scholarly journals When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance, job satisfaction, and psychological well‐being

2019 ◽  
Vol 55 (3) ◽  
pp. 332-341
Author(s):  
Usman Raja ◽  
Inam Ul Haq ◽  
Dirk De Clercq ◽  
Muhammad Umer Azeem
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Ethic ◽  
Well Being ◽  
Combined Effects ◽  
Psychological Well Being ◽  
Islamic Work Ethic

Emotional intelligence and job performance: the role of psychological well-being

2016 ◽  
Vol 9 (4) ◽  
pp. 428-442 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Well Being ◽  
Multiple Mediation ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O). Design/methodology/approach This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach. Findings The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I. Research limitations/implications The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance. Practical implications Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work. Originality/value The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

Job Satisfaction and Psychological Well-Being as Nonadditive Predictors of Workplace Turnover

2007 ◽  
Vol 33 (2) ◽  
pp. 141-160 ◽  
Author(s):  
Thomas A. Wright ◽  
Douglas G. Bonett
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Job Performance ◽  
Employee Turnover ◽  
Well Being ◽  
The United States ◽  
The West ◽  
Psychological Well Being ◽  
Large Organization ◽  
Job Separation

Data from a 2-year field study were used to examine the relationships among psychological well-being, job satisfaction, and employee job performance with employee turnover. Using a sample of 112 managers employed at a large organization on the West Coast of the United States, and controlling for employee age, gender, ethnicity, and job performance, well-being and job satisfaction were found to predict turnover in a nonadditive manner. As expected, well-being was found to moderate the relation between job satisfaction and job separation, such that job satisfaction was most strongly (and negatively) related to turnover when well-being was low.

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