Antecedents of Organizational Commitment in a Chinese Construction Company

This study examines the impact of various ethical climate types and job satisfaction on organizational commitment of 144 employees working at a Chinese private construction company. Both caring and independence climate types had a significant positive impact on organizational commitment. Instrumental climate had a significant negative impact on organizational commitment. Other climate types (professional, rules, and efficiency) had no significant impact on organizational commitment. Overall job satisfaction had a significant positive impact on organizational commitment. Overclaiming was significantly correlated with organizational commitment, caring climate, rules climate, and job satisfaction.     

Impact of employee development on job satisfaction and organizational commitment: person–organization fit as moderator

Researchers have begun to focus on emerging markets, particularly those in Asia, because of the phenomenal growth in the size of their business sectors and a remarkable increase in their share of global business. Businesses in the developing world are now grappling with people management issues that formerly were the preserve of businesses in the West. This study aims at exploring the role of employee development in job satisfaction and organizational commitment and in particular its moderation by person–organization fit. The context is the telecommunications sector in Pakistan. The results reported show a positive impact of employee development initiatives on employee job satisfaction and later the job satisfaction has significant impact on organizational commitment. The results also revealed, however, an unfavourable relationship between employee development and organizational commitment. The relationship between job satisfaction and organizational commitment was significantly moderated by person–organization fit.     

The Impact of Caring Climate,Job Satisfaction,and Organizational Commitment on Job Performance of Employees in a China’s Insurance Company

This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating role of job satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance.     

The effect of online scheduling on employees’ quality of life

Online employee scheduling has increased in popularity in recent years, especially among hourly workers who have grown up in the information age and the flexibility it provides increases their sense of job autonomy. This article reports on two studies that investigated the impact of work scheduling flexibility on employees’ personal well-being. One study collected data from current users of an online scheduling product and the other study collected information from hospitality management students who are potential future users of online scheduling software. The studies found that online scheduling helps to enhance employees’ personal well-being through satisfaction with schedule flexibility and job autonomy.     

Employees' work-family conflict moderating life and job satisfaction

The top-down perspective (i.e., life satisfaction influences job satisfaction) and the dispositional perspective are the focuses of the current study's research on life-work spillovers. This study investigates the impact of life satisfaction on job satisfaction under different situations of work-family conflict. The results of a field survey reveal responses from 121 sales managers from 26 hotels in China to test the moderating effects of work-family conflict on the relationship between life and job satisfaction. Analysis involves hierarchical regression with follow-up examination utilizing simple slope analysis. The results imply that employees facing less conflict between work and family tend to carry positive aspects from daily life to the workplace. The results also support the value of managerial efforts to have an organizational climate welcoming to employees' families. Even in China, where labor resources are abundant, family-friendly policies would help to increase the business success of hotels.     

The Impact of Emotional Intelligence,Organizational Commitment,and Job Satisfaction on Ethical Behavior of Chinese Employees

This study examines the impact of various factors on ethical behavior of 507 employees working for three state-owned Chinese firms. Regulation of one’s emotions (a facet of emotional intelligence) had a significant positive impact on ethical behavior of respondents. Organizational commitment also had a significant positive impact on ethical behavior of the respondents. Among various facets of job satisfaction, satisfaction with promotion, coworker, and supervision had a significant positive impact on ethical behavior of respondents. Among control variables, age of the employee had a significant negative impact on ethical behavior, which indicated that the young employees showed a better ethical behavior than the old employees.     

Impact of fit,involvement, and tenure on job satisfaction and turnover intention

This study examined the interactive effects of need–supplies fit, job involvement, and job tenure on service sector employees' job satisfaction and turnover intention in Turkey. Survey data collected from 252 employees who worked in three different banks and one logistics company operating in Istanbul, Turkey, confirm the three-way interaction in predicting employees' turnover intention. In particular, the effect of needs–supplies fit on turnover intention was found to be more strongly positive for longer tenured, highly involved employees. Results also reveal that while the three-way interaction does not predict job satisfaction, the two-way interaction between needs–supplies fit and job involvement is significant. Specifically, needs–supplies fit had a stronger effect on the job satisfaction of highly job-involved employees than those with lower levels of involvement. Certain implications of these results, as well as avenues for future research, are discussed.     

Antecedents of Truck Drivers’ Job Satisfaction and Retention Proneness

The aim of this study was to (1) explore the antecedents of truck drivers’ job satisfaction, (2) identify the impact of financial and nonfinancial job properties on satisfaction with the job and with one's employer, and (3) the drivers’ proneness to retaining their jobs. Based on the extant literature, we develop a conceptual model that is tested using survey data for 164 truck drivers. Multiple linear and ordinal logistic regressions were used to estimate the proposed effects. The results reveal that nonfinancial job properties and satisfaction with one's employer affect job satisfaction is statistically significant. Financial and nonfinancial job properties affect satisfaction with one's employer whereas the former shows a lower impact compared to the latter. Satisfaction with the job and one's employer impacts retention proneness. The contribution of this study was to (1) add to the understanding of the factors that predict retention of truck drivers in relationship to job satisfaction and (2) highlight the different roles of financial and nonfinancial job properties in this specific work context.     

