The effect of job and environmental factors on job satisfaction in automotive industries.

A methodology was developed for diagnosing industrial work, which includes questionnaire, observation, measurements, data collection and statistical analysis. A survey was conducted to investigate the relationship between job satisfaction and factors that affect work design in 2 automotives manufacturing companies in Malaysia. A basic work design model was proposed. The aim of this model was to determine the factors that influence employees' perception towards their work. A set of multiple-choice questionnaires was developed and data was collected by interviewing employees at a production plant. The survey focused on job and environmental factors. The results supported the proposed model and showed that job and environmental factors were significantly related to job satisfaction. They highlighted the significant influence of age, work experience and marital status on job satisfaction. Further, environmental factors, especially the surroundings, context dependence and the building's function, also had a significant impact on job satisfaction.     

Relationship of safety climate perceptions and job satisfaction among employees in the construction industry: the moderating role of age

This study examines the degree to which construction sector employees perceive that safety is important in their organizations/sites and how job satisfaction affects these perceptions when age is introduced as a moderator variable. Two-way analysis of variance demonstrated that job satisfaction has a strong effect on perceived management commitment to work safety and that this relationship was moderated by respondents’ age. Job satisfaction was associated with perceived accident rate and safety inspection frequency, but the proposed role of age in this linkage was not confirmed. Consequently, the findings indicated that by increasing the level of job satisfaction, perceptions of these safety climate aspects proved to be more positive. The conclusion is that these relationships could further lead to a lower percentage of accidents and injuries in the workplace and better health among employees. A significant relationship between job satisfaction, age and perceived co-workers’ commitment to work safety was not found.     

工作不安全感对安全绩效的影响 ——基于某大型电力公司的实证研究

由于安全问题备受关注,采用问卷研究法,通过构建调节—中介模型探讨工作不安全感影响员工安全绩效的机制。对某大型电力公司329位员工进行问卷调查后发现,员工的工作满意感中工作不安全感对员工安全绩效的消极影响,情绪智力通过调节工作不安全感与工作满意感的关系削弱了工作不安全感对安全绩效的消极作用,即当组织变革给员工带来工作不安全感时,高情绪智力的个体会通过有效的情绪管理减少工作不满意感,进而缓冲工作不安全感对安全绩效的影响,而低情绪智力的个体会过于情绪化,使得工作不安全感显著影响工作满意感,进而使员工的安全绩效受到影响。     

煤矿安全从业人员工作满意感与应激水平、自我效能感的关系

运用问卷法,以43名国有煤矿安全从业人员为研究对象,探讨了在煤矿这一特定环境下的工作人员其工作满意感、应激水平和自我效能感的关系。结果发现应激水平能负向预测工作满意感,自我效能感不仅能正向预测工作满意感,还能调节应激水平对工作满意感的影响,较高的自我效能感能使应激水平对工作满意感的负效应转为正效应。根据笔者研究结果,提出了减少工作应激刺激、提供培训提高员工自我效能感、制定合理的人员安置和促进员工发展的人事制度,以增强员工的工作满意感的建议。     

Stress,coping and safety compliance in a multinational gold mining company

The primary objective of this study was to investigate the relationship of work stress, consisting of role stressors and job insecurity, with safety compliance at work. A secondary objective was to test for the possible moderating effect of individual employees’ coping behaviour between experienced work stress and job insecurity, and their safety compliance. A cross-sectional survey design was used (n?=?771). An electronic survey, with a biographical questionnaire and scales on role conflict, role ambiguity, role overload, job insecurity, coping and safety compliance at work, was administered. The results indicated that specific aspects of work stress, notably role conflict, role ambiguity and quantitative job insecurity, and of coping, namely an avoidance style and changing the situation, were important in understanding safety compliance. A moderating effect of avoidance coping was also found.     

A study of the relationships between compensation package,work motivation and job satisfaction

This study applied the theoretical framework based on expectancy and discrepancy theories to examine how the elements of total compensation might influence work motivation and job satisfaction. The principal dimensions of total compensation that give rise to distinct reactions among employees were examined. Two samples of employees, 269 exempt employees and 297 nonexempt employees, were studied separately in order to identify the differences of reaction between these two groups. The relationships between the elements of total compensation, work motivation and job satisfaction were analysed by a structural equations model with LISREL VII. Proposals were developed to predict the conditions of compensation efficiency on work motivation and job satisfaction in the cultural context of employment in France. The three principal conclusions of the study were: (1) under certain conditions, individualized compensation of exempt employees can be a factor of work motivation; (2) flexible pay of nonexempt employees neither motivates nor increases job satisfaction; (3) benefits of exempt and nonexempt employees neither motivate nor increase job satisfaction. Copyright © 1999 John Wiley & Sons, Ltd.     

