scholarly journals Psychological capital and self-reported employee creativity: The moderating role of supervisor support and job characteristics

2018 ◽  
Vol 28 (1) ◽  
pp. 30-41 ◽  
Author(s):  
Wenjing Cai ◽  
Evgenia I. Lysova ◽  
Bart A. G. Bossink ◽  
Svetlana N. Khapova ◽  
Weidong Wang
Keyword(s):  
Psychological Capital ◽  
Supervisor Support ◽  
Job Characteristics ◽  
Employee Creativity ◽  
Moderating Role

scholarly journals The effect of job characteristics on intrinsic and extrinsic job satisfaction: the moderating role of psychological capital

Psychologica ◽  
2019 ◽  
Vol 62 (1) ◽  
pp. 39-56
Author(s):  
David Montesa García ◽  
Isabel Rodríguez Molina ◽  
Jorge Magdaleno Marco
Keyword(s):  
Job Satisfaction ◽  
Information Processing ◽  
Psychological Capital ◽  
Job Characteristics ◽  
Intrinsic Satisfaction ◽  
Positive Effects ◽  
Negative Effect ◽  
Extrinsic Satisfaction ◽  
Moderating Role

This paper analyzes the differential effects of autonomy, skill variety, work significance, feedback from the job, and information processing on intrinsic and extrinsic job satisfaction, and the moderating role of psychological capital (PsyCap) in these relationships. The influence of job characteristics on job satisfaction has been well established in previous research, but the distinction between intrinsic and extrinsic satisfaction has hardly been considered. Moreover, their effects also depend on workers’ characteristics. PsyCap is a set of resources (self-efficacy, optimism, hope, and resilience) that could strengthen the positive effects of job characteristics and provide protection from negative ones. Hierarchical regressions analyzed data from 1647 workers in Spanish organizations. Results showed positive relationships between autonomy and feedback from the job and the two satisfaction dimensions, whereas significance and information processing were negatively related to extrinsic satisfaction. Moreover, PsyCap strengthens the positive effect of information processing and autonomy on intrinsic satisfaction, and it weakens the negative effect of information processing on extrinsic satisfaction. However, it also increases the negative effect of significance on extrinsic satisfaction. Therefore, job enrichment would be beneficial for intrinsic satisfaction, especially for people with high PsyCap, but it could be negative for extrinsic satisfaction.

Authoritarian leadership and employee creativity: The moderating role of psychological capital and the mediating role of fear and defensive silence

2018 ◽  
Vol 92 ◽  
pp. 219-230 ◽  
Author(s):  
Liang Guo ◽  
Stijn Decoster ◽  
Mayowa T. Babalola ◽  
Leander De Schutter ◽  
Omale A. Garba ◽  
...  
Keyword(s):  
Psychological Capital ◽  
Employee Creativity ◽  
Authoritarian Leadership ◽  
Mediating Role ◽  
Moderating Role

Influence of job characteristics on engagement: does support at work act as moderator?

2017 ◽  
Vol 37 (1/2) ◽  
pp. 86-105 ◽  
Author(s):  
Alka Rai ◽  
Piyali Ghosh ◽  
Ragini Chauhan ◽  
Navin Kumar Mehta
Keyword(s):  
Organizational Climate ◽  
Work Engagement ◽  
Service Sector ◽  
Supervisor Support ◽  
Job Characteristics ◽  
Content Type ◽  
Public Sector Banks ◽  
Support At Work ◽  
Moderating Role

Purpose Indian banking industry is one the biggest players in the country’s service sector, with public sector banks (PSBs) occupying the major share. The purpose of this paper is to develop a model linking job characteristics (JC) and work engagement, moderated by perceived organizational and supervisor support as contextual variables. Design/methodology/approach Data on 214 employees from 15 PSBs were used to examine this model. Analysis of data has established the moderating role of support at work in the relationship between JC and work engagement. Findings Findings suggest that employees who have a positive perception of organizational and supervisor support are more likely to respond positively to JC and therefore would have a higher propensity to engage with their jobs. In addition to enriched jobs, the wider organizational climate characterized by support from supervisors and organization as a whole is critical to establish a positive environment, which would lead to greater work engagement. Originality/value The moderating role of support at workplace on JC and work engagement has been researched very rarely in literature. This study, hence, aims at investigating whether interaction between JC and perceived organizational and supervisor support influences work engagement of employees working in Indian PSBs.

Moderating Role of Job Autonomy and Supervisor Support in Trait Emotional Intelligence and Employee Creativity Relationship

2018 ◽  
Vol 22 (3) ◽  
pp. 253-263 ◽  
Author(s):  
Md. Hassan Jafri
Keyword(s):  
Emotional Intelligence ◽  
Supervisor Support ◽  
Interactive Effects ◽  
Job Autonomy ◽  
Employee Creativity ◽  
Activation Theory ◽  
Trait Activation ◽  
The Relationship ◽  
Moderating Role

This study examined the relationship between trait-based emotional intelligence and employee creativity. Drawing from the trait activation theory (TAT), the current study also examined job autonomy and supervisor support as interactive effects on emotional intelligence—employee creativity relationship. The study was conducted on 233 employees working at different positions, in two financial sector organizations. Using random sampling approach, data were taken on standard questionnaire from employees of the organizations of the study. Correlations and regression analyses revealed that the trait-based emotional intelligence has positive and significant influence on employee creativity. Moderated regression analysis showed that both job autonomy and supervisor support strengthened the emotional intelligence—employee creativity relationship. The implications of the study have been explicated in the research.

Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Katrien Bohets ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Job Insecurity ◽  
Well Being ◽  
Job Characteristics ◽  
The Relationship ◽  
Moderating Role ◽  
Coping Behaviours

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Does coping affect (the relationship between) job insecurity, well-being and job satisfaction? Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113. The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.

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