Psychological empowerment, job satisfaction and performance among Filipino service workers

The present study surveyed 954 employees and their supervisors to determine the relationship of empowerment with job satisfaction and performance in five different service sectors: hotels, food service, banking, call centers, and airlines. Psychological empowerment was positively correlated with both job satisfaction and performance. Although intrinsic motivation was associated with higher levels of empowerment and job satisfaction, contrary to hypothesis, intrinsic motivation did not moderate the relationship between empowerment and job satisfaction and performance. Men reported greater empowerment than women even when job level and performance were controlled for. Cross-industry analyses indicated differences in empowerment across different types of service sectors with employees in call centers reporting less empowerment compared to employees in hotel, airlines, food establishments, and banks.     

Empowerment and team effectiveness: an empirical test of an integrated model

The authors developed a model of team empowerment as an emergent state linking inputs (I) with processes (P) and, thereby, with outcomes (O) in the context of an expanded team IPO framework. Using survey responses from 452 members of 121 empowered service technician teams, along with archival quantitative performance and customer satisfaction criteria, the authors tested the model using structural equation modeling techniques. The model was generally supported, although areas for improvement were evident. Specifically, empowerment partially mediated the influences of various inputs on team processes, whereas team processes fully mediated the influence of empowerment on outcomes. Directions for future research and application are discussed.     

Impulsivity,communication, and marital satisfaction in newlywed couples

The authors used a vulnerability–stress–adaptation framework to examine how and why impulsivity affects communication and marital satisfaction in a sample of 100 newlywed couples. We specifically examined the links between impulsivity and perceptions of conflict communication patterns and their associations with marital satisfaction. Using an actor–partner interdependence framework, the results demonstrated that impulsivity was negatively associated with one's own and partner's marital satisfaction. Impulsivity was also negatively associated with constructive communication and positively associated with destructive communication. Furthermore, mediation analyses showed that communication patterns mediated the impulsivity–satisfaction link. Taken together, these findings suggest that impulsivity is likely to lead to lower marital satisfaction, partly through its effect on communication between partners.     

Outcomes of work–life balance on job satisfaction,life satisfaction and mental health: A study across seven cultures

This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.     

Conflict,fear and social identity in Nagaland

This survey study tested the effects of exposure to ethnopolitical conflict and violence and social group identification on psychosocial well‐being among a sample of Nagas (n = 280). Nagaland is located in Northeast India, and for decades has suffered from armed conflict and political instability. It was predicted that reported exposure to conflict would be positively associated with reported levels of fear, which in turn would decrease psychosocial well‐being (assessed with the indices life satisfaction, self‐esteem and general health). It was also expected that strongly identifying with being Naga would be positively related to perceived levels of social support, which in turn were predicted to be positively related to well‐being. Last but not least, it was hypothesized that conflict and fear would also directly and negatively impact on levels of identification with being Naga: increased conflict‐induced fear was expected to reduce the strength of the group identification. These predictions were confirmed by structural equation modelling.     

心理授权对农村小学校长工作工作满意度的影响：职业认同的中介作用与情绪智力的调节作用

基于授权认知模型、社会认同理论等理论考察了心理授权对农村小学校长工作满意度的影响以及职业认同的中介效应和情绪智力的调节效应。采用心理授权量表、职业认同量表、情绪智力量表与工作满意度量表对随机抽取的269名农村小学校长进行调查。结果显示：（1）心理授权、职业认同、情绪智力与工作满意度这四个变量均两两正相关;（2）心理授权、职业认同会正向预测农村小学校长工作满意度,心理授权会正向预测职业认同;（3）职业认同在心理授权与工作满意度之间起中介作用;（4）情绪智力调节了职业认同对农村小学校长工作满意度的影响。因此,心理授权对农村小学校长工作满意度的影响是一个有调节的中介效应。     

An evaluation of the cross‐national generalizability of organizational commitment

Using data from two large multinational samples, this research sought to contribute to our knowledge of international organizational behaviour by examining the cross‐national generalizability of organizational commitment. Sample 1 included employees of 10 subsidiaries of a large multinational organization, whereas Sample 2 relied on data collected in 25 nations in the context of a large opinion survey. Results in both samples supported the expectation that measures of commitment would be more susceptible to measurement non‐equivalence than measures of job satisfaction. Differences in relationships between commitment and satisfaction across countries were observed in both samples, as were differences in mean commitment levels. Nation‐level individualism/collectivism (I/C) failed to account for the observed differences, however, suggesting that commitment and I/C are largely independent, despite theoretical arguments to the contrary. Results of the study suggest that despite some cross‐national variation, differences in commitment across national boundaries are small and empirically unrelated to I/C.     

