scholarly journals PSİKOLOJİK GÜÇLENDİRME DÜZEYLERİNE BAĞLI OLARAK ÖĞRETMENLERİN İŞE YÖNELİK DAVRANIŞLARINDA FARKLILIKLAR OLUŞUR MU?: BİR ALAN ARAŞTIRMASI

2018 ◽  
Vol 6 (1) ◽  
Author(s):  
İsmail BAKAN ◽  
Burcu ERŞAHAN ◽  
Tuba BÜYÜKBEŞE ◽  
Mustafa Tuncer OKUMUŞ ◽  
Ayşegül AKMEŞE
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Job Performance ◽  
Role Conflict ◽  
Psychological Empowerment ◽  
Business Environment ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Related ◽  
Significant Difference

In a globalizing competitive business environment competitive advantage is an important source of human resources and because it is thought that the empowered employee will contribute more to the business,  it is an important issue for today's business to reveal how to make a difference in the behavior of the empowered employees in the workplace because the empowered employee is thought to contribute more to the business  The purpose of this study is to highlight the role of psychological empowerment in work-oriented behaviors. In order to achieve this aim, the relationships between psychological empowerment and work-related behaviors (Participatory Decision Making, Job Performance, Job Satisfaction, Work-Family Conflict, Family-Job Conflict, Role Conflict, Role Uncertainty) were examined and then related to different levels of psychological empowerment, it was researched whether there was a significant difference in participants' perception of work-related behavior. Significant differences were found between participant decision making, job performance, job satisfaction, family-work conflict, role conflict, and role ambiguity perceptions, depending on the level of psychological empowerment of the teachers.These findings show that differences occur in work-related behaviors according to the level of psychological empowerment of employees, supports the literature which argues that psychological empowerment has significant influence on behavior.

scholarly journals Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110067
Author(s):  
Sehrish Ilyas ◽  
Ghulam Abid ◽  
Fouzia Ashfaq ◽  
Muhammad Ali ◽  
Wasif Ali
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Empowerment ◽  
Employee Voice ◽  
Voice Behavior ◽  
Multiple Mediation ◽  
Significant Difference ◽  
The Relationship

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

School leadership, teacher’s psychological empowerment and work-related outcomes

2019 ◽  
Vol 33 (7) ◽  
pp. 1501-1514
Author(s):  
Kersti Kõiv ◽  
Kadi Liik ◽  
Mati Heidmets
Keyword(s):  
Job Satisfaction ◽  
School Leadership ◽  
Leadership Style ◽  
Indirect Effect ◽  
School Principals ◽  
Psychological Empowerment ◽  
Content Type ◽  
Work Related ◽  
Perceived Leadership ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating effect of teacher’s psychological empowerment between school leadership style and teachers’ work-related outcomes. Design/methodology/approach A total of 711 teachers from 31 Estonian schools were surveyed with a questionnaire measuring four dimensions of psychological empowerment (competence, meaning, self-determination and impact), school leadership characteristics (leadership style, leader’s empowering behavior and trust in leader) and teacher’s work-related outcomes (job satisfaction and workplace attachment). AMOS path analysis was used to investigate the direct and indirect relations between the teachers’ perceptions of school leadership, their psychological empowerment and their workplace attachment and job satisfaction. Findings This study found that psychological empowerment (subscales meaning and impact) mediates the relationship between perceived leadership empowerment behavior and teachers’ work-related outcomes. Also, the psychological empowerment (meaning and impact) mediates the relationship between perceived leadership style and teachers’ work-related outcomes. Trust in the principal has direct and indirect effect (through psychological empowerment) on job satisfaction, whereas there only seems to be indirect effect on workplace attachment through two components of psychological empowerment. Practical implications The mediating role of psychological empowerment includes an important message for school principals – in order to empower employees it is not sufficient to merely delegate formal power and decision-making rights. To facilitate the development of psychological empowerment, it is important to provide employees with an opportunity to experience agency, to experience that their voice and opinions are taken into account (perceived impact) and the purpose and targets of the whole organization are discussed with the employees and formulated in collaboration with them (perceived meaning). Originality/value Psychological empowerment as a mediating variable has not been widely researched, especially in school environment. The results will provide important signals for school principals, where and how to find leverage to improve teachers’ job satisfaction and workplace attachment.

