The dynamic process of life satisfaction

Drawing from the Cognitive Affective Personality System (Mischel & Shoda, 1995, 1998), we argue for a need to examine within-individual variation in life satisfaction. Thus, employing a diary study of 76 fully employed, married adults we examined the magnitude, antecedents, and consequences of intra-individual variation in life satisfaction. Our findings establish a substantial amount of intra-individual variation, comparable to other personal evaluations assessed with a state approach (e.g., self-esteem), but less than that observed with major mood dimensions. In addition, concurrent changes in life satisfaction were systematically related to fluctuations in job and marital satisfaction; however, contrary to prediction, our results did not support a cross-level moderating role of Neuroticism in these associations. Our findings also lend support for the lagged influence of life satisfaction on next-day domain satisfaction ratings. Taken together, our findings demonstrate the systematic nature and importance of within-subject variation in life satisfaction.     

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.     

Leader Humor Extends beyond Work: how and when Followers Have Better Family Lives

Although the consequences of leader humor on subordinates have been well documented, the important issues of how and when leader humor affects employees’ attitudes or behaviors beyond the workplace have received limited attention. We integrate the humor literature with spillover-crossover theory to address the gap regarding the implications of leader humor in the nonwork domain. By performing an experiment and two field studies involving employee-spouse dyads, we consistently find 1) a positive association between leader humor and followers’ job satisfaction, 2) a spillover effect of followers’ job satisfaction on subordinates’ work-to-family enrichment (WFE) and a crossover effect of subordinates’ WFE on their spouses’ marital satisfaction, 3) serial mediating effects of followers’ job satisfaction and WFE on the leader humor-spouses’ marital satisfaction link, and 4) a stronger positive indirect effect of leader humor on spouse’ marital satisfaction via followers’ job satisfaction and WFE when followers’ perceived organizational interpersonal harmony is low. We discuss the theoretical implications of these findings and suggest practical implications for developing leader humor to enhance employee well-being.

     

Spillover and crossover of exhaustion and life satisfaction among dual-earner parents

This study integrates spillover research of stress transferring from work to home and crossover research of strains transferring from one spouse to another. A spillover and crossover model was tested among 191 (couples of) dual-earner parents. For both males and females, it was hypothesized that (self-reported and partners’ rating of) work-to-family interference (WFI) partially mediates the job demands-job exhaustion relationship, and fully mediates the job demands-life satisfaction relationship. Further, we hypothesized reciprocal crossover effects between both partners’ job exhaustion and life satisfaction. The results of structural equation modeling analyses offered support for the mediating role of WFI although there were genders differences. In addition, we found a crossover path from females’ exhaustion to males’ exhaustion and from males’ life satisfaction to their partners’ life satisfaction. This implies that not only job-related strain, but also positive, context-free well-being may crossover among partners.     

An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.     

幼儿园新教师学历与离职意向的关系:入职适应、工作满意度的多重中介作用

以783名教龄3年以内的幼儿园新教师为被试,采用问卷法考察入职适应和工作满意度在新教师学历与离职意向之间的中介作用。结果表明：工作满意度在幼儿园新教师学历与离职意向的关系中具有正向独立中介作用;入职适应、工作满意度在幼儿园新教师学历与离职意向的关系中具有负向链式中介作用。这些结果说明,良好的入职适应是提高幼儿园高学历新教师工作满意度、降低其离职意向的关键因素。     

Differentiation of Self Predicts Life Satisfaction through Marital Adjustment

Abstract

Previous studies have documented the link between differentiation of self and life satisfaction. However, the underlying mechanisms explaining these associations are yet to be tested at the dyadic level. This study examined the mediating role of marital adjustment in the association between differentiation of self and life satisfaction among 113 Turkish heterosexual married couples (N?=?226). Analyses using the Common Fate Model demonstrated that differentiation of self was associated with higher levels of marital adjustment and life satisfaction, such that marital adjustment was positively associated with life satisfaction, and in turn, marital adjustment fully mediated this association. Implications are discussed for clinicians and cross-cultural researchers who seek to promote greater life satisfaction by targeting both differentiation and marital adjustment.     