Antecedents and consequences of psychological and team empowerment in organizations: a meta-analytic review

This paper provides meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment. Results indicate that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment. Positive self-evaluation traits are related to psychological empowerment and are as strongly related as the contextual factors. Psychological empowerment is in turn positively associated with a broad range of employee outcomes, including job satisfaction, organizational commitment, and task and contextual performance, and is negatively associated with employee strain and turnover intentions. Team empowerment is positively related to team performance. Further, the magnitude of parallel antecedent and outcome relationships at the individual and team levels is statistically indistinguishable, demonstrating the generalizability of empowerment theory across these 2 levels of analysis. A series of analyses also demonstrates the validity of psychological empowerment as a unitary second-order construct. Implications and future directions for empowerment research and theory are discussed.     

Crying and mood change: A cross-cultural study

This study was designed to determine the influence of crying-related variables and country characteristics on mood change after crying. It was hypothesized that mood improvement would be positively associated to crying frequency, Individualism-Collectivism, and the extent of gender empowerment in a country. Masculinity-Femininity and shame were expected to have a negative relation with mood change. Self-report data were collected in 30 countries (1680 male and 2323 female students). Although bivariate associations yielded inconsistent results, in a regression analysis Masculinity-Femininity, national income, shame, and crying frequency emerged as significant predictors of mood change, all in the anticipated direction. The results suggest that how one feels after a crying episode depends on how common crying is in one's culture and on general feelings of shame over crying. It also seems that (perceptions of) role patterns may play an important part in the experience of mood change.     

A Test of Contextual Theory: The Relationship Among Relational Ethics,Marital Satisfaction,Health Problems,and Depression

Few studies have examined the theoretical underpinning of contextual theory. Using structural equation modeling, the relationship among relational ethics (recognized as the most important aspect of contextual theory), marital satisfaction, depression, and illness was examined. Data came from a national sample of 632 mid-life, married individuals. Results supported Nagy’s contextual theory. The total score of the Relational Ethics Scale was a significant predictor of marital satisfaction, and marital satisfaction was significantly associated with depression and health problems. Vertical and horizontal subscales of relational ethics also were significant predictors of depression and health problems through the mediating variable of marital satisfaction.     

Antecedents and Consequences of Adult Play in Romantic Relationships

This study introduces and reports an initial test of a theoretical model of play in romantic relationships. It was hypothesized that self–esteem and humor orientation would be positively associated with playfulness in romantic relationships. Playfulness in romantic relationships was predicted to be positively associated with the experience of positive emotion. Positive emotion, in turn, was predicted to be associated with relationship satisfaction. A self–report instrument was administered to students and community members via snowball sampling. Path analysis revealed that the data were consistent with the proposed model.     

Religiosity, values, and horizontal and vertical individualism-collectivism: a study of Turkey, the United States, and the Philippines

The authors examined the links between two dimensions that have been useful in understanding cross-cultural differences and similarities, namely, individualism-collectivism (I-C) and value orientations. The authors examined the relations and parallels between the two variables by directly relating them and examining the patterns of relations that both have with a third variable, religiosity. Participants were 475 college students from the Philippines, the United States, and Turkey who responded to measures of horizontal and vertical I-C, value orientations, and religiosity. The authors found partial support for the parallels between I-C and value types, particularly for collectivism and conservative values. Moreover, religiosity was associated positively with conservative values and collectivism, across all three cultures. The authors found individualism to also relate to openness-to-change values, though the patterns were not as consistent as those that they found between collectivism and conservation. Differences and similarities emerged in links of I-C-values to religiosity across the three samples.     

When hockey parents are motivationally imbalanced: Passion,need satisfaction,and verbal aggression toward officials

Spectators can engage in high levels of verbal aggression toward youth hockey officials. Often, the perpetrators of this aggression are the parents. Our aim was to test the motivational factors involved in explaining why hockey parents sometimes take things too far and engage in verbally aggressive behavior toward officials. We reasoned that verbal aggression toward officials would be a function of two forms of motivational imbalance. First, in line with the dualistic model of passion, we hypothesized that verbal aggression would be positively associated with hockey parents’ obsessive passion, an imbalanced form of passion. Also, based on the compensatory model of passion, we predicted that obsessive passion would be associated with imbalanced psychological need satisfaction involving high need satisfaction from being a hockey parent, but low global need satisfaction. We administered online surveys to Canadian hockey parents (N = 992) assessing their verbal aggression toward officials, passion for being a hockey parent, and psychological need satisfaction from being a hockey parent and in general. Using structural equation modeling, we found support for a model in which high need satisfaction from being a hockey parent and low need satisfaction in general were associated with obsessive passion. Obsessive passion, in turn, was associated with greater verbal aggression toward referees. These findings help reveal why some hockey parents insult, threaten, and engage in other forms of verbal aggression toward officials. They also highlight the importance of maintaining motivational balance among sport parents.     

