scholarly journals THE RELATIONSHIP BETWEEN WORKPLACE BULLYING AND JOB SATISFACTION IN OMAN’S HOTEL SECTOR: THE MEDIATING ROLE OF OCCUPATIONAL SELF-EFFICACY

2021 ◽  
Vol 6 (24) ◽  
pp. 39-53
Author(s):  
Asma Shughail Aqib Al Hashimi ◽  
Adi Anuar Azmin
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Self Efficacy ◽  
Workplace Bullying ◽  
Future Research ◽  
Satisfaction Scale ◽  
Mediating Role ◽  
Hotel Sector ◽  
The Relationship

An inclusive workplace helps in achieving effective performance at all organisational levels. Workplace bullying is recognised as a global phenomenon tremendously influencing self-efficacy and employees’ job satisfaction. The current study aimed to examine the relationship between workplace bullying and job satisfaction with the mediating role of occupational self-efficacy in the hotel sector in Oman. The cross-sectional research was carried out in three hotels in Oman. The data were collected from 400 employees working in middle and low management in hotels in Oman. Additionally, data were gathered using the Negative Acts Questionnaire-Revised, the Occupational Self-Efficacy Scale, and the Generic Job Satisfaction Scale. Preliminary data analysis and regression analysis were performed using Statistical Package for Social Science (SPSS). Meditational analysis was conducted with PROCESS macro written by Hayes. The findings highlighted that workplace bullying correlates with job satisfaction positively and negatively with occupational self-efficacy. Occupational self-efficacy was negatively correlated with job satisfaction. Regression analysis showed that workplace bullying was a significant predictor of job satisfaction. However, occupational self-efficacy did not significantly mediate the relationship between workplace bullying and job satisfaction. The mediational analysis confirmed that occupational self-efficacy did not mediate the relationship between workplace bullying and job satisfaction. Management must develop and concentrate on building an inclusive work environment to reduce workplace bullying and harness occupational self-efficacy. Practical steps must be taken to deliver the interventions that can empower the employee to tackle workplace bullying and improves self-efficacy. This study also identified limitations and future research options.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
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.

Mapping the contours of fairness

2014 ◽  
Vol 1 (2) ◽  
pp. 191-204 ◽  
Author(s):  
Lilian Otaye ◽  
Wilson Wong
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Regression Analysis ◽  
Turnover Intention ◽  
Content Type ◽  
Mediating Role ◽  
The Uk ◽  
The Relationship

Purpose – The purpose of this paper is to explore the contours of fairness by showing how different facets of fairness impact three important employee outcomes (job satisfaction, turnover intention and employer advocacy) and examining the mediating role of quality of management and leadership (through perceptions of both senior management and the quality of exchange with immediate supervisors) in attenuating negative impacts of unfairness on these outcomes. The study extends the concept of fairness beyond the traditional focus on organizational justice and models the mediating role of leadership on the relationship between (un)fairness and the three employee-level outcomes in a sample of employees representative of the UK workforce. Design/methodology/approach – Data were obtained from a nationally representative sample of 2,067 employees in the UK. Exploratory factor analysis and then confirmatory factor analysis is used to refine three unfairness factors and address their dimensionality of the unfairness scale and then multiple regression analysis is used to test a fairness-leadership-employee performance outcome model. Findings – Results of multiple regression analysis revealed that both trust in leadership and leader-member exchange partially mediate the relationship between organizational (un)fairness and job satisfaction, advocacy and turnover intention, respectively. Practical implications – The findings highlight the important role that leaders play in influencing the relationship between perception of unfairness and employee outcomes. This has implications for both theory and practice as it suggests that the pattern of inclusion that leaders create through the relationships that they develop with their followers has a significant impact on the relationship between unfairness and the work outcomes. They not only must manage traditional perceptions of justice, but also the assessments employees make about trust in management judgements and the perceived consequences of such judgements. Originality/value – In an environment where perceptions of unfairness are becoming both more endemic but also more complex, the study shows that both senior leaders and immediate supervisors have important agency in managing negative consequences. Through the measurement of satisfaction, turnover intention and employer advocacy it also provides potential links to link fairness into the engagement literature.

scholarly journals Self-Efficacy as a function of Work Engagement with the mediating role of Organizational Trust in Higher Educational Institutions.

