scholarly journals Prevention of Occupational Strain: Can Psychological Empowerment and Organizational Commitment Decrease Dissatisfaction and Intention to Quit?

2018 ◽  
Vol 7 (11) ◽  
pp. 450 ◽  
Author(s):  
Marta Llorente-Alonso ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Psychological Empowerment ◽  
Organizational Outcomes ◽  
Intention To Quit ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Mediation Analyses ◽  
Attitudinal Factors ◽  
Occupational Strain ◽  
Job Demands And Resources

In the present study, the demands-control-support model has served as the basis for the assessment of occupational strain. This model has been used as a predictor of health problems. It has also been associated with organizational outcomes and behaviors. The purpose of this study is to relate job demands and resources with job satisfaction and intention to quit the union. We intend to test a multiple mediation model with psychological empowerment and union commitment as mediator variables. The investigation was carried out with 953 delegates of a Spanish trade union (healthcare professionals). We collected 401 questionnaires. Multiple mediation analyses were performed with bootstrapping techniques using the SPSS PROCESS macro. The results underlined the effects of multiple mediation of empowerment and commitment in the relation between resources and job satisfaction. This mediation was also observed in the relation between resources and intention to quit. The lack of relation between demands and satisfaction or intention to quit is of interest. In the presence of adequate resources, delegates are empowered and committed to their union, which leads to lower dissatisfaction and lower rates of quitting. This study advises organizations to give greater importance to motivational and attitudinal factors to attenuate occupational strain.

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.

scholarly journals The relationship between office type and job satisfaction: Testing a multiple mediation model through ease of interaction and well-being

2018 ◽  
Vol 44 (3) ◽  
pp. 330-334 ◽  
Author(s):  
Tobias Otterbring ◽  
Jörg Pareigis ◽  
Erik Wästlund ◽  
Alexander Makrygiannis ◽  
Anton Lindström
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Mediation Model ◽  
Multiple Mediation ◽  
The Relationship

scholarly journals The Impact of Political Skills on Job Outcomes: Moderating Role of Psychological Empowerment

2018 ◽  
Vol 8 (3) ◽  
pp. 162
Author(s):  
Huma Khan ◽  
Faiza Akhtar
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Intention To Quit ◽  
Citizenship Behavior ◽  
Moderation Effect ◽  
Political Skills

The present study intended to address perceived organizational support (POS), organizational citizenship behavior (OCB), job satisfaction and intention to quit, outcome of the political skills. First, study examined the prediction power of the political skills address perceived organizational support (POS), organizational citizenship behavior (OCB), job satisfaction and intention to quit; bottom-line to find the moderation effect of psychological empowerment on prescribed relationship. It is also evident that employees, who are mentally strong, psychologically empowered and dedicated towards the organization, have degree to influence someone, having self-efficacy and are self-determined. Using simple random sampling methodology, data were collected from nine different public and private corporate sector of Lahore. Study utilized sample of 310 employees.  The study revealed that political skills has positive effects on perceived organizational support (POS), organizational citizenship behaviour (OCB), job satisfaction; a negative effect on intention to quit, results revealed by regression technique. The presence of positive political skills seemed to urge employees to perform well at the job, moderation effect were tested by Preacher, Rucker, & Hayes (2007) moderation process. Study finds the moderation support of psychological empowerment on the relationship of political skills toward perceived organizational support (POS), organizational citizenship behavior (OCB), job satisfaction; however, study could not find moderation effect on political skills toward intention to quit. Results of the study highlighted the importance of inculcating a positive work environment, which complements by positive political skills, and will be discussed. Limitations of study, future research directions and results underscore the importance of considering the direction of positive political skills.

The Moderating Role of Positive Affectivity: Empirical Evidence from Bank Employees in the United Arab Emirates

2000 ◽  
Vol 26 (1) ◽  
pp. 139-154 ◽  
Author(s):  
Jason D. Shaw ◽  
Michelle K. Duffy ◽  
Mohamed Hussain Ali Abdulla ◽  
Romila Singh
Keyword(s):  
Job Satisfaction ◽  
United Arab Emirates ◽  
Organizational Outcomes ◽  
Intention To Quit ◽  
Positive Affectivity ◽  
Bank Employees ◽  
The Stability ◽  
Different Cultures ◽  
Moderating Role

In this study, we proposed and tested an interaction between positive affectivity (PA) and job satisfaction in predicting two organizationally relevant job attitudes, frustration and intention to quit. Specifically, we predicted that job satisfaction would be strongly and negatively related to frustration and intention to quit among high-PA, but not low-PA, individuals. The predictions were tested using survey data from commercial bank employees (N = 172) in the United Arab Emirates. Hierarchical regressions supported the hypothesized interactions for both dependent variables. The results contribute to the evidence that high-PA can be associated with generally unfavorable organizational outcomes in certain situations, and they point to the stability of dispositional research in different cultures.

scholarly journals The Impact of Transformational Leadership on Nurses’ Organizational Commitment: A Multiple Mediation Model

2019 ◽  
Vol 10 (1) ◽  
pp. 262-275
Author(s):  
Kamran Iqbal ◽  
Tehreem Fatima ◽  
Muhammad Naveed
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Nursing Staff ◽  
Psychological Empowerment ◽  
Well Being ◽  
Hospital Nurses ◽  
Mediation Model ◽  
Multiple Mediation ◽  
Psychological States ◽  
The Impact

This study proposed that the transformational style of nursing staff supervisors inculcate commitment amongst nurses. Moreover, psychological empowerment and psychological well-being were posited as multiple meditators in the above-mentioned association, based on the tenant of conservation of resource (COR) theory. The authors have collected the survey data from the sample of (n = 299) hospital nurses working in Sargodha district of Pakistan. The bootstrap results have supported the direct, as well as indirect relationships. These findings imply that when the nursing staff perceives their leader as transformational, their psychological empowerment is enhanced, and they have higher well-being, which in turn increases their commitment to their hospitals. This study offers a better understanding of psychological states that mediate transformational leadership and organizational commitment linkage.

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