Understanding the employee job satisfaction depending on manager's fair treatment: The role of cynicism towards the organization and co-worker support

IntroductionThe present study claims that perceived interactional justice can be a significant antecedent of job satisfaction. In this relationship, cynicism towards the organization has a mediating role on the impact of perceived interactional justice on employees’ job satisfaction. In addition, co-worker support has a moderator role on the impact of employees’ cynic attitudes and behavior on their job satisfaction.ObjectiveThis study discusses the above mentioned theoretical research model and tries to clarify the relationship among present concepts.MethodTo this end, a cross-sectional research study has been performed with the participation of 1606 employees from various banks (public and private) in Istanbul/Turkey during the coronovirus pandemic.ResultsAccording to the findings of the research, perceived interactional justice has significant positive impacts on employees’ job satisfaction. In addition, the results indicated that cynicism towards the organization has significant mediating role between perceived interactional justice and job satisfaction. Subsequently, the findings confirmed that co-worker support has significant moderating role in the relationship between cynicism towards the organization and job satisfaction.ConclusionThis study helps to understand and evaluate the factors influencing attitudes towards work at the organizational and relational levels. All study variables and the possible relationship among these, are discussed in the literature review. Finally, the implications of study for both the individual and the organization are presented in the conclusion and discussion section.     

Multiple roles, social networks, and women's well-being

In contrast to earlier approaches to the study of multiple roles, our research was concerned with the frequency and conditions under which both positive and negative outcomes occur. Using data from a random sample of 235 married female nurses, we focused on marital and job satisfaction as important criteria of success in managing multiple roles. In the first phase of the research, a cluster analysis identified five different profiles of marital and job satisfaction. Of the two most positive profiles, one was defined by high scores in both areas, the other by high job satisfaction but only moderate marital satisfaction. In two other profiles, women were very dissatisfied with one role and at best moderately satisfied with the other. In the second phase, the profiles were found to be meaningfully associated with measures of psychological symptomatology and overall life satisfaction. The third phase considered how the profiles were linked to measures of social support and social rejection provided by five key network members. The strongest univariate profile discriminator was the level of work rejection from the spouse. A discriminant function analysis revealed that the level of spouse's work rejection was even more powerful when it was compared to the level of work rejection received from the next closest family member (typically the mother).     

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high‐quality supervisor–employee relationships. A full cross‐lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.     

Bidirectional Associations Between Newlyweds' Marital Satisfaction and Marital Problems over Time

Prevailing views of marital functioning generally adopt the view that marital problems predict decreases in marital satisfaction, but alternative theoretical perspectives raise the possibility that lowered satisfaction can also predict increases in problems. The current study sought to integrate and compare these perspectives by examining the bidirectional cross‐lagged associations between newlyweds' reports of their marital satisfaction and marital problems over the first 4 years of marriage. Using annual assessments from 483 heterosexual newlywed couples, we find evidence for problem‐to‐satisfaction linkages as well as satisfaction‐to‐problem linkages. Satisfaction was a stronger predictor of marital problems early in marriage but not as time passed; by Year 4 only problem‐to‐satisfaction linkages remained significant. These findings are consistent with the idea that couples with more problems go on to report lower levels of satisfaction and couples with lower levels of satisfaction go on to report more marital problems. This dynamic interplay between global judgments about relationship satisfaction and ongoing specific relationship difficulties highlights the value of examining bidirectional effects to better understand marital functioning over time.     

父母婚姻满意度及其相似性对协同教养的影响:基于成对数据的分析

采用婚姻满意度问卷、协同教养问卷调查全国336对青少年的父母,基于成对数据分析的行动者-对象互依性模型(APIM),探讨青少年家庭中父母婚姻满意度与协同教养之间的关系,检验其中的父母差异及婚姻满意度相似性对协同教养的影响。结果表明:(1)父母婚姻满意度与协同教养之间,既存在外溢效应,也存在交叉效应;(2)婚姻满意度与协同教养间的外溢效应与交叉效应,在父亲与母亲之间不存在差异;(3)父母婚姻满意度相似性越高,母亲协同教养的冲突行为越少,但父母婚姻满意度的相似性对父亲的协同教养行为没有显著影响。     

Understanding the dynamic relationships among personality, mood, and job satisfaction: A field experience sampling study

This study investigated the within-individual relationship between mood and job satisfaction, and examined the role of personality characteristics in moderating this relationship. The design of the study involved an experience sampling methodology (ESM); 27 employees completed mood and job satisfaction surveys at four different times during the day for a period of four weeks, resulting in a total of 1907 observations. Results showed that within-individual variance comprised 36% of the total variance in job satisfaction, and mood explained 29% of the within-individual variance in job satisfaction. Second, mood and job satisfaction were related both within and across individuals. Third, two personality traits—Neuroticism and Extraversion—were associated with average levels of mood. Fourth, within-individual variability in mood was significantly related to within-individual variability in job satisfaction, and variability in both mood and job satisfaction was predicted by Neuroticism. Finally, personality impacted the degree of association between mood and job satisfaction within individuals.     

