Mental Health,Occupational Trust,and Quality of Working Life: Does Belief in a Just World Matter?

We investigated the hypotheses that personal belief in a just world (BJW) would enhance evaluations of working life (e.g., job satisfaction, organizational commitment), increase occupational trust (e.g., entrepreneurial self-efficacy, occupational self-efficacy), and boost mental health (e.g., life satisfaction, self-esteem). To test these hypotheses, we conducted 3 studies with employees and unemployed individuals in different career situations (total N  = 593). Regression analyses revealed positive relationships between BJW and mental health, as well as occupational trust in all participant groups. These relationships persisted when controlling for objective success criteria and global personality traits. In addition, BJW was found to be associated with subjective quality of working life in employed individuals. We concluded that justice motive matters in the working context.     

Effects of Trust in Superiors and Influence of Superiors on the Association Between Individual-Job Congruence and Job Performance/Satisfaction

This research examines the moderating influences of trust in superiors and influence of superiors as elements of an organization communication system on the association between individual-job congruence and job performance/satisfaction. Data from 302 employees were used to assess the research design variables of growth need strength, job scope, trust in superiors, influence of superiors, job performance, and job satisfaction. Moderated regression analysis gave weak support to trust and influence as moderators of the association between individual-job congruence and both job performance and satisfaction. The results did, however, provide justification for trust in superiors and influence of superiors as predictors of performance and satisfaction. The data suggest that other factors may account for changes in the research variables.     

Improving Teacher Job Satisfaction: The Roles of Social Capital,Teacher Efficacy,and Support

In this study, we examine how social capital, teacher efficacy, and organizational support increase teacher job satisfaction. Research suggests that teachers worldwide are exceedingly dissatisfied with their jobs and have significantly higher levels of turnover than their counterparts in other professions. We investigate this phenomenon using a sample of 122 elementary school teachers. We found that teachers’ centrality position, or each teacher’s relationship with every other teacher, in their school’s trust network and the density of a teacher’s academic advice ego-network predicted the development of teacher job satisfaction. Additionally, we found that teacher efficacy mediated the relationship between teacher’s trust and academic advice relationships and job satisfaction, and perceived organizational support strengthened the relationship between teacher efficacy and job satisfaction. The article concludes by offering implications of the findings for both administrators and teachers as well as for the social capital, teaching efficacy, and teacher job satisfaction literatures.     

Is Involvement a Suppressor of the Job Satisfaction–Life Satisfaction Relationship?1

Previous research has demonstrated a considerable correlation between job satisfaction and life satisfaction. In addition, various researchers have hypothesized that job importance (work involvement) should be a moderator of this relationship. However, most empirical tests did not confirm this assumption. We argue that job importance cannot turn out to be a moderator because the subjective importance of work is already part of job–satisfaction judgments, a notion that has been advanced by Locke (1969) as implicit importance weighting. However, a suppressor effect can be predicted because job importance should be correlated with job satisfaction, but not life satisfaction. In a study of recently hired incumbents (N= 811) in a large German electronics company, we distinguished between job involvement and work involvement. We considered the latter, but not the former, being a measure of job importance. Work involvement, but not job involvement, turned out to be a suppressor of the relation between job satisfaction and life satisfaction.     

Studies of transformational leadership in consumer service: leadership trust and the mediating-moderating role of cooperative conflict management

This is the third in a series of studies evaluating how transformational leadership is associated with related variables such as job satisfaction, change commitment, leadership trust, cooperative conflict management, and market orientation. The present paper evaluates the effects of transformational leadership and cooperative conflict management along with their mediating and moderating of leadership trust in the life insurance industry for two sample groups, sales managers and sales employees. The main effect of leadership trust was mediated and moderated by cooperative conflict management. Cooperative conflict management made a more important contribution than transformational leadership or the moderating effect (interaction), but these three together were the most important variables predicting highest leadership trust. Transformational leadership has an indirect influence on leadership trust. This work summarizes the specific contribution and importance of building successful leadership trust associations with employees in relation to leadership and satisfaction with change commitment.     

上司人际公平如何影响员工工作结果:有中介的调节效应

本文探讨了上司的人际公平怎样影响员工工作满意度和人际层面组织公民行为,以及这种影响何时更强或更弱。通过对237名在职人员调查,结果发现:(1)员工的上司信任在人际公平与工作满意度、人际层面组织公民行为之间具有部分和完全中介作用;(2)上司权力对人际公平效应具有调节作用:当上司权力较高时,人际公平显著影响员工对他的信任,进而影响工作满意度和人际层面组织公民行为;而当其权力较低时,人际公平的影响不明显。     

Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

In good company? A multi-study,multi-level investigation of the effects of coworker relationships on employee well-being

Two multi-level studies were conducted to examine the effects of attitudes towards coworkers on daily well-being. Study 1 linked daily levels of coworker satisfaction to job satisfaction and life satisfaction and examined the extent to which job satisfaction mediated the relationship between coworker satisfaction and life satisfaction among 33 government employees. Study 2 replicated and extended Study 1 by examining the extent to which agreeableness moderated the relationships between daily levels of coworker satisfaction and job and life satisfaction among an occupationally diverse sample of 79 employees. Results revealed that coworker satisfaction varied significantly from day to day and was positively related to job and life satisfaction. Further, job satisfaction partially mediated the relationship between daily coworker satisfaction and life satisfaction. Finally, agreeableness moderated the relationship between coworker satisfaction and job and life satisfaction, such that daily levels of these variables were more contingent on coworker satisfaction for agreeable individuals.     

