The role of the seven dimensions of job satisfaction in salesperson's attitudes and behaviors

To date, the majority of studies on job satisfaction use either a global measure or the JDI measure. To extend current research, this study uses the seven dimensions of job satisfaction as described by Churchill et al. [Churchill, G.A., Ford, N.M., Walker, O.C. Measuring the job satisfaction of industrial salesmen. J Mark Res 1974; 11 (3): 254-260.] to explore the relationship between job satisfaction, emotional exhaustion, organizational commitment and propensity to leave. Findings suggest that: 1) emotional exhaustion only relates to certain dimensions of job satisfaction and 2) job satisfaction dimensions related to organizational commitment and propensity to leave are not necessarily the same. Overall, this research provides an argument for the use of the seven dimension job satisfaction scale, as opposed to global measures or the JDI measure.     

Burnout among university accounting educators in Australia and New Zealand: determinants and implications

Increased teaching workloads combined with pressures to publish in limited outlets has intensified the burnout potential among accounting educators in Australia and New Zealand. However, amongst the few studies on tertiary accounting education, the focus has so far been only on burnout arising from student contact intensity. We broaden this literature by examining how other worklife characteristics contribute to burnout. Based on 158 responses from Australian and New Zealand accounting academics, we find evidence for emotional exhaustion due to high workload. However, professional efficacy continues to remain high. Qualitative responses offer deeper insights on how various burnout factors are interrelated.     

领导者过度授权对员工创新行为的“负担”机制研究

员工创新行为是组织赢得竞争优势的核心源泉,已有研究发现领导者授权对员工创新行为具有积极影响,但是,领导者授权是一把“双刃剑”,授权过度会成为员工“负担”。在界定领导者过度授权的基础上,基于资源保存理论,纳入员工角色压力和情绪耗竭两个因素,通过对多渠道获取的1 204份问卷进行抽样获得758份领导者过度授权问卷数据,采用层次回归和Process中介效应检验法,实证探讨领导者过度授权对员工创新行为的“负担”机制。结果表明,领导者过度授权会增加员工角色压力,在高角色压力下员工会产生情绪耗竭,出于资源保存的考虑而减少角色外行为,最终抑制员工创新行为。     

雇员敌意与员工创新行为:情绪劳动策略与冲突管理方式的作用

通过对343名企业雇员的问卷调查,研究雇员对主管敌意与员工创新行为的关系,构建了雇员敌意、情绪劳动策略、冲突管理方式、创新行为理论模型。研究表明:雇员敌意负向影响员工创新行为,雇员敌意部分通过情绪劳动策略中的深层扮演的中介作用对员工创新行为产生负向影响,竞争型冲突管理方式负向调节雇员敌意与员工创新行为之间的关系。     

The effects of population density on subjective well-being: A case-study of Slovakia

The main objective of the study is to examine the effects of population density on individuals’ subjective well-being (SWB). The physical characteristics of the built environment have recently received more attention regarding their role in influencing well-being. The research is based on two waves of a representative survey EU-SILC (2013: N = 12,791 and 2018: N = 14,665). The study focuses on the emotional domain of SWB and uses a score based on the Mental Health Inventory (MHI-5). In order to remove the potential problem of reverse causality, a two-stage least squares regression model with instrumental variables is used. It shows that population density positively affects the SWB score. The results reported in this study can be useful for urban planning aimed at optimizing spatial structure while taking into account the factors which positively affect subjective well-being. The findings can also be beneficial for assessing the resilience and vulnerability of cities.     

