Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.     

职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响

职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。（1）层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;（2）内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;（3）中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响     

The Combined Effect of Political Skill and Political Decision Making on Job Satisfaction1

The current study examined the interactive effects of an environment high in political decision making and political skill on job satisfaction. We predicted that as perceptions of political decision making increase, the satisfaction of individuals low in political skill would decrease. Conversely, the negative effects of political decision making on job satisfaction would be minimized among individuals high in political skill. Data were gathered from 105 managerial employees of a financial‐services organization. Results provided strong support for the hypothesized political decision‐making/political‐skill relationship. Implications, strengths and limitations, and avenues for future research are discussed.     

工作满意度、情感承诺和工作投入对工作技能评价结果的影响

通过对从事人力资源管理工作的公务员、软件工程师、网络编辑和报纸广告销售人员四个职业的272名任职者调查数据的层次回归分析,文章发现控制了职业和人口统计学变量的影响之后,工作满意度、情感承诺和工作投入三个工作态度变量对工作技能的重要性和水平评价有显著影响。进一步对比发现,工作满意度对于技能的重要性和水平评价的影响效应较大。该研究对多个职业的分析结果拓展了人们对工作分析结果影响因素的认识,并对未来工作分析研究和实践有重要的启示作用     

Sex of Supervisor, Sex of Subordinate, and Subordinate Job Satisfaction

It was hypothesized in the present research that there would be significant differences in the job satisfaction of subordinates depending upon the interaction between their sex and the sex of their supervisors. Using job satisfaction data from 139 employees, it was found that: (a) female subordinates supervised by male supervisors were less satisfied with supervision than those supervised by women, (b) females working under males reported a lower level of satisfaction with their co-workers than females supervised by females or males supervised by males, and (c) women who had female supervisors indicated a higher level of satisfaction with their work than men with male supervisors. Contrary to traditional stereotypes of women supervisors, the results suggested that these stereotypes might not be important in long-term, real-world situations.     

LMX and Subordinate Performance: The Moderating Effects of Task Characteristics

Role conflict, role ambiguity, and intrinsic task satisfaction are found to moderate the relationship between leader–member exchange (LMX) and subordinate performance. Data from a field study of 146 supervisor–subordinate dyads indicate low conflict, high ambiguity, and high intrinsic satisfaction enhance the link between LMX and performance. Neutralizing effects are found when ambiguity and intrinsic satisfaction are low. High conflict appears to have a constraining effect, whereby the connection between LMX and performance is reduced but not neutralized. Results from the study call attention to the theoretical and practical benefits of examining the LMX/performance link from a contingency perspective, and offer a viable, albeit tentative, explanation for inconsistent findings reported in earlier studies.     

The Interactive Effects of Pro‐Political Behavior and Politics Perceptions on Job Satisfaction and Affective Commitment1

The current study examined the impact of political behavior and perceptions of politics on job satisfaction and affective commitment. It is hypothesized that political behavior and perceived politics would interact to predict these outcomes such that those who reported greater use of these tactics would be more satisfied and committed when work environments were viewed as political in nature. Data were gathered from 131 police officers, who completed surveys following developmental programs. In general, results provided support for the hypothesis. Specifically, the Political Behavior × Perceived Politics interaction term explained incremental variance beyond demographic variables, control variables, and indicators of perceived control and understanding for each work outcome. These findings indicate that some individuals may experience positive consequences when occupying an environment perceived to be highly political. Implications of these findings, strengths and weaknesses, and avenues for future research are provided.     

Fairness Reduces the Negative Effects of Organizational Politics on Turnover Intentions,Citizenship Behavior and Job Performance

Responses from 150 employees revealed that procedural justice reduced the negative effects of perceptions of covert, self-serving political behaviors (e.g., going along with others), but not overt political behaviors (e.g., tearing others down to build up self) on turnover intentions. Both procedural and interactional justice moderated effects of covert, but not overt political behaviors, on OCB beneficial to the organization; however, the interaction between interactional justice and covert behaviors was in the opposite direction than hypothesized. Neither interactional nor procedural justice moderated the two forms of perceptions of politics on supervisory rated job performance or OCB beneficial to supervisors. Note: I would like to thank Wayne Hochwarter, Suzanne Masterson, and Rob Moorman for their valuable comments on an earlier draft.     

