When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance,job satisfaction,and psychological well-being

This study applies social exchange and person–environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.     

Effects of occupational stress, job characteristics, coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

Effects of occupational stress,job characteristics,coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

Disaffected Pollyannas: The influence of positive affect on salary expectations,turnover, and long‐term satisfaction

Using a longitudinal sample of MBA graduates, the present study investigates why employees who are high in positive affect (PA) sometimes display higher rates of turnover, as well as the consequences of frequent turnover for long‐term satisfaction. Results show that high PA employees had higher salary expectations than other employees, and that the relationship between low salary and frequent turnover in the 4 years following graduation was stronger among employees higher in PA. High PA employees who changed organizations more frequently in the first 4 years following graduation reported lower job satisfaction and lower life satisfaction 8 years into their careers, a trend that was reversed for low PA employees.     

The Relationship Between Overeducation and Job Satisfaction Among Young Spanish Workers: The Role of Salary,Contract of Employment,and Work Experience

The increase of education in younger generations and the relative scarcity of qualified jobs available for them makes overeducation of young employees a social issue. We explored the relationships between overeducation and job satisfaction (extrinsic, intrinsic, social facet), as well as the direct and moderating role of salary, contract of employment, and work experience in these relationships using hierarchical regression analyses. Data were collected from a sample of 643 young Spanish employees. As expected, there were negative relationships between overeducation and all 3 satisfaction facets. Moreover, high work experience emerged as a moderating factor that buffered the negative effect of overeducation on extrinsic satisfaction. Contract of employment and salary did not moderate these relationships.     

BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES

Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black ( n = 166) and white ( n = 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected.     

Trans employees,transitioning, and job satisfaction

While trans employees have become more widely recognized in society, our understanding of their work experiences remains underdeveloped. In the current study, we investigate whether transitioning is associated with job satisfaction in England, Wales and Scotland. Using longitudinal data collected before and after sex reassignment surgery associations between job satisfaction and mental health/life satisfaction are examined for trans men and women. The estimations suggest that employees experience higher job satisfaction, mental health and life satisfaction after sex reassignment surgery than before. In addition, the estimations suggest that after sex reassignment surgery, the associations between job satisfaction and mental health/life satisfaction are stronger than before. Moreover, the estimations suggest that employees not only experience higher job satisfaction after sex reassignment surgery, but also during transitioning. The results suggest that, firms should not treat transitioning employees in a biased way, since their transition might entail positive personal and workplace advancements.     

Affect and job satisfaction: a study of their relationship at work and at home

The authors investigated 2 broad issues: (a) across- and within-individual relationships between mood and job satisfaction and (b) spillover in moods experienced at work and at home. Using an experience-sampling methodology, they collected multisource data from a sample of 74 working individuals. Multilevel results revealed that job satisfaction affected positive mood after work and that the spillover of job satisfaction onto positive and negative mood was stronger for employees high in trait-positive and trait-negative affectivity, respectively. Results also revealed that the effect of mood at work on job satisfaction weakened as the time interval between the measurements increased. Finally, positive (negative) moods at work affected positive (negative) moods experienced later at home.     

Effects of gender similarity on relationships between person–group value fit and work attitudes

The present study assessed the effect of gender similarity as a potential moderator of the relationships between person–group (P–G) value fit and work attitudes. Specifically, we predicted that the effect of P–G value fit (in terms of social integration values) on individual attitudes would be stronger for individuals who had a similar gender than those of a different gender. Based on data obtained from 197 employees in South Korea, we found that when the focal individual had high gender similarity with his or her group, the relationships between P–G value fit and job satisfaction and between P–G value fit and turnover intentions were more prominent. Furthermore, these moderating effects were significant for men, but not for women.     

The careless or the conscientious : Who profits most from goal progress?

Although research indicates that making progress on personal work goals predicts positive job attitudes, little is known about the role of conscientiousness in moderating this relationship. Congruence theories suggest that job attitudes will be more dependent on goal progress when employees are high in conscientiousness, whereas compensation theories suggest the opposite. We test these competing hypotheses in a three-wave, 4-month longitudinal panel study of 121 trainee teachers, who are at their early stages of career development. Conscientiousness moderated the relationships between progress on personal work goals and job attitudes according to the compensatory pattern, such that employees displayed stronger increases in job satisfaction and affective organizational commitment in response to goal progress when they were low rather than high in conscientiousness. Our results help to resolve conflicting findings about the relationship between goal progress and job attitudes and adjudicate competing hypotheses about the role of conscientiousness in moderating this relationship.     

Evaluating the Interaction Between Self-Leadership and Work Structure in Predicting Job Satisfaction

Recent research in organizational psychology has recognized the value of exploring the person-situation interactional perspective as a determinant of work outcomes. The present field study investigated the interaction between self-leadership and work structure (supervisory structure and job autonomy) and their relation to job satisfaction. Seventy-six employees provided measures of self-leadership, employment characteristics, and job satisfaction. Performance data for participants was also collected from the organization. Satisfaction was higher for employees with high (low) self-leadership who worked in low (high) structure environments. These results suggest that affective response to the job may be influenced by specific combinations of person and situation variables. Implications of the current results with regard to person-environment fit are discussed.     

