emotional dissonance was theorized to stimulate turnover intentions, either solely through job dissatisfaction or through both job dissatisfaction and reduced organizational commitment. Job dissatisfaction was found to be the sole mediator. Emotional dissonance resulted in job dissatisfaction, which, in turn, stimulated withdrawal intentions. Self-monitoring and social support exerted moderator effects, albeit in opposing directions. Emotional dissonance aroused feelings of job dissatisfaction and reduced organizational commitment among high self-monitors. In contrast, social support lessened the negative impact of emotional dissonance on organizational commitment.     

工作场所排斥与员工心理健康、工作满意度的关系：性别的调节作用

为考察工作场所排斥问卷（WOS）在国内的适用性,以及不同性别员工在遭受工作场所排斥后的心理健康和工作满意度状况,采用中文版WOS对437名员工进行调查,结果表明：（1） 9题版WOS为单维结构,信效度良好;（2）性别在工作场所排斥与心理健康、工作满意度的关系中起调节作用。由此,修订后的中文版WOS可以作为评定工作场所排斥的工具使用;女性受工作场所排斥的负面影响更大。     

Supervisor Support and Organizational Commitment: The Role of Work–Family Conflict,Job Satisfaction,and Work–Life Balance

Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed.     

企业员工工作-家庭冲突对工作和生活满意度的影响——大五人格的调节作用检验

为了考察工作-家庭冲突对工作满意度和生活满意度的影响,以及人格在其中的调节作用,利用工作-家庭冲突量表、大五人格量表、工作满意度和生活满意度量表对870名被试进行施测.结果:工作干涉家庭和家庭下涉工作对生活满意度存在显著预测作用,且呈显著负相关;但对工作满意度都没有直接影响.大五人格在其中具有凋节作用.     

教师工作满意感与工作绩效:职业倦怠的中介效用

本研究通过考察398名幼儿园和小学教师的工作满意感、职业倦怠和工作绩效状况,采用纵向研究方法,借助于结构方程模型建构,以揭示其工作满意感、职业倦怠与工作绩效三者之间的关系。结果表明,(1)工作满意感对工作绩效存在显著的影响;(2)工作满意感通过职业倦怠中情感耗竭维度的中介作用影响教师的工作绩效;(3)职业倦怠中人格解体维度和成就感低落维度对工作绩效没有显著影响。     

Inter‐Relationships among Different Types of Person–Environment Fit and Job Satisfaction

This paper investigates how different types of person–environment (P–E) fit work together to influence job satisfaction. One field study and a re‐analysis of Cable and DeRue's (2002) data were conducted to investigate the inter‐relationships linking different types of fit perceptions and job satisfaction. An employment relationship model describing how person–organisation values congruence (OVC), demands–abilities (D–A), and needs–supplies (N–S) fit perceptions relate to each other and job satisfaction is proposed and tested. Results support a model where N–S fit mediated the impact of both OVC and D–A fit on job satisfaction. Furthermore, OVC was related also to satisfaction both directly and indirectly, whereas D–A fit was only related to satisfaction via N?S fit.     

Dispositional Optimism and Physical Well-Being: The Influence of Generalized Outcome Expectancies on Health

This article explores the implications that dispositional optimism holds for physical well-being. Research is reviewed that links optimism to a number of different positive health-relevant outcomes, ranging from the development of physical symptoms to recovery from coronary artery bypass surgery. Additional findings are described which suggest that these beneficial effects are partly due to differences between optimists and pessimists in the strategies that they use to cope with stress. A number of other potential mediators are also discussed, including some that are physiologic in nature. The article closes with a discussion of the relationships between our own theoretical account of the effects of optimism and several other conceptual approaches.     

The Changing Value of Skill Utilisation: Interactions with Job Demands on Job Satisfaction and Absenteeism

Opportunities to learn and apply new skills are generally considered a favourable job characteristic, but can there be too much of a good thing? In this paper, we draw on vitamin and resource perspectives to investigate a more nuanced perspective on where, when and why skill utilisation delivers value as a resource. Specifically, we examine whether skill utilisation exhibits non-linear relationships with job satisfaction and absenteeism in the presence of two different job demands: task workload, which captures the quantitative demands of work, and surface acting, which captures the qualitative demands of work. Using data from 278 hospital employees, we found that surface acting moderated the non-linear relationship between skill utilisation and absenteeism. Specifically, the relationship between skill utilisation and absenteeism became increasingly positive when surface acting was high, but not when surface acting was low. Interestingly, the linear relationship between skill utilisation and job satisfaction was less positive when surface acting was high. Task workload did not interact with skill utilisation to predict employee outcomes. Our findings highlight complexities in the relationship between job resources and demands and show that the value of skill utilisation changes under demanding conditions.     

Mexican‐Origin Parents’ Stress and Satisfaction: The Role of Emotional Support

Guided by a process model of parenting and the integrative model, this study examined sources of emotional support (i.e., partner, maternal, paternal) as related to stress and satisfaction resulting from the parenting role in a sample of Mexican‐origin young adult parents who participated in the National Longitudinal Study of Adolescent to Adult Health (Add Health) during Wave IV. Participants were male and female parents (26–35 years of age; 59% female; N = 737) who had children and a partner. Results from structural equation modeling revealed support from mothers as salient; high levels of maternal support were associated with high levels of parenting satisfaction. Tests of indirect effects suggested that parenting satisfaction played an intervening role in the link between maternal support and parenting stress. The pattern of results held across levels of linguistic acculturation but varied by gender. Understanding the mechanisms that predict parenting stress and satisfaction within the Mexican‐origin population may help in the identification of culturally sensitive intervention strategies.     

The Relationship Between Ability-Based Emotional Intelligence and Contextual Performance and Counterproductive Work Behaviors: A Test of the Mediating Effects of Job Satisfaction

This article investigated the mediating role of job satisfaction between four ability-based emotional intelligence (EI) dimensions and contextual performance and counterproductive work behaviors (CWBs), and controlled for Conscientiousness, Emotional Stability, and Agreeableness. Based on data collected from 222 employees, results supported the hypothesized partial mediation model. Job satisfaction partially mediated the relationship between (a) the ability-based EI dimension, regulation of emotion, and contextual performance, and CWB-I and CWB-O; (b) the ability-based EI dimension, selfemotion appraisal, and CWB-I and CWB-O; (c) the ability-based EI dimension, use of emotion and contextual performance; and (d) between Agreeableness, Emotional Stability, and Conscientiousness and contextual performance and CWBs. Implications, limitations and suggestions for future research are discussed.     

Five‐Factor Model of Personality and Job Satisfaction: The Importance of Agreeableness in a Tight and Collectivistic Asian Society

Results from predominantly US‐based research have shown that personality can partly explain job satisfaction. As the issue of globalisation grows in importance for organisations, I researched in this study whether meta‐analytic findings on the relationships between job satisfaction and the Big Five personality traits extraversion, conscientiousness, and neuroticism would hold in a tight and collectivistic Asian society. Additionally, I expected that in a tight and collectivistic society the personality trait agreeableness would have a strong positive relationship with job satisfaction. Study participants were 354 employees from organisations in Singapore. Results confirmed that extraversion, conscientiousness, non‐neuroticism (emotional stability), and also agreeableness were related to job satisfaction. The study advises scholars and practitioners that even in a tight and collectivistic Asian society—despite situations that demand abiding by norms and fulfilling obligations—job satisfaction is related to stable personality traits.