scholarly journals The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction

2021 ◽  
Vol 17 (1) ◽  
pp. 45-58
Author(s):  
Engin Unguren ◽  
◽  
Serdar Arslan ◽  
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Mediating Effect ◽  
Stress Factors ◽  
Equation Modeling ◽  
Future Research ◽  
Hotel Employees

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

scholarly journals Impact of Work–Family Conflict, Job Stress and Job Satisfaction on Seafarer Performance

2020 ◽  
Vol 17 (7) ◽  
pp. 2191 ◽  
Author(s):  
Ji An ◽  
Yun Liu ◽  
Yujie Sun ◽  
Chen Liu
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Family Conflict ◽  
Hierarchical Regression ◽  
Shipping Industry ◽  
Work Family Conflict ◽  
Merchant Ship ◽  
Work Family ◽  
Moderating Role

A lack of research has been undertaken to explore work–family conflict and its impact on the shipping industry. The objective of the present study was to empirically examine the effects of work–family conflict, job stress, and job satisfaction on seafarer performance. Data were collected from merchant ship seafarers in the Yangshan Port, Shanghai, China (n = 337). A data analysis was performed using hierarchical regression analysis. The research results revealed that work–family conflict and job stress negatively affects seafarer self-reported performance, while job satisfaction positively influences seafarer job performance. Findings also show that job satisfaction plays a moderating role in the relationships between work–family conflict, job stress and seafarer performance. Our findings demonstrate that work–family conflict, job stress and job satisfaction manifested are significant predictors for seafarer performance. Important applications and implications are provided for managers and researchers.

Evaluation of the Work Safety and Psychosocial Wellbeing of Disability Support Workers

2015 ◽  
Vol 8 ◽  
Author(s):  
Julia Harries ◽  
Ka Yiu Yoyo Ng ◽  
Leah Wilson ◽  
Neil Kirby ◽  
Jerry Ford
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Negative Impact ◽  
Work Conditions ◽  
Safety Performance ◽  
Work Safety ◽  
Support Worker ◽  
Work Related ◽  
Psychosocial Wellbeing ◽  
Disability Support

This study investigated organisational factors impacting disability support worker (DSW) psychosocial wellbeing and work safety to understand the relationship between wellbeing, using measures of burnout and job satisfaction, and work conditions and safety performance. This study also investigated factors predicting wellbeing using the Job Demand-Control-Support (JDCS) model. A sample of 87 DSWs completed normed measures of burnout, work conditions, and safety climate. Results showed DSWs experienced significantly higher personal and work-related burnout but significantly lower client-related burnout. Although the JDCS model components did not all predict any single wellbeing measure, they each predicted aspects of burnout and job satisfaction, with these wellbeing measures associated with safety performance. Findings highlighted the importance of monitoring worker job demands, support availability, and job control to improve safety performance. Compared to normative data, DSWs were experiencing significantly higher role conflict, the negative impact of which was effectively moderated by support for personal and work-related burnout and job satisfaction. Findings suggest the need to consider DSW work conditions, and particularly work practices contributing to role conflict, as well as increasing support for DSWs to prevent the development of personal and work-related burnout. Findings suggest further research associated with client-related burnout is required.

The Influence of Self-Efficacy on Flight Dispatchers' Stressor-Strain Relationships

2011 ◽  
Vol 39 (6) ◽  
pp. 839-850 ◽  
Author(s):  
Haihua Liu ◽  
Guoping Song ◽  
Dengfeng Wang
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Self Efficacy ◽  
Moderating Effect ◽  
Role Overload ◽  
Physical Strain ◽  
Psychological Strain ◽  
Role Stressors ◽  
Work Related ◽  
Strain Relationship

