scholarly journals Influence of Job Characteristics on Job Satisfaction - Mediation Effect of Job Ethics and Job Engagement

2020 ◽  
Vol 8 (2) ◽  
pp. 51-58
Author(s):  
YoungMok Kim ◽  
◽  
HeeJung Lee ◽  
Sela Lim ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Job Characteristics ◽  
Mediation Effect ◽  
Job Engagement

scholarly journals The Effect of Job Characteristics and Work Life Balance on Performance through Job Satisfaction as Interverning Variables (Studies on Female Partners on Gojek Services in Mataram City)

2020 ◽  
Vol 7 (11) ◽  
pp. 145
Author(s):  
Iin Vini Karlita ◽  
Surati Surati ◽  
Mukmin Suryatni
Keyword(s):  
Job Satisfaction ◽  
Job Characteristics ◽  
Work Life ◽  
Mediation Effect ◽  
Work Life Balance ◽  
Significant Positive Effect ◽  
Life Balance ◽  
Female Partners ◽  
Mediating Role ◽  
Positive Effect

This study examined the influence of job characteristics and work life balance on job satisfaction and performance of female partners in Gojek Service in Mataram City. Specifically the purpose of this study was to determine the significance of the influence of job characteristics, work life balance, and job satisfaction on the performance of female partners, to know the significance of job characteristics and work life balance on job satisfaction, and to know the mediating role of variable job satisfaction in female partners in Gojek Service in Mataram City. The study population was 46 female partners in Gojek Service in Mataram City. This study uses structural equation model analysis (SEM analysis) with smartPLS applications. The results showed that job characteristics and job satisfaction had a significant positive effect on the performance of female partners, while work life balance did not significantly affect performance. Job characteristics and work life balance have a significant positive effect on job satisfaction. For the influence of mediation on job satisfaction, there is a full mediating role in the influence of work life balance on female partners performance, while the influence of job characteristics on the performance of female partners is found to have a partial mediation effect.

scholarly journals Employee Engagement Among Millennial Workforce: Empirical Study on Selected Antecedents and Consequences

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402110022
Author(s):  
Jolly Sahni
Keyword(s):  
Job Satisfaction ◽  
Saudi Arabia ◽  
Employee Engagement ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Turnover Intentions ◽  
Theory Development ◽  
Job Characteristics ◽  
Mediation Effect ◽  
Organization Commitment

Although employee engagement has been investigated by many scholars, there has been minimal research on this subject for millennial workforce. To bridge the research gap, the present study intends to examine employee engagement among millennial workforce of Saudi Arabia. In addition, the mediation effect of employee engagement on the relationship between antecedents; job characteristics, job satisfaction, and consequences; organizational commitment and intentions to quit is explored with social exchange theory (SET) as a theoretical underpinning. It tests the hypothesis by using data from 408 employees working in private sector companies located in Riyadh, Saudi Arabia through a self-administered questionnaire. SPSS Amos 25.0 was used to analyze the data. The results suggest that there exists a satisfactory condition of employee engagement among Saudi youth. Findings propose a significant positive relationship between job characteristics, job satisfaction, and organization commitment. Employee engagement was found to be a significant and partial mediator amid job characteristics, job satisfaction, and organization commitment. However, the results were not significant for the variable turnover intentions. There is a dearth of research on millennial workforce of Saudi Arabia, and this study would be perhaps, the first one to explore employee engagement in this context. It contributes to the current literature and theory development of employee engagement. Since the findings are based on limited millennial employees’ responses, there is no universal claim for generalization.

Mediation Effect of HRD Mechanism Between Octapace Culture and Job Satisfaction – A Study

2019 ◽  
Author(s):  
Surya Narayana Reddy ◽  
T. Narayana Reddy ◽  
Viswanatha Reedy C
Keyword(s):  
Job Satisfaction ◽  
Mediation Effect

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

The relationship between perceptions of learning climate and employee innovative behavior and proficiency

2017 ◽  
Vol 46 (8) ◽  
pp. 1454-1474 ◽  
Author(s):  
Liat Eldor
Keyword(s):  
Public Sector ◽  
Working Environment ◽  
Mediation Effect ◽  
Learning Climate ◽  
Mediation Process ◽  
Job Engagement ◽  
Innovative Behavior ◽  
Role Performance ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between perceptions of learning climate and employee innovative behavior and proficiency. Design/methodology/approach Using robust analysis techniques on data from a sample of 419 employees and their supervisors from four different business and public sector organizations, the author tested the proposed relationships, as mediated by job engagement. Moreover, this mediation effect was examined in the light of sector of employment differences (business vs public). Findings The results were generally consistent with the hypothesized conceptual scheme, in that the indirect relationship between perceptions of learning climate and employees’ innovative behavior and proficiency was mediated by job engagement. However, with regard to sector employment differences, this mediation process was demonstrated among business sector employees only to the relationship between perceptions of learning climate and innovative behavior. When proficiency was included in the mediation model, this mediation effect was evident among public sector employees. Originality/value The research on perceptions of learning climate lacks empirical evidence on its implications for employees’ innovative behavior and proficiency. Although scholars contend that employees’ perceptions of learning climate should enhance their in-role and extra-role performance behaviors, these arguments are mainly non-empirical. Understanding whether perceptions of learning have an impact on employee intra- and extra-role performance behaviors is important, considering that the majority of workplace learning occurs through daily ongoing means that are part of the working environment and previous research results show that structured learning and formal training are less effective in improving employees’ performance at work.

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