Support at work and home: The path to satisfaction through balance

This study examines social support (from both coworkers and partners) and its path to satisfaction through work–family balance. This study fills a gap by explaining how support impacts satisfaction in the same domain, across domains, and how it crosses over to impact the partner's domain. Using a matched dataset of 270 job incumbents and their partners, the findings reveal that work–family balance plays a mediating role in assisting social support's contribution to both job and family satisfaction. Evidence indicates that employees experience heightened work–family balance due to social support from partners and coworkers and that support and balance impact satisfaction in both the work and family domains. Implications of these findings and avenues for future research are discussed.     

Are you tired? Spillover and crossover effects of emotional exhaustion on the family domain

This paper examines the spillover and crossover effects of emotional exhaustion on marital satisfaction for both employees and partners as well as on employee work–family conflict and partner family–work conflict. It investigates how the transmission of psychological strain from the workplace to the family domain mediates these relationships. In a sample of 226 employee–partner dyads from manufacturing, electronics, banking, service industries and public organizations, the results support the notion that employees' emotional exhaustion spawns negative strain in the home. More specifically, the results of spillover mediation analyses show the relationships between emotional exhaustion and employee marital satisfaction/work–family conflict in the home. In a crossover model, the results indicate that employee psychological strain mediates the relationships between emotional exhaustion and the marital satisfaction of partners/family–work conflict in partners. These findings provide supports for spillover and crossover models to investigate a direction for the effectiveness of emotional exhaustion on family issues. Theoretical and practical implications of the results are discussed, and directions for future research are offered.     

Marital Satisfaction and Quality of Father–Child Interactions: The Moderating Role of Child Gender

The authors aimed to investigate the prospective links between normative variation in fathers’ marital satisfaction and the observed quality of father–toddler interactions, as well as the moderating role of child gender in these associations. Sixty-three fathers reported on their marital satisfaction when their children were 15 months of age, and were observed interacting with their child at 18 months. The results suggested that marital satisfaction was positively associated with the quality of father–son interactions, while no relations emerged among fathers of girls. These findings reiterate the importance of marital relationships for the quality of fathers’ parenting, while reaffirming previous suggestions that the role of child gender in the marriage-parenting connections requires further investigation.     

Predicting marital satisfaction from behavior: Do all roads really lead to Rome?

The concurrent and longitudinal associations between spousal communication and marital satisfaction were investigated using two systems of observation (rating and coding) and two statistical methods. A coding system and a rating system were used to assess the amount of positive, negative, and avoidant behavior exhibited by 30 couples engaged in a 15-minute discussion about a marital problem. Change scores as well as regression methods were used to calculate correlations between communication behaviors and one-year change in Marital Adjustment Test (MAT) scores. Positive behavior by both spouses predicted an increase in wives' satisfaction, and negative behavior by both spouses predicted a decrease in wives' satisfaction. None of the variables consistently predicted changes in husbands' satisfaction. The two systems of observation and the two methods of analysis produced similar though not identical results. The article discusses the constructs of negative and avoidant behavior, reviews limitations of standard marital research methods, and offers theoretical and methodological recommendations for future research.     

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.     

The effects of transformational leadership behaviours on follower outcomes: An identity-based analysis

The aim of this study was to explore two of the mechanisms by which transformational leaders have a positive influence on followers. It examined the mediating role of follower's leader and group identification on the associations among different transformational leader behaviours and follower job satisfaction and supervisor-rated job performance. One hundred and seventy-nine healthcare employees and 44 supervisors participated in the study. The results from multilevel structural equation modelling provided results that partially supported the predicted model. Identification with the leader significantly mediated the positive associations between supportive leadership, intellectual stimulation, personal recognition, in the prediction of job satisfaction and job performance. Leader identification also mediated the relationship between supportive leadership, intellectual stimulation, personal recognition, and group identification. However, group identification did not mediate the associations between vision leadership and inspirational communication, in the prediction of job satisfaction and job performance. The results highlight the role of individualized forms of leadership and leader identification in enhancing follower outcomes.     

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.