Gratitude and Life Satisfaction in the United States and Japan

Being grateful has been associated with many positive outcomes, including greater happiness, positive affect, optimism, and self-esteem. There is limited research, however, on the associations between gratitude and different domains of life satisfaction across cultures. The current study examined the associations between gratitude and three domains of life satisfaction, including satisfaction in relationships, work, and health, and overall life satisfaction, in the United States and Japan. A total of 945 participants were drawn from two samples of middle aged and older adults, the Midlife Development in the United States and the Midlife Development in Japan. There were significant positive bivariate associations between gratitude and all four measures of life satisfaction. In addition, after adjusting for demographics, neuroticism, extraversion, and the other measures of satisfaction, gratitude was uniquely and positively associated with satisfaction with relationships and life overall but not with satisfaction with work or health. Furthermore, results indicated that women and individuals who were more extraverted and lived in the United States were more grateful and individuals with less than a high school degree were less grateful. The findings from this study suggest that gratitude is uniquely associated with specific domains of life satisfaction. Results are discussed with respect to future research and the design and implementation of gratitude interventions, particularly when including individuals from different cultures.     

Social representations of history,cultural values,and willingness to fight in a war: A collective‐level analysis in 40 nations

This study explores at the national level beliefs about world history and their relationship with cultural values and attitudes towards a national war. A country‐level analysis of university samples from 40 nations involving 7279 students showed that beliefs about history as a superior plan, as social progress, and lawful processes were positively associated with lower human development, and materialistic and power distance values, as well as with willingness to fight in a future national war. Further, beliefs about history as a superior plan, as social progress, and as lawful process were positively related with a stronger disposition to fight, even after controlling for cultural values and human development. Results are discussed in the framework of conceptualizing social representations of history as part of national political cultures.     

Individual Differences in Emotion Regulation,Emotional Experiences at Work,and Work‐related Outcomes: A Two‐Study Investigation

The relationships among individual differences in emotion regulation (i.e., habitual tendencies to use reappraisal vs. suppression), employee emotions at work, and job performance and satisfaction were examined with 2 samples. Results indicated that reappraisal was positively associated with positive emotions and negatively associated with negative emotions. However, different from prior research, no emotional correlates were found for suppression. Further, it was found that job satisfaction was positively associated with positive emotions and negatively associated with negative emotions. Self‐rating of job performance was positively related to positive emotions, but was not significantly related to negative emotions.     

Structural and psychological empowerment climates, performance, and the moderating role of shared felt accountability: a managerial perspective

The authors proposed and tested a model in which data were collected from managers (n = 539) at 116 corporate-owned quick service restaurants to assess the structural and psychological empowerment process as moderated by shared-felt accountability on indices of performance from a managerial perspective. The authors found that empowering leadership climate positively relates to psychological empowerment climate. In turn, psychological empowerment climate relates to performance only under conditions of high-felt accountability; it does not relate to performance under conditions of low-felt accountability. Overall, the present results indicate that the quick-service restaurant managers, who feel more empowered, operate restaurants that perform better than managers who feel less empowered, but only when those empowered managers also feel a high sense of accountability.     

Customer Reactions to Staff Empowerment: Mediators and Moderators

For over a decade, the empowerment of service staff has been touted as an effective means of improving worker satisfaction and performance. The 2 studies described in this paper assess likely customer reactions to staff empowerment. In Study I, conditions of full empowerment produced higher customer satisfaction ratings than did either limited or no empowerment, with evidence that the link between empowerment and satisfaction is mediated primarily by perceptions of procedural fairness. In Study 2, full empowerment was again associated with high satisfaction and with positive appraisals of the empowered staff member, although these effects were moderated by the employee's communication style.     

The role of collective efficacy in the relations between transformational leadership and work outcomes

Using a sample of 402 employees from the banking and finance sectors in China and India, we found that transformational leadership is positively related to organizational commitment and job satisfaction, and negatively related to job and work withdrawal. We also found that collective efficacy mediated the contribution of transformational leadership to job and work withdrawal and partially mediated the contribution of transformational leadership to organizational commitment and job satisfaction. Implications and directions for future research are discussed.     

Leader Positive Mood and Group Performance: The Case of Customer Service

It was hypothesized that leader positive mood would be positively associated with group performance in a service setting. Additionally, it was expected that while leader positive mood would be positively associated with both the leader's level of job satisfaction and job involvement, leader positive mood would be positively associated with group performance, controlling for both leader job satisfaction and job involvement. Leader positive mood also was expected to be positively associated with group performance controlling for group positive affective tone. Two potential antecedents of leader positive mood, the leader's level of positive affectivity and the extent to which the leader's own manager engaged in contingent reward behavior, were hypothesized to be positively associated with leader positive mood at work. These hypotheses were tested among a sample of 53 sales managers who led groups ranging in size from 4 to 9 members. All of the hypotheses were supported. Implications of these results and directions for future research are discussed.