2021 ◽  
Vol 3 (2) ◽  
pp. 185-199
Author(s):  
Muhammad Adnan ◽  
Ather Ummad Khan ◽  
Raisham Hayee
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Organizational Trust ◽  
The Self ◽  
Educational Institutions ◽  
Future Research ◽  
Higher Educational Institutions ◽  
Mediating Role ◽  
The Relationship

Purpose: The purpose of this paper is to find out the impact of the self-efficacy on work engagement in the employees working in the organization especially on the educationists (teachers and professors) working in the educational institutions of Southern Punjab, Pakistan. Methodology/Design: The paper focuses on the survey with a questionnaire containing 30 questions with 7-point Likert Scale ranging from 1.0 (Strongly Disagree) to 7.0 (Strongly Agree) inculcating all three variables (self-efficacy, organizational trust and work engagement). The sample population was obtained from the Southern Punjab including the teachers and professors working in the public as well as private sector institutions. Quantitative data was analyzed through Pearson Correlation and Multiple Linear Regression. Findings: The study finds the institutions pertaining to the higher education especially in South Punjab, Pakistan must focus on imparting self-efficacy within the employees to have high performance and growth.  Limitations/Future Research: The study was based on a single research approach for investigation i.e., quantitative which may affect the investigation’s outcomes. Furthermore, the findings of current study are cross-sectional. Future study may entail longitudinal study for investigating the relationship between self-efficacy and work engagement. Moreover, the study has been conducted with one mediator – organizational trust. Future research may go with more or other mediators like working conditions, employees’ motivations, goal progress. Practical Implications: The authors discuss the importance of the self-efficacy in the employees in order to enhance the work engagement within them through building the organizational trust. Originality/Value: This study is fist of its kind that discusses the relationship between self-efficacy as well as the work engagement with a mediating role of organizational trust. The paper highlights the importance of the self-efficacy while employees exert their efforts to achieve their objectives enthusiastically due to the trust they have in the organizations.  Keywords: Self-Efficacy, Work Engagement, Organizational Trust, Educationists, Higher Educational Institutions, Southern Punjab

scholarly journals Presenteeism, Overcommitment, Workplace Bullying, and Job Satisfaction: A Moderated Mediation Relationship

2020 ◽  
Vol 17 (22) ◽  
pp. 8616
Author(s):  
Francisco Rodríguez-Cifuentes ◽  
Samuel Fernández-Salinero ◽  
Juan Antonio Moriano ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Workplace Bullying ◽  
Moderated Mediation ◽  
Future Research ◽  
Work Related ◽  
Organizational Consequences ◽  
The Relationship

Presenteeism is a hazardous behaviour that may have personal and organizational consequences. The main objective of this research was to investigate the relationship between presenteeism and job satisfaction and evaluate the role of overcommitment as a mediator and the role of work-related and personal bullying as moderators in these relationships. Results from 377 subjects showed that presenteeism and overcommitment are positively related to job satisfaction, with overcommitment being a mediator in the relationships. These relationships are moderated by work-related bullying but not by personal bullying. The findings are discussed, and implications, future research pathways, and limitations are noted.

Subjective Age and Memory Performance Among Older Chinese Adults

2019 ◽  
Vol 91 (2) ◽  
pp. 182-197
Author(s):  
Jingjin Shao ◽  
Li Zhang ◽  
Luxia Xiao ◽  
Xiying Li ◽  
Jiamei Li
Keyword(s):  
Self Efficacy ◽  
Memory Performance ◽  
Future Research ◽  
Subjective Age ◽  
Chinese Adults ◽  
Mediating Role ◽  
Older Chinese ◽  
Older Chinese Adults ◽  
The Relationship

This study aims to examine the mediating role of learning self-efficacy in the relationship between subjective age and memory performance as well as the moderating role of education in these indirect and direct relationships. A study was conducted with 200 older adults aged 60 to 81 years who completed measures of subjective age, learning self-efficacy, education, and memory performance. Analysis revealed that learning self-efficacy partially mediated the association between subjective age and memory performance. Further analysis found that the indirect associations between subjective age and memory through learning self-efficacy vary as a function of education. Implications and suggestions for future research are discussed.

scholarly journals From Individual Resource to Social Capital: The Mechanism of How Political Skill Affect Job Satisfaction and Turnover Intention

2018 ◽  
Author(s):  
Yi Li ◽  
Mengqiu Ma
Keyword(s):  
Job Satisfaction ◽  
Social Capital ◽  
Turnover Intention ◽  
Political Skill ◽  
Yangtze River Delta ◽  
Future Research ◽  
Mediating Role ◽  
Future Research Directions ◽  
The Relationship

