Öz-Şefkat ile İş Tatmini Arasındaki İlişkide İçsel Motivasyonun Aracı Rolü1 (The Mediating Role of Intrinsic Motivation in The Relationship Between Self-Compassion and Job Satisfaction)

Nothing great in the world has ever been accomplished without passion. Passion is the strong emotion with inherent behavioural tendencies that can be positive as long as reason underlies the behaviour and this can be either harmonious or obsessive in nature. Thus, this view of passion suggests that adaptive benefits will accrue when individuals are in control of their passion (i.e. Harmonious passion). Moreover Self-compassion is found to elicit increased desirable and productive intrinsic motivation and helps individual perceive any activity as enjoyable or engaging. Thus, the present study adds on as a stepping stone which aims at studying the mediating role of Self-compassion in the relationship between Intrinsic motivation and Harmonious passion by incorporating Correlational research design and maximum variation sampling method (type of purposive sampling) in drawing 120 samples of working emerging adults (experience 0 – 3 years). Standardized tools; Global motivation scale (Guay et. al 2003), Self-compassion scale (Raes et. al 2010), Passion scale (Vallerand et. al. 2003) were used. Statistical measures Mean, S.D, Pearson’s Product Moment Correlation and Meditational analysis was used in assessing the data and obtaining the results. And the findings showed that there was a direct effect of 0.192 between Intrinsic Motivation and Harmonious Passion and indirect effect of 0.2793 between the same in presence of the mediating variable Self-Compassion. Thus, it can be concluded that self-Compassion mediates the relationship between Intrinsic Motivation and Harmonious Passion. Self-Compassion training during the initial period of work or even further will help individuals to develop and experience Harmonious Passion attributing to various positive aspects of individual’s life.

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IMPACT OF EMPLOYEE MOTIVATION ON PRODUCTIVITY AT MANUFACTURING PRIVATE SECTOR

EPRA International Journal of Economic and Business Review ◽

10.36713/epra2939 ◽

2020 ◽

pp. 39-47

Author(s):

Dr.S.Gomathi ◽

Mr.Vishnumoorthy

Keyword(s):

Job Satisfaction ◽

Private Sector ◽

Intrinsic Motivation ◽

Employee Motivation ◽

Electronics Industry ◽

Organizational Productivity ◽

Mediating Role ◽

The Relationship

The current study is done to explore the relationship between Employee motivation and organizational productivity with the mediating role of job satisfaction. The organizational productivity of Indian organization is decreasing despite adopting various strategies. There was a need to pinpoint the cause of this problem. This study revealed the fact that impact of employee motivation can be a cause of decrease in organization productivity. The result of this research suggests offering extrinsic and intrinsic motivation to the employees. In addition, measures should be taken to increase employees’ job satisfaction as these factors will directly lead to an increase in organizational productivity. KEYWORDS: Employee motivation, job satisfaction, organizational productivity, Electronics industry

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Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector

International Journal of Islamic and Middle Eastern Finance and Management ◽

10.1108/imefm-01-2018-0029 ◽

2019 ◽

Vol 12 (1) ◽

pp. 76-95 ◽

Cited By ~ 6

Author(s):

Alborz Gheitani ◽

Saheb Imani ◽

Nader Seyyedamiri ◽

Pantea Foroudi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Intrinsic Motivation ◽

Significant Relationship ◽

Content Type ◽

Mediating Role ◽

Islamic Work Ethic ◽

The Impact ◽

The Relationship

Purpose In line with the general purpose mentioned, this paper aims to determine the impact of the Islamic work ethic (IWE) on job satisfaction and organizational commitment among the employees of Bank Maskan by examining the mediating role of intrinsic motivation. Design/methodology/approach Analysis of data obtained from 220 questionnaires related to research variables with AMOS software shows a positive and significant relationship between IWE and job satisfaction and organizational commitment with the mediating role of intrinsic motivation. Findings The findings revealed a direct effect of IWE on job satisfaction, but there was no direct significant relationship between this variable and organizational commitment. Also, intrinsic motivation plays a partial and completely mediatory role in the relationship between IWE and job satisfaction and between IWE and organizational commitment. Research limitations/implications The impact of participation in strategic planning on managers’ creation of budgetary slack: The mediating role of autonomous motivation and affective organizational commitment. Originality/value As the nature of bank employees’ work is such that it confronts them with numerous ethical choices, the adherence to ethical standards, particularly IWE, can greatly affect their enthusiasm and, as a result, their satisfaction and organizational commitment.

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Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000185 ◽

2017 ◽

Vol 16 (3) ◽

pp. 155-159 ◽

Cited By ~ 4

Author(s):

Peizhen Sun ◽

Jennifer J. Chen ◽

Hongyan Jiang

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Future Research ◽

Satisfaction Scale ◽

Primary School Teachers ◽

Mediating Role ◽

Regulation Of Emotion ◽

The Relationship ◽

Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v3i1.89 ◽

2013 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Eny Sulistyowati ◽

Totok Danangdjojo

Keyword(s):

Job Satisfaction ◽

Social Security ◽

Job Stress ◽

Work Stress ◽

Program Performance ◽

Social Security Program ◽

Mediating Role ◽

The Social ◽

The Relationship

This study aims to explain the influence of the Social Security program on performance and job satisfaction and job stress as a mediating variable. In addition, this study also describes the effect of job satisfaction on the performance and the effect of work stress on performance. The relationship of each variable in this research is to be measured by conducting a survey on 145 employees of private companies that included in Social Security program on DIY and Solo. Then the path analisys used to test the effect of social security program performance in mediation by job satisfaction, performance and job stress, job satisfaction, and examines the effect on the performance and the effect of work stress on performance. The results showed that the social security program significant positively affects job satisfaction and performance. Job satisfaction was also positively and significantly affect performance. Even though mediating role of job satisfaction in the relationship between social security program performance partial. Because merely direct relationship between social security program with greater performance than the mediating role of job satisfaction. Social Security program did not significantly affect the stress of work, as well as job stress did not significantly affect performance. Therefore, the mediating role of work stress on the relationship between social security program with the performance did not occur. Individual differences and work experience may be a factor that causes no significant relationship between the two variables.

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Role of burnout on job level, job satisfaction, and task performance

Leadership & Organization Development Journal ◽

10.1108/lodj-11-2015-0249 ◽

2017 ◽

Vol 38 (5) ◽

pp. 630-645 ◽

Cited By ~ 7

Author(s):

Won Ho Kim ◽

Young-An Ra ◽

Jong Gyu Park ◽

Bora Kwon

Keyword(s):

Job Satisfaction ◽

Task Performance ◽

Organizational Context ◽

Content Type ◽

Job Level ◽

Mediating Role ◽

Final Sample ◽

The Relationship ◽

And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

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