Happiness and Domain Satisfaction in Taiwan

Happiness and life satisfaction are two empirically correlated but nobreak conceptually different measures of well-being. As an emotional state, happiness is sensitive to sudden changes in mood, whilst satisfaction is regarded as a cognitive or judgmental state. Using estimations from two empirical models, the aim of this study is to examine the determinants of happiness and satisfaction amongst nobreak Taiwanese people in a number of life domains. First of all, we attempt to investigate the individual characteristics of happiness by using an ordered probit model. Secondly, using ordinary least squares, we include an individual's value or attitude variables as nobreak determinants of the level of satisfaction with different life domains.Our results suggest that higher income is associated with a higher level of subjective well-being. Measures of comparison income are significantly negatively correlated with the reported level of happiness and job satisfaction, which supports the hypothesis that well-being depends on income relative to a reference group. Consistent with the results from other countries, married people report a higher degree of happiness and satisfaction, whilst the past experience of unemployment significantly reduces subjective well-being. There is little gender difference in happiness or satisfaction with different domains. Furthermore, individual's personal values have strong effects on both marital satisfaction and job satisfaction. The findings of this paper confirm that the effects of personal characteristics are fundamentally different in terms of happiness and satisfaction with specific domains of life.     

A self-regulation account of the job performance–job satisfaction relationship

We present a self-regulation account of the job performance–job satisfaction relationship according to which job performance leads to job satisfaction, if it involves optimal expectancies for successful performance. Using response surface methodology (n = 747 employees), we found that employees who held overly negative (self-effacement) or overly positive self-perceptions of performance (self-enhancement) gained less satisfaction from their jobs. As hypothesized by self-discrepancy theory, self-effacement promoted fear-related negative emotions, whereas self-enhancement was linked to disappointment. Self-enhancers also reported lower trust and reduced satisfaction with interpersonal relationships, which may partly explain why self-enhancement had particularly detrimental effects. Furthermore, among employees high in performance-goal orientation, attaining high normative performance, as indicated by above-average supervisor evaluations, rather than optimal expectancies for success, explained job satisfaction. Our findings support the conclusion that need satisfaction and the ensuing self-regulatory processes determine the shape and the size of the performance–satisfaction relationship.     

Core Self-Evaluations and Job and Life Satisfaction: The Mediating and Moderated Mediating Role of Job Insecurity

This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.     

Consequences of job insecurity and the moderator role of occupational group

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.     

Testing a Moderated Mediational Model of Workgroup Incivility: The Roles of Organizational Trust and Group Regard

The purpose of this study was to examine organizational trust as a mediator of the relationship between workgroup incivility and work outcomes, and whether workgroup regard moderates this mediation. Participants included 90 (61% female, 79% White) employees of a property‐management company who completed measures of workgroup incivility, group regard, organizational trust, job satisfaction, turnover intention, and job burnout. The results showed that trust mediated the relationship between incivility and all 3 work outcomes, and that regard for the workgroup moderated this process. Employees with lower group regard reported less organizational trust when they experienced incivility within their workgroup; lower trust, in turn, related to lower job satisfaction, especially for those with low group regard. Implications for organizations are discussed.     

The Effect of Work/Family Conflict on Intention to Quit: The Mediating Roles of Job and Life Satisfaction

Research has shown consistently that job satisfaction predicts turnover, but much less attention has been given to the how relationships between work and nonwork or how overall subjective evaluations of life (i.e., life satisfaction) affects turnover. We tested a model that included job satisfaction, life satisfaction, and conflict between work and nonwork domains of life as predictors of intent to quit. Results from a sample of Air Force personnel revealed that life satisfaction was a significant predictor of intent to quit after controlling for job satisfaction, and that both job and life satisfaction mediated the effects of role conflict between work and nonwork on intent to quit. We consider implications of these findings for both theory and practice. Portions of this paper were presented at the 9th Bi-Annual Conference of the International Society for the Study of Work and Organizational Values (ISSWOV). The views expressed in this paper are those of the authors and do not reflect the official policy or position of the United States Air Force, Department of Defense, or the US Government.     

Family Economic Well-Being,and (Class) Relative Wealth: An Empirical Analysis of Life Satisfaction of Secondary School Students in Three Italian Cities

The aim of the study is to shed light on an under-investigated topic—the determinants of life satisfaction of the young—by means of an econometric analysis which focuses specifically on the relationship between household wealth and life satisfaction of secondary school students living in three Italian cities: Rome, Milan and Genoa. We find that family home ownership, mortgages and (class) relative wealth significantly affect the life satisfaction of students. Other significant controls are geographical residence (those living in Milan are significantly less satisfied with life), the mother’s occupation, and trust in family and friendships. The characteristics of our household wealth variables make it hard to conceive any inverse causality (and endogeneity highly unlikely), thus suggesting a direct causality nexus for these factors. We explain why our research provides important insights that should be taken into account when developing policies to promote the subjective well-being of the young.     