From the perspective of individual resource and social capital, this paper aims to explain how employees’ political skill affect their job satisfaction and turnover intention, through the mediating role of popularity. Using a sample of 237 dyad surveys from supervisors and employees in the Yangtze River Delta of China, we found that: 1) political skill is positively correlated with job satisfaction and negatively correlated with turnover intention, and that these correlations are partially mediated by individual popularity; 2) positive affect (PA) moderates the relationship between political skill and job satisfaction, and negative affect (NA) moderates the relationship between political skill and turnover intention. The implications of our findings and future research directions are discussed.

The Mediating Role of Proactive Personality in the Relationship Between HEXACO Personality and Motivation to Learn

2020 ◽  
pp. 387-410
Author(s):  
Mehmet Dinc ◽  
Tahsin Akcakanat
Keyword(s):  
Regression Analysis ◽  
Proactive Personality ◽  
Openness To Experience ◽  
Future Research ◽  
Motivation To Learn ◽  
Mediating Role ◽  
Analysis Technique ◽  
Convenience Sampling ◽  
The Relationship

This study was based on the HEXACO personality model. The aim of the study was to reveal the role of proactive personality in the relationship between the six personality traits of HEXACO personality model and motivation to learn. The sample of the study consisted of the employees in a five-star hotel operating in the province of Antalya, Turkey. The data obtained from 273 employees with convenience sampling method were subjected to mediation analysis using the Bootstrap regression analysis technique. The findings showed the mediating role of proactive personality in the relationship between five of the traits making up the HEXACO personality model (humility-honesty, emotionality, extraversion, concientiousness, and openness to experience) and the motivation to learn. The sixth trait that is an exception is agreeableness. The findings were discussed within the scope of the existing literature, and recommendations were made for future research.

scholarly journals Is it happy to work with leaders viewing their work as a calling?

2018 ◽  
Vol 31 (2) ◽  
pp. 353-385 ◽  
Author(s):  
Jiyoung Park ◽  
Young Woo Sohn
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Self Efficacy ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Job Crafting ◽  
Future Research ◽  
Working Adults ◽  
The Relationship

Although scholars have paid increasing attention to people with callings, relationships between leader's calling and follower's job attitudes have been understudied. The purpose of this study was to investigate the relationship between leader calling and follower job satisfaction, and mediators and a moderator on the relationship. We hypothesized that leader calling would be positively related to follower job satisfaction via follower's perceived transformational leadership and occupational self-efficacy and that the two mediators would be positively related. As a boundary condition, we tested a moderating role of job crafting on the positive relationship between leader calling and follower occupational self-efficacy. To examine the hypotheses, we conducted two survey studies using a sample of 242 Korean working adults (Study 1)　and a sample of 221 American working adults in diverse industries (Study 2). We found a positive relationship between leader calling and follower job satisfaction (Study 1) and a significant mediating effect of transformational leadership on the relationship (Studies 1, 2). In both studies, follower occupational self-efficacy mediated the link between transformational leadership and follower job satisfaction rather than directly mediating the relationship between leader calling and follower job satisfaction. Also, when followers were highly involved in job crafting (Study 1) and cognitive crafting (Study 2), their occupational self-efficacy did not vary depending on the level of leader calling. Interestingly, the relationship between leader calling and follower occupational self-efficacy was negative when followers showed low levels of job crafting and cognitive crafting. We discuss the implications of these results, study limitations, and practical suggestions for future research.

scholarly journals The relationship between neuroticism and job satisfaction. The mediating role of affect

2018 ◽  
Vol 9 (1) ◽  
pp. 65-74
Author(s):  
Georgiana Alexandra Olteanu ◽  
Andreea Corbeanu
Keyword(s):  
Job Satisfaction ◽  
Negative Affect ◽  
Positive Affect ◽  
Future Research ◽  
Positive And Negative Affect ◽  
Mediating Role ◽  
The Relationship

The present study aims to identify the extent to which positive and negative affect mediate the relationship between neuroticism and job satisfaction. A number of 117 participants, employees of different companies and industries participated in this study. The results are in favor the studies’ hypothesizes, suggesting that the relation between neuroticism and job satisfaction is fully mediated by negative affect and partially mediated by positive affect. Finally, limitations, implications and directions for future research are discussed.

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