Job embeddedness and voluntary turnover in the face of job insecurity

Two important contributions to the understanding of voluntary turnover are the ideas that employees become embedded in a net or web of restraining forces on- and off-the-job and that they experience varying degrees of control and desire that yield proximal withdrawal states explaining turnover motivations. We build on these ideas in two multi-wave studies to study job insecurity, one of the most common work stressors and top concerns among employees around the world. Study 1 demonstrates that job search mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on-the-job embeddedness are less likely to search for jobs despite job insecurity. Study 2 demonstrates that turnover intention mediates the positive relationship between job insecurity and voluntary turnover, and that employees higher in on-the-job embeddedness are less likely to contemplate quitting despite job insecurity. However, off-the-job embeddedness had opposite interactive effects, exacerbating the relationship of job insecurity with turnover.     

How career orientation shapes the job satisfaction–turnover intention link

This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction–turnover links. The static relationship was found to be similar and less negative for employees with independent and loyalty‐focused career orientations than for promotion‐focused and disengaged employees. Regarding the dynamic relationship between job satisfaction change and turnover intention change, however, independent and loyalty‐focused employees differed: An increase (decline) in job satisfaction was more strongly related to a decline (increase) in turnover intention for independent employees than for loyalty‐focused employees. These findings provide new insights into the differential dynamics involved in assessing work situations and responding to them based on different career aspirations and interests. Consequences for research and practice regarding more effective human resource management are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

The moderating role of calling in the work–family interface: Buffering and substitution effects on employee satisfaction

This research seeks for improved understanding regarding the interaction of meaningful work and the work–family interface. Existing literature suggests that experiencing a sense of calling toward work makes the work domain particularly salient to employees compared to other life domains. In this article, we draw on this idea, rooted in identity theory, to hypothesize that a sense of calling toward work diminishes the effects of work–family conflict and work–family enrichment on employee's job and life satisfaction. We test these ideas in two studies. First, we surveyed an alumni sample of 598 employees from various jobs, industries, and job levels. Then, in a constructive replication, we surveyed 327 employees using a time-lagged design. Calling was found to significantly buffer the effect of work–family conflict on job satisfaction in Study 2, but not Study 1. Calling did not buffer the effect of conflict on life satisfaction in either study. However, both studies demonstrated that calling attenuated (substituted for) the effect of work–family enrichment on job satisfaction. Study 1 supported the idea that calling attenuates the effect of enrichment on life satisfaction; however, this interactive effect was reversed in Study 2, contrary to expectations. We discuss implications for theory and practice related to callings and career choices, as well as for the role of calling and work identity in the work–family interface.     

Dimensions of Job Control in Computerized and Traditional Office Work and Its Health Effects

This study investigates whether a consistent relationship exists between computerization and job control. It also examines the role of job control as a predictor of stress symptoms typical for data entry and word processing (VDU) work. Two groups of VDU users and two comparable non-VDU-user groups took part in this study. A special questionnaire made it possible to assess global job control and four indexes of control related to specific aspects of work (control over choice of tasks and methods, control over time frame, control related to one’s skill, and control related to participation in the decision-making process). Results did not show an unequivocal relation between computerization and the latitude of control. The latitude of control depends on the task performed and the aspect of control we are considering. Regression analyses showed that global control is a good predictor of job satisfaction, some mood disturbances, and visual complaints. The other aspects of control are related in a variety of ways to stress symptoms. The role of a Type A behavior pattern in the relationship between job control and stress symptoms varies depending on which aspect of control is being considered. It was concluded that because of the high functional differences between various aspects of control, it is better to avoid using the concept of global control and, when possible, apply specific indexes of control.     

The confounding role of personality and trait affectivity in the relationship between job and life satisfaction

Previous research has demonstrated a strong positive relationship between job and life satisfaction. Traditionally, this relationship has been explained in terms of a spillover model, wherein job experiences spill over onto life, and vice versa. This study directly tests a different explanation for this relationship: personality traits that influence both job and life satisfaction. In a longitudinal test with multisource data, three typologies, which were shown by past research to be linked to both job and life satisfaction, were examined: Big Five, positive and negative affectivity, and core self‐evaluations. One hundred and fifty‐three university employees working in a diverse set of occupations were surveyed twice, with a six month time interval; the first survey also included a second questionnaire to be completed by a ‘significant other.’ Analyses of concurrent and prospective zero‐order and partial correlations, as well as structural equation modeling, supported the hypothesized confounding role of all three typologies, especially core self‐evaluations. Though controlling for personality reduced the magnitude of the job–life satisfaction relationship, it did not entirely eliminate it. Overall, the results suggest the presence of both dispositional and environmental factors in job and life satisfaction. Finally, implications for organizational practice and theory development are discussed. Copyright © 2002 John Wiley & Sons, Ltd.     