Interaction of social skill and general mental ability on job performance and salary.

Job and organizational changes have promoted the importance of social skill at work, yet research in this area has been limited. The authors investigated the interaction between social skill and general mental ability (GMA) in the explanation of job performance and salary, controlling for personality and demographic characteristics. The results indicated that the relationships between social skill and job performance were stronger among workers high than low in GMA. In a similar manner. the relationships between GMA and job performance were stronger among workers high than low in social skill. The interaction on salary indicated that increases in social skill (or GMA) for high-GMA (or social skill) individuals were associated with higher salary levels. It is interesting, however, that increases in social skill (or GMA) for those low in GMA (or social skill) contributed to lower salaries. Implications of these results and directions for future research are discussed.     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Support from the top: supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships

The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and job satisfaction and LMX and job performance for subordinates. Hierarchical linear modeling analysis provided support for the hypotheses in a sample of 210 subordinates and 38 supervisors of a grocery store chain. The positive relationship between LMX and job satisfaction was stronger when supervisors had high POS. Moreover, LMX was related to performance only when supervisors had high POS.     

新生代知识员工队伍的工作家庭冲突——基于人口特征差异交互效应的视角

本研究以来自高科技企业的500名新生代知识员工为样本,采用单因变量多因素方差分析法揭示了工作家庭冲突的人口特征差异,以及不同人口特征变量之间的交互效应。检验结果表明：（1）新生代知识员工的工作家庭冲突存在显著的性别差异与工龄差异,而职位层次差异并不显著;（2）工作家庭冲突的性别差异分别与工龄差异、职位层次差异之间存在显著的二维交互效应;（3）性别差异与工龄差异、职位层次差异之间存在显著的三维交互效应。     

Gender Differences in the Job Satisfaction of Public Employees: A Study of Seoul Metropolitan Government, Korea

A central paradox in studies of gender and job satisfaction is why women’s job satisfaction is not lower than men’s, given that women’s jobs are often inferior in terms of pay, autonomy, and promotional opportunity. The purpose of this study was to investigate this paradox by asking two questions: How does the job satisfaction of female public employees compare with that of male employees? How can we explain the gender differences in job satisfaction? Data from a survey of 5,128 public employees in Seoul Metropolitan Government indicate that women are more satisfied with their jobs than are men. Among demographic variables gender was the only significant predictor of job satisfaction; women emphasized intrinsic rewards, whereas men emphasized extrinsic rewards. The reasons for women’s high job satisfaction are discussed and explained.     

Organizational equity perceptions, employee job satisfaction, and departmental absence and turnover rates

Employee job satisfaction and perceptions of equitable treatment have been the topics of a great amount of behavioral research. Several theorists have suggested that one or the other may be related to organizational behaviors of employees such as absence and/or turnover. This longitudinal study examines the association of the two constructs, and, in a field setting, compares them as separate variables relating to absence and turnover. Employee perceptions of equitable treatment were found to be stronger predictors of absence and turnover than were job satisfaction variables.     

Big Five personality traits,job satisfaction and subjective wellbeing in China

This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five–SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well‐established multi‐item scales that have been validated both in English‐speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Five—extraversion, conscientiousness, and neuroticism—have an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a “high collectivism” and “high power distance” country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.     

Organizational Citizenship Behavior,Job Attitudes,and the Psychological Contract

Previous research has shown a positive relationship between job satisfaction and various dimensions of organizational citizenship behavior. These studies, however, have focused almost exclusively on civilian sector organizations. While insight gained from these studies is instructive, it remains to be seen if these relationships also exist in the context of military organizations. The relationships between job satisfaction as well as cynicism (as moderated by psychological contracts) with organizational citizenship behavior (OCB) are explored. Data were collected from military officers (n = 151) attending a 10-month professional military education school. As an improvement over other similar studies, control measures were incorporated to address potential confounds associated with self-reported attitudes. Results showed job satisfaction was a strong predictor of OCB, cynicism was negatively related to the altruism dimension of OCB, and the relationship between cynicism and the altruism dimension of organizational citizenship behavior was moderated such that the relationship was stronger when there were high levels of perceived psychological contract support than when there were low levels of support.     

Exploring the Interactive Effect of Time Control and Justice Perception on Job Attitudes

ABSTRACT

We investigated the associations between supervisor-related time control and two-job attitudes, and the moderating effects of distributive justice on these associations. A total of 505 full-time employees in Hong Kong responded to a structured telephone survey. The results showed that time control and perceived distributive justice were positively related to both job satisfaction and organizational commitment. More importantly, the positive relationships between time control and the two job attitudes were stronger when perceived distributive justice was high rather than low. These findings contrast with the typical buffering effects of organizational justice, in which perceived justice attenuates the beneficial effects of positive stimuli. Theoretical and applied implications of these findings are discussed.