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.     

Clergy Role Stress: Interactive Effects of Role Ambiguity and Role Conflict on Intrinsic Job Satisfaction

The present study examined relationships between role conflict, role ambiguity, and three facets of clergy job satisfaction: Relationships and Support, Denominational Involvement, and Intrinsic Aspects. Web survey data from 179 United Methodist clergy indicated that role ambiguity and role conflict had negative relationships with each of the three facets of job satisfaction, as well as with overall job satisfaction. Interactions between role conflict and ambiguity were not significant for overall job satisfaction or for two of the three facets, suggesting that the effects of role conflict and role ambiguity on these aspects of job satisfaction were linear and cumulative. However, the effects of role ambiguity and role conflict considered together were nonlinear and interactive for the Intrinsic Aspects facet of job satisfaction, indicating that when role ambiguity was low, the relationship between role conflict and intrinsic job satisfaction was not significant, whereas when role ambiguity was high, there was a significant negative relationship between role conflict and intrinsic job satisfaction.     

Job Characteristics and Voluntary Employee Turnover: Direct and Moderated Relationships

Abstract

The purpose of the present study was to examine Hackman and Oldham's job characteristics model in predicting voluntary employee turnover. Using a sample of 120 production workers, the study provided some support for the model's most demanding assumption of a moderating effect of growth need strength on the job characteristics-turnover relationship. In addition, some direct associations were also found. The theoretical and practical implications of these findings are discussed and some suggestions are given.     

Job Insecurity and Turnover Intentions: Gender Differences and the Mediating Role of Work Engagement

The present study tests an integrative model that considers differential gender effects for the mediating role of work engagement on the relationship between job insecurity and turnover intentions in a predominantly Muslim country. Job insecurity was divided into two aspects: general concerns about losing one’s job and concerns about losing the privileges (such as career advancement, stimulating work, competence, and pay development) that come from one’s specific job. Data were collected from 309 private banking employees (107 women, 202 men, with a mean age of 33.58) in Marmara region, Turkey. The results of multi-group path analysis partially support the hypotheses. The differential gender effects for the mediating effect of work engagement were supported only on the concerns about losing job privileges→turnover intention linkage, but not on the concerns about losing the job itself→turnover intention linkage. Moreover, the mediating effect of work engagement on the relationship between concerns about losing job privileges and turnover intention was found to be stronger for women than for men. For men, work engagement acts only as a partial mediator, suggesting that concerns about the loss of job privileges exerts its effects on turnover intentions both directly and indirectly. Although the direct effect of concerns about losing the job itself on turnover intention is significant, the indirect effect through work engagement turns out to be nonsignificant for both genders. Our findings are discussed considering the business environment in Turkey as a Muslim country.     

Linking Procedural Justice to Turnover Intentions: A Longitudinal Study of the Mediating Effects of Perceived Job Characteristics

The present study examined the mediating role of perceived job characteristics on the relationship between procedural justice and turnover intentions. The results of a longitudinal field study (N = 82) indicate that the relationship between procedural justice and turnover intentions was partially mediated by perceived job characteristics. Additionally, it was found that the mediating effects remained significant, even when controlling for negative affectivity. The implications of the findings for research and practice are discussed.     

Achievement Orientation and Psychological Involvement in Job Tasks: The Interactive Effects of Work Alienation and Intrinsic Job Satisfaction1

As the tendency to strive for competence in one's work, achievement orientation is considered to engender psychological involvement in job tasks (i.e., job involvement‐role). However, this study posits that the positive relationship between achievement orientation and job involvement‐role is moderated by an attitude of disaffection toward the work role in general (i.e., high work alienation) and by dissatisfaction with the content of one's present job (i.e., low intrinsic job satisfaction). The results of hierarchical moderated regression analyses support the existence of complex interactions and suggest that a positive outlook toward the work role is necessary for achievement orientation to translate into greater job involvement‐role. Practical implications and directions for future research on job involvement role are considered.     