Job satisfaction and teamwork: the role of supervisor support

The link between teamwork and job satisfaction was investigated in a sample of 48 manufacturing companies comprising 4708 employees. Two separate research questions were addressed. First, it was proposed that supervisor support would be a weaker source of job satisfaction in companies with higher levels of teamworking. Multilevel analysis indicated that the extent of teamwork at the company level of analysis moderated the relationship between individual perceptions of supervisor support and job satisfaction. Second, it was proposed that the extent of teamwork would be positively related to perceptions of job autonomy but negatively related to perceptions of supervisor support. Further, it was proposed that the link between teamwork and job autonomy would be explained by job enrichment practices associated with teamwork. Analyses of aggregated company data supported these propositions and provided evidence for a complex mediational path between teamwork and job satisfaction. Implications for implementing teamwork in organizations are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories

Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter-organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been considered. This is surprising given that a key difference between self-centered and organization-centered career orientations is a positive attitude toward job changes. Building on hedonic adaptation, we examined how career orientations influence changes in job satisfaction and turnover intention throughout a job change. We compared self-centered and organization-centered employees using random coefficient modeling on two longitudinal data sets with voluntary job changers. Our results illustrate that self-centered career orientations foster a stronger decline in job satisfaction with the new employer, as well as a larger increase in turnover intention, than organization-centered career orientations. In contrast, employees with organization-centered career orientations experienced an upward trend in job satisfaction toward the end of the first year. Our findings offer important implications for research on the determinants of job attitude trajectories when individuals join a new organization.     

高危岗位矿工工作倦怠影响因素的结构方程模型

为探索高危岗位矿工工作倦怠形成机制,寻求合理的干预对策,在文献研究和实地调研基础上,提出矿工工作倦怠假设模型。采用多阶段分层随机抽样法,对1 800名高危岗位矿工进行问卷调查,并借助结构方程模型(SEM)技术验证假设模型。研究表明:组织管理和角色压力均正向影响工作倦怠,工作特征仅正向影响生理疲乏;社会支持是工作压力源到工作倦怠的中介变量;消极应对是工作压力源到工作倦怠的部分中介变量,其中介效应较社会支持大很多;工作压力源通过影响社会支持再影响应对方式进而正向影响工作倦怠。通过有效干预组织管理和角色压力可减缓工作倦怠。     

民航飞行员工作自主性研究

为探讨民航飞行员工作自主性的现状,分析影响民航飞行员工作自主性的因素,进而提出有针对性的管理措施,以期达到提高飞行安全与效益的目的。采用自编的民航飞行员工作自主性问卷对中国民航253名飞行员进行测试,并对取得数据进行T检验和多因素方差分析以研究影响工作自主性的因素。结果发现,民航飞行员的工作自主性主要受到3个因素的影响,即婚姻状况、现在职位和工作年限。可采用合理引导、完善考核方式、加强教育培训、构建良好的职业认同感与成就感来提高民航飞行员的工作自主性。     

The protective effect of job satisfaction in health,happiness, well-being and self-esteem

The purpose of this article is to analyze the possible effects of job satisfaction on mental and physical health, happiness, subjective well-being and self-esteem. A total of 971 Portuguese-speaking adults participated in this study. Most participants reported high rates of satisfaction with their colleagues, the nature of their work and leadership, while reporting dissatisfaction with regard to salaries and promotions. Results indicated the existence of the protector effect of job satisfaction for health, happiness, subjective well-being and self-esteem, in addition to reinforcing the importance of maintaining a positive evaluation of one’s work. As a practical implication, the results may suggest that the effects of personnel management policies which emphasize job satisfaction could potentially lead to improvements in levels of health, happiness, subjective well-being and workers’ self-esteem, all of which are factors that can potentially improve organizational performance. The study also considered its limitations and the possibility for future investigation.     

安全价值观契合对矿工安全行为的影响:一个链式中介模型

为探索个人-组织安全价值观契合对矿工安全行为的影响机制,通过理论分析和文献研究提出研究假设模型;编制测量问卷,采用方便抽样法对640名矿工进行问卷调查;通过结构方程建模分析验证假设模型.结果 表明:个人-组织安全价值观契合、安全自我效能感、工作投入和安全行为两两之间显著正相关;个人-组织安全价值观契合不仅直接影响矿工的...     

Workplace racial/ethnic similarity,job satisfaction,and lumbar back health among warehouse workers: Asymmetric reactions across racial/ethnic groups

Racial and ethnic minority employees constitute a significant proportion of the U.S. workforce. The literature on demographic similarity in the workplace suggests that the proportion of co‐workers who share the same racial/ethnic background (racial/ethnic similarity) can influence job attitudes and employee well‐being and that the reactions to racial/ethnic similarity may differ between the racially dominant and subordinate groups. This study applies status construction theory to examine the extent to which racial/ethnic similarity is associated with job satisfaction and lumbar back health among warehouse employees. We surveyed 361 warehouse workers (204 whites, 94 African‐Americans, and 63 Latino workers) in 68 jobs in nine distribution centers in the United States. Multilevel analyses indicate that white and racial/ethnic minority groups react differently to racial/ethnic similarity. For job satisfaction, white employees experience higher job satisfaction when they are highly racially/ethnically similar to their colleagues, whereas Latino employees experience higher job satisfaction when they are racially/ethnically dissimilar to others. As for lumbar back health, among Latino and African‐American employees, higher racial/ethnic similarity is associated with better lumbar back health whereas for white employees, the association is the opposite. Across all groups, moderate levels of racial/ethnic similarity were associated with the best lumbar back health. Copyright © 2013 John Wiley & Sons, Ltd.