The impacts of supervisor support,role perception,and emotional exhaustion on the turnover intentions of real estate brokers

This study investigated the factors affecting turnover tendency of real estate brokers. The impact of individual-level factors (role conflict, role ambiguity, interpersonal conflict, and emotional exhaustion) and organizational-level factors (supervisor support and group trust) on turnover intentions was assessed. A hierarchical linear mediation modeling approach was used. A questionnaire was administered to real estate brokers working at real estate companies in Kaohsiung City. Ten questionnaires were administered to each of the selected 97 branch offices. Of the 970 questionnaires, 393 were recovered from 71 branches, and after omitting 43 invalid responses, there were 350 valid questionnaires from 59 branches, indicating an effective response rate of 36.1 %. The empirical results showed that interpersonal conflict mediated the impact of supervisor support on emotional exhaustion, with a full mediating effect being observed. Group trust did not mediate the impact of supervisor support on turnover tendency, which was direct, negative, and statistically significant. Job satisfaction partially mediated the impact of emotional exhaustion on turnover intentions. Our results suggest that supervisor support and emotional exhaustion, at the organizational and individual level, respectively, had the greatest impacts on turnover intentions. This demonstrates the importance of supervisor support and emotional exhaustion when researching turnover intentions.     

The relationship between newcomers’ emotional labor and service performance: the moderating roles of service training and mentoring functions

Abstract

Retaining newcomers and enhancing their service performance are critical issues for the human resource management and hospitality management fields. However, newcomers have just begun to learn the organizational display rules and often encounter more emotional problems than veteran employees. Thus, how organizations help the newcomers to manage their emotions in order to deliver better service is an important issue. Based on the Job Demands-Resources (JD-R) model, this study explores the relationship between newcomers’ emotional labor and service performance, and examines whether human resource practices such as service training and mentoring functions can moderate this association. We collected data from hospitality newcomers and their supervisors from 34 hotels. A total of 244 valid paired questionnaires were collected during two different time phases. The results of hierarchical regression analysis show that newcomers’ deep acting positively relates to service performance and service training can enhance this relationship. In addition, mentoring functions also differentially moderate the relationships between the two emotional labor strategies and service performance.     

Managing work-generated emotions at home: An exploration of the “Bright Side” of emotion regulation

This conceptual paper applies the construct of emotion regulation to the work-family interface in order to further expand our understanding of the positive aspects of emotional labor. Contrary to the predominant view that emotional labor is stressful and produces primarily harmful outcomes, we propose that emotion regulation in work-to-home transitions reduces an individual's work-family conflict, enhances job satisfaction, and improves their spouse's family satisfaction. Indeed, work stress can cause employees to remain preoccupied with work-related thoughts and negative moods when moving from work to family settings. We argue that social display rules positively influence an individual's engagement in emotion regulation to meet family role demands. Drawing on current research on role boundaries, emotion regulation, emotional labor, and work-family conflict, we offer testable propositions to encourage future research on the beneficial aspects of emotion regulation in research on work and family. Theoretical and practical implications are discussed in closing.     

Can emotional intelligence be trained? A meta-analytical investigation

Human resource practitioners place value on selecting and training a more emotionally intelligent workforce. Despite this, research has yet to systematically investigate whether emotional intelligence can in fact be trained. This study addresses this question by conducting a meta-analysis to assess the effect of training on emotional intelligence, and whether effects are moderated by substantive and methodological moderators. We identified a total of 58 published and unpublished studies that included an emotional intelligence training program using either a pre-post or treatment-control design. We calculated Cohen's d to estimate the effect of formal training on emotional intelligence scores. The results showed a moderate positive effect for training, regardless of design. Effect sizes were larger for published studies than dissertations. Effect sizes were relatively robust over gender of participants, and type of EI measure (ability v. mixedmodel). Further, our effect sizes are in line with other meta-analytic studies of competency-based training programs. Implications for practice and future research on EI training are discussed.     

感性因子对房地产市场投资的影响分析——基于1998-2008年中国31个省份的房地产市场面板数据

投资者在房地产投资过程中可能受到的认知、信念、情感、态度等一系列的心理特征因素归纳为感性因子。房地产价格面板数据模型检验结果显示房地产价格的波动主要受前一期房地产价格波动的影响,属于感性因子的一种表现。房地产价格和房地产交易量之间的格兰杰因果关系检验方程表明房地产价格的波动是造成房地产交易量的格兰杰因,而房地产交易量的波动对房地产价格波动的影响在统计上不显著。