Educated and Happy: A Four-Year Study Explaining the Links Between Education,Job Fit,and Life Satisfaction

Drawing on a bottom-up theoretical perspective on life satisfaction, we developed and tested a model that specifies distinct paths from education to life satisfaction through three domain satisfactions (i.e., job, financial, and health satisfactions). Furthermore, we proposed explanatory mechanisms for each of these three paths (i.e., job fit, financial literacy, and proactive healthy behaviours). To test our hypotheses, we used a large probability sample comprising 3,011–9,669 individuals, from the Netherlands, who provided survey responses over four consecutive years. The results supported the hypothesised mediating mechanisms explaining the indirect relationship between education and job, financial, and health satisfactions. Findings also showed that each of these domain satisfactions independently predicts general life satisfaction. Overall, the study shows the importance of education for life satisfaction and highlights the importance of work (i.e., job fit and job satisfaction) for individuals' general subjective well-being.     

Being Tough Versus Tender: The Impact of Country-Level and Individual Masculinity Orientations as Moderators of the Relationship Between Job Insecurity and Job Attitudes

Having a job constitutes one of the most potent means of attaining ‘masculine’ goals such as status, success, and material rewards. In the present research, we examine whether masculinity, both as a country-level value and an individual orientation, moderates the relationship between job insecurity and job attitudes. In Study 1, we draw on cross-cultural data of 20,988 employees from 17 countries. We find that job insecure individuals from countries with higher masculinity values show stronger decrements in job satisfaction (but not commitment). Shedding light on the underlying mechanism, we show that the moderating effect of masculinity is transmitted through two social job characteristics, perceived supervisor interpersonal justice and coworker support. We then constructively replicate the moderating effect of masculinity in Study 2. In a one-country sample of 319 employees, individual masculinity orientations likewise strengthen the negative relationship between job insecurity and job satisfaction. Our research highlights that country-level and individual masculinity orientations yield comparable effects in the job insecurity appraisal process, and provides insight into how cultural values can be enacted at the individual level.     

Quelle validité pour une mesure de la satisfaction au travail en un seul item ?

Single-item measures of job satisfaction have several advantages. However, there still exist debates on their use. In this article, we discuss the advantages and disadvantages of this type of measurement, and present an empirical study to compare the results of the assessment of job satisfaction with measures which, in theory, should be linked with it (perceived stress, psychological distress, satisfaction with life). The results tend to highlight the validity of the single-item measures of job satisfaction. Indeed, on the one hand, the observed correlations between the single-item measure and the global or multifactorial job satisfaction measures are satisfactory (from .65 to .85). On the other hand, correlations with other relevant measures in occupational health are all significant (P < .01) and between .239 and .529. We present, then, some results highlighting the influence of some job characteristics on job satisfaction for the sample interviewed. Finally, we discuss the application of a single-item measure, emphasizing the benefits of it and especially the idea that this evaluation offers a consideration of the subjective perception of job satisfaction.     

Predicting OCB Role Definitions: Exchanges with the Organization and Psychological Attachment

Purpose  To investigate the relationship between trust in the organization and employees’ exchange beliefs (i.e., exchange ideology) and both psychological attachment and role definitions. Design/Methodology/Approach  A field study based on data from 204 line and supervisory employees examined the relationships between the predictors and work role boundaries. Two important mechanisms, psychological attachment (organizational commitment) and job satisfaction were examined as mediator and moderator, respectively, to the relationship between trust and exchange ideology and role definitions. Findings  Results indicate that both relation- and exchange-based variables predict enlarged roles (i.e., employees’ perceived organizational citizenship behaviors as in-role). Additionally, organizational commitment mediated the relationship between the predictor and the outcome. Job satisfaction moderated the relationship between trust and role definition. Implications  Work role boundaries are important in the contemporary workplace, where employees are oftentimes required to enlarge their behavioral set. We provide evidence for the importance of managing the relationship with the organization (through high levels of trust) and making sure employees construe their exchanges with the organization as more open. Such knowledge may help design interventions to increase employee trust, and select employees with favorable exchange ideologies. Originality/Value  This is one of the first studies examining both relationship- and exchange-based variables as predictors of role definitions, and clarifies possible mechanisms (mediation through psychological attachment) and the role of job satisfaction as moderator.     

影响组织承诺的因素探讨

在组织承诺因素结构分析的基础上,采用单因素方差分析、多重比较、交叉分析等方法,先探讨了人口特征因素与组织承诺的关系。继而,采用结构方程模型(SEM)中的路径分析技术探讨了影响组织承诺的因素模型,从而揭示了五种组织承诺类型各自的影响因素。