The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples show that the effect of pay satisfaction on intended turnover is fully mediated by affective commitment and perceived sacrifice commitment. Pay satisfaction is also significantly related to normative commitment but the latter has no influence on the outcome. Finally, in the sample of medical reps, pay satisfaction significantly reduces commitment based on lack of employment alternatives, a finding that is interpreted in light of the characteristics of pay systems in pharmaceutical companies. Future directions on compensation satisfaction and commitment research are discussed.     

Candidate Effects on Election Outcomes: Political Skill,Campaign Efficacy,and Intentions in a British General Election

Integrating Social/Political Influence Theory with the Theory of Planned Behavior, we argue that personal resources (i.e., political skill, self-efficacy) enable political candidates to form more ambitious campaign intentions, and thus perform better in elections. We tested this model with a sample of political candidates (N = 225) campaigning in a British general election. Three months before polling day, candidates provided self-ratings of political skill, domain-specific self-efficacy (i.e., campaign efficacy), and personal campaign intentions during the campaign period. Our results demonstrated that political skill was positively related to campaign efficacy, and intentions, via campaign efficacy. We also found a significant indirect effect for political skill on electoral performance (i.e., percentage of the vote), through campaign efficacy and intentions. Implications of our results for understanding candidate effects in campaigns and future research are discussed.     

教师职业认同与离职意向:工作满意度的中介作用

该研究探讨教师职业认同与离职意向的关系,以及工作满意度在其中所起的中介作用.采用教师职业认同量表、教师离职意向量表和教师工作满意量表(修订版)对1281名中小学教师进行施测.结果发现:(1)教师的职业认同与离职意向中的调校意向和换职意向两个维度都呈显著负相关.(2)职业认同度高的教师的调校意向和换职意向都显著低于职业认同度低的教师.(3)教师的工作满意度在职业认同与离职意向之间起部分中介作用.     

Supervisors as SMEs: The Relationship Between Supervisor Job Experience and Ratings of Subordinate Skill Importance

This study investigated the relationship between supervisor job experience and ratings of the importance of eight skill components for performing subordinates' jobs. When examining these correlations, statistical control was utilized to ensure that supervisor and subordinate characteristics confounded with supervisor job experience were not affecting hypothesized relationships. As predicted, there were statistically significant positive correlations between supervisor job experience and ratings on 6 of the 8 components. Also as predicted, controlling for the characteristics confounded with supervisor job experience made a substantial difference in results; 13 of the 16 correlations using statistical control significantly differed from correlations that did not. This illustrates that future research on SME characteristics should consider controlling variables confounded with the focal characteristic(s) under study in order to more thoroughly understand characteristic–rating relationships. Implications of these findings for research and practice are discussed and suggestions for future research are offered.     

Supervisor Reactions to Avoidance Job Crafting: The Role of Political Skill and Approach Job Crafting

Avoidance job crafting refers to employees proactively changing work boundaries by reducing tasks and/or interactions with others. Although avoidance job crafting may help employees to address work demands, if noticed by others, specifically supervisors, it may trigger negative reactions from them. While previous research posits that job crafting is largely unnoticed by supervisors, using a dyadic supervisor-employee study (N = 141 dyads), we found that supervisors were in fact aware of their employees’ avoidance job crafting, which related to a reduction in supervisor support. This relationship was moderated by employee political skill (but not approach job crafting), such that high avoidance job crafting in combination with high political skill resulted in fewer negative outcomes, presumably because supervisors were less likely to notice their employees’ avoidance job crafting. In a second, vignette study (N = 92 supervisors), we experimentally replicated the relation between observed avoidance job crafting and negative supervisor reactions, and found that this relation can be explained by supervisors perceiving avoidance job crafting as destructive work behavior. Our findings introduce the supervisor perspective to the job crafting literature and highlight the importance of engaging in avoidance job crafting in a skillful way that aligns with the external context.