Flight dispatchers' role stressors and their consequential work-related strains and job satisfaction were investigated in this study, along with the moderating effect of self-efficacy on flight dispatchers' role stressors and strains, and on role stressors and job satisfaction. Data were collected from 309 flight dispatchers from 2 Chinese airlines. Correlations and hierarchical regressions revealed that the role stressors were all related to flight dispatchers' physical strain, psychological strain, and job satisfaction. The moderating effect of self-efficacy depends on the different role stressors and dependent variables being examined. Specifically, the moderating effect was found to be significant in the role conflict-psychological strain relationship, role conflict-job satisfaction relationship, and role overload-psychological strain relationship. Theoretical and practical implications are discussed.

scholarly journals Impact of Situational and Dispositional Factors on Work-Family Conflict and Job Satisfaction: A Proposed Framework

2018 ◽  
Vol 56 ◽  
pp. 03001
Author(s):  
Rohani Salleh ◽  
Zurina Abu Bakar ◽  
Mumtaz Ali Memon
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Family Conflict ◽  
Situational Factors ◽  
Role Overload ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family ◽  
Dispositional Factors ◽  
Core Self

Job satisfaction has become an empirical attention as subject of inquiry in many fields. Past studies have revealed that employees with higher level of job satisfaction mostly enjoyed their job, had higher productivity and eventually contributed to generate profit for their organization. Despite its popularity, there is still lacking in determining what exactly drives employee satisfaction from the perspective of situational and dispositional factors. Moreover, the role of mediator in is also rather limited. The present paper proposes a conceptual model from the perspective of situational factors (role overload and role conflict) and dispositional factor (core self-evaluations) to understand the concept of job satisfaction. Specifically, it is suggested that when an employee experiences either role overload, role conflict or perceive with negative core self-evaluation, one of the consequence was increased level of work-family conflict. Ultimately, individuals who perceive higher level work-family conflict will experience less job satisfaction. Recommendations for future research are also discussed.

Work Performance: A Comparison of Severely Disabled and Non-disabled Employees

1975 ◽  
Vol 6 (4) ◽  
pp. 210-216
Author(s):  
Don L. Goodyear ◽  
E. W. (Bud) Stude
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Work Performance ◽  
Personal Characteristics ◽  
Disabled Persons ◽  
Employee Job Satisfaction ◽  
Significant Difference ◽  
Disabled Employees ◽  
The Disabled ◽  
Supervisory Ratings

The purpose of this study was to compare the job performance of severely disabled ann non-disabled employees as measured by personal characteristics, supervisory ratings, and employee job satisfaction. Subjects include twenty-one disabled and twenty-two non-disabled persons employed at an Internal Revenue Service Center. Results indicated no significant difference in personal characteristics and job performance for the disabled and non-disabled; however, in relation to job satisfaction, the disabled showed a significantly higher extrinsic and overall job satisfaction rating than the non-disabled. The implications are that when disabled employees are given the opportunity and needed job related support, they are able to function in the work environment as adequately as non-disabled employees.

Role Conflict and the Buffering Effect of Proactive Personality Among Middle Managers

2014 ◽  
Vol 42 (3) ◽  
pp. 473-486 ◽  
Author(s):  
Yulan Han ◽  
Min Wang ◽  
Linping Dong
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Middle Managers ◽  
Boundary Spanning ◽  
Proactive Personality ◽  
Future Research ◽  
Conservation Of Resources ◽  
Buffering Effect ◽  
Work Related ◽  
The Impact

Role conflict is typically present in boundary-spanning roles such as middle managers in organizations. We used conservation of resources (COR) theory (Hobfoll, 1989) as a basis for our examination of the impact of role conflict on middle managers' job satisfaction and work-related anxiety, and the buffering effect of proactive personality. Participants comprised 245 middle managers. The results showed that more role conflict did not significantly lead to lower job satisfaction, but led to significantly higher work-related anxiety. We also found that proactive personality significantly moderated the relationships between role conflict and the two outcome variables. Specifically, for more proactive middle managers, role conflict did not significantly influence either job satisfaction or work-related anxiety. However, for less proactive middle managers, more role conflict led to significantly lower job satisfaction and higher work-related anxiety. This suggests that proactive personality can serve as a coping resource that buffers the dysfunctional effects of role conflict. Implications of the results and directions for future research are discussed.

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