用户生成内容使用与满足对品牌态度的影响研究——以音视频类用户生成内容为例

以媒体使用与满足理论和信息加工理论为研究基础,采集网络中的客观数据,通过内容分析法量化数据,利用多元线性回归和阶层回归验证理论模型。研究发现:音视频类用户生成内容的内部特征正向影响消费者对内容的使用和满足;音视频类用户生成内容的创作者声誉外部特征正向影响消费者对内容的使用与满足,而内容的推荐性未对消费者选择产生作用;音视频内容的使用与满足则直接影响消费者品牌态度的形成;内容的使用与满足在音视频类用户生成内容与消费者品牌态度之间起中介作用。     

Creating Satisfied Employees Through Workplace Spirituality: A Study of the Private Insurance Sector in Punjab (India)

Spirituality in the workplace is gaining recognition and value among researchers, academicians, and business professionals. The aim of this paper is to examine the impact of spirituality in the workplace on job satisfaction by measuring four dimensions of spirituality in the workplace: meaningful work, sense of community, organizational values, and compassion. The impact of each dimension on job satisfaction is hypothesized. A cross-sectional survey was used to collect data from 100 payroll employees in private insurance companies in Punjab (India). A correlation analysis showed a positive relationship between all the dimensions of spirituality in the workplace and job satisfaction. A regression analysis revealed that although all the dimensions of spirituality in the workplace are important, organizational values and a sense of community are the most important in terms of the job satisfaction level of employees. This work will help insurance companies to better understand the concept of spirituality in the workplace and its importance. Insurance companies can improve their functioning by encouraging employee spirituality in the workplace.     

Workplace Guanxi: Its Dispositional Antecedents and Mediating Role in the Affectivity–Job Satisfaction Relationship

This paper examines dispositional sources of workplace guanxi and the mediating role of workplace guanxi on the affectivity and job satisfaction relationship. Data were collected from 808 respondents in multiple industries in a city in China’s northeast. The study found that both positive affectivity and negative affectivity have an effect on supervisor–subordinate guanxi and co-worker guanxi, which supports the proposition that workplace guanxi has a dispositional source. Supervisor–subordinate guanxi has a positive relationship with job satisfaction, although co-worker guanxi is not significantly related to job satisfaction. The research also found a mediating role of supervisor–subordinate guanxi on the affectivity and job satisfaction relationship, which suggests that supervisor–subordinate guanxi can extend the influence of affectivity to job satisfaction. Taken together, these results suggest that in a high power distance country such as China, supervisor–subordinate guanxi plays a more important role than co-worker guanxi in influencing job satisfaction. Theoretically, this study suggests the as yet unexplored possibility of dispositional antecedents of workplace guanxi and the role of workplace guanxi on the relationship between dispositions and workplace attitudes such as job satisfaction.     

The Effects of Perceived CSR and Implemented CSR on Job-related Outcomes: An HR Perspective

This research investigates the relative effects of perceived corporate social responsibility (PCSR) and implemented corporate social responsibility (ICSR) on employee work-life satisfaction and employee job satisfaction in Thai workplaces. The data were collected via self-administered questionnaires completed by 1,277 employees in different employment sectors in Thailand. The response rate was 73%. The results reveal that PCSR and ICSR have a positive impact on both work-life satisfaction and job satisfaction. We believe the research contributes significantly to the literature on the subject as the findings further validate results obtained in studies conducted in Western economies.     

Designing multi-channel technologies – the mediating role of risk perceptions

ABSTRACT

The integration of online and offline distribution channels has become a major topic in practice and research. Several studies reveal beneficial outcomes for retailers if consumers use multiple channels. Therefore, many retailers offer multi-channel technologies (MCTs), i.e. click & collect, check & reserve and the availability check, which encourage this behavior. However, research is still sparse on how retailers should design these MCTs to provide the highest usefulness for consumers. Our study thus analyzes the impact of different MCT design characteristics on consumers’ perceived usefulness of these MCTs. Moreover, we examine how consumers’ perceived time and product availability risk mediate these effects. The results show that some MCT design characteristics exhibit the expected positive impacts on consumers’ perceived usefulness of the MCTs, while others seem to be less relevant and even counterproductive. In particular, a certain (vs. unspecified) product pick-up time and a high (vs. low) displayed inventory status lead to a higher perceived usefulness of the MCTs via the two risk dimensions. However, the immediate (vs. delayed) confirmation of product reservations does not have any positive effects. In fact, it even decreases the perceived usefulness of click & collect. These findings provide implications for the design of MCTs.     

Organizational culture relationships with creativity and other job-related variables

The relationship between three types of organizational cultures and managerial creativity, motivation, and other job-related variables were examined. Respondents were 165 managers in a western metropolitan area (69 females, 96 males). Bureaucratic culture combined with high need for power was found to have significant positive relationships to job satisfaction and involvement, and negative connections to propensity to leave. Innovative culture combined with high need for achievement was significantly and positively related to job satisfaction and significantly and negatively to propensity to leave. Supportive culture combined with high need for affiliation was significantly and positively related to job satisfaction and negatively related to propensity to leave.     

Positive Job Response and Ethical Job Performance

Although many studies have linked job attitudes and intentions to aspects of in-role and extra-role job performance, there has been relatively little attention given to such job responses in the context of employees’ ethical/unethical behavior. The purpose of this study was to investigate a possible relationship between positive job response (conceptualized as job satisfaction and intention to stay) and behavioral ethics. Ninety-two matched manager-employee pairs from a regional branch of a large financial services and banking firm completed survey instruments, with each employee providing information about his or her job attitudes and intentions and each manager assessing the ethical/unethical performance of his/her employees. Respondents also provided additional information required for our analyses. The results indicated that positive job response among subordinates was associated with higher supervisory ratings of the subordinates’ ethical job performance. The managerial implications of the findings for managing ethical behavior are explored.     

A Meta-Analysis of Relationships Linking Employee Satisfaction to Customer Responses

The authors report a meta-analysis of relationships linking employee job satisfaction to customer satisfaction and perceived service quality in studies that correlate employee data with customer data. Overall, both relationships are positive and statistically and substantively significant. Moderator analyses show that service industry characteristics (relationship versus encounter, personal versus non-personal) and methodological characteristics (aggregated versus individual level of analysis, concurrent versus predictive survey) moderate these relationships. Estimation of a path analytic model using the aggregated data shows that customer-perceived service quality completely mediates the relationship between employee job satisfaction and customer satisfaction. Implications for research and practice are discussed.     

The Impact of Moral Stress Compared to Other Stressors on Employee Fatigue, Job Satisfaction, and Turnover: An Empirical Investigation

Moral stress is an increasingly significant concept in business ethics and the workplace environment. This study compares the impact of moral stress with other job stressors on three important employee variables??fatigue, job satisfaction, and turnover intentions??by utilizing survey data from 305 customer-contact employees of a financial institution??s call center. Statistical analysis on the interaction of moral stress and the three employee variables was performed while controlling for other types of job stress as well as demographic variables. The results reveal that even after including the control variables in the statistical models, moral stress remains a statistically significant predictor of increased employee fatigue, decreased job satisfaction, and increased turnover intentions. Implications for future research and for organizations are discussed.     

The impact of risk perceptions on the attitude toward multi-channel technologies

ABSTRACT

Several studies show that retailers experience favorable outcomes if consumers use multiple channels. Thus, retailers aim to encourage consumers to do so in a convenient way by offering multi-channel technologies (MCTs). However, not much is known about what affects a positive attitude toward such technologies. Our study investigates how different risk perceptions influence the attitude toward specific MCTs in comparison (check and reserve, click and collect, availability check). Moreover, we examine whether the customer’s general purchase channel preference moderates these effects. Results show that three risk dimensions have significant impacts on the attitude toward MCTs. These effects are generally worst for click and collect, as the negative effects (product quality and data risk) are highest, while the positive effect (product availability risk) is lowest, compared to the other two MCTs. Additionally, we generally find that the more a customer prefers buying via the online channel, the weaker the effects of the risk dimensions on the attitude are. Our findings provide implications on how to improve consumers’ attitudes toward the selected MCTs by influencing their perceptions of different risk dimensions.     

The impact of natural disaster on absenteeism, job satisfaction, and job performance of survival employees: An empirical study of the survivors in Wenchuan Earthquake

Natural disasters cause serious damage to businesses in the stricken areas and greatly affect survivors’ psychology and behaviors. Based on data from 206 survival employees in 33 affected firms in Wenchuan Earthquake, this study analyzes the impact of natural disaster on absenteeism, job satisfaction, and job performance of survival employees. Results indicate that after the earthquake, survival employees’ absenteeism and job satisfaction (including intrinsic, extrinsic, and general job satisfaction) decrease significantly, but their task performance, contextual performance, and overall job performance improve significantly. Employees’ learning and innovative performance have no significant change in comparison with that before the earthquake. The authors thus suggest that the affected businesses need to communicate with the survival employees actively, focus more on job security, compensation and working conditions, in order to maintain these employees’ job satisfaction. In addition, enterprises outside the affected areas should give priority to the recruitment of the survival employees given the same conditions, because it is beneficial to both the employing enterprises and the reconstruction of affected areas.     

Predicting market orientation through internal market orientation as culture and behaviour: an empirical application in Spanish hotels

The aim of this study is to analyse how the internal market orientation, considered from a dual perspective, cultural and behavioural, affects the development of external market-oriented behaviours by improving the attitudinal results (affective commitment and job satisfaction) of the internal customers. An empirical study was carried out, based on the perceptions of 68 managers and 296 supervisors at four- and five-star hotels in Gran Canaria (Canary Islands, Spain). The findings show that (1) the internal market orientation (IMO) has a positive influence on the effective development of market orientation behaviours in managers and supervisors; (2) the IMO has a positive influence on the affective commitment and job satisfaction of hotel managers, but not supervisors; and (3) greater affective commitment and job satisfaction have no significant effect on market orientation behaviours in hotel managers or in supervisors. Based on the study results, the paper concludes with a discussion and implications for practitioners.