scholarly journals The Relationships Between Leisure Satisfaction, Job Performance, and Life Satisfaction: A Sample of Private Sector Employees in Turkey

2021 ◽  
Author(s):  
Emrah SERDAR ◽  
Mehmet DEMİREL ◽  
Cihan AYHAN
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Private Sector ◽  
Leisure Satisfaction

scholarly journals Leisure Time Sports Activities and Life Satisfaction: Deeper Insights Based on a Representative Survey from Germany

2020 ◽  
Author(s):  
Michael Mutz ◽  
Anne K. Reimers ◽  
Yolanda Demetriou
Keyword(s):  
Life Satisfaction ◽  
Large Scale ◽  
Leisure Time ◽  
Organizational Context ◽  
Experimental Studies ◽  
Well Being ◽  
Activity Level ◽  
Leisure Satisfaction ◽  
General Life Satisfaction ◽  
Sports Activities

Abstract Observational and experimental studies show that leisure time sporting activity (LTSA) is associated with higher well-being. However, scholars often seem to assume that 1) LTSA fosters “general” life satisfaction, thereby ignoring effects on domain satisfaction; 2) the effect of LTSA on well-being is linear and independent of a person’s general activity level; 3) the amount of LTSA is more important than the repertoire of LTSA, i.e. the number of different activities; 4) all kinds of LTSA are equal in their effects, irrespective of spatial and organisational context conditions. Using data from the German SALLSA-Study (“Sport, Active Lifestyle and Life Satisfaction”), a large-scale CAWI-Survey (N = 1008) representing the population ≥ 14 years, the paper takes a closer look on these assumptions. Findings demonstrate that LTSA is associated with general life satisfaction and domain-specific satisfaction (concerning relationships, appearance, leisure, work and health), but that the relationship is most pronounced for leisure satisfaction. Associations of sport with life satisfaction, leisure satisfaction and subjective health are non-linear, approaching an injection point from which on additional LTSA is no longer beneficial. Moreover, findings lend support to the notion that diversity in LTSA matters, as individuals with higher variation in sports activities are more satisfied. Finally, results with regard to spatial and organizational context suggest that outdoor sports and club-organized sports have additional benefits.

scholarly journals RELATIONSHIP OF BURNOUT WITH RESCUERS JOB PERFORMANCE

2020 ◽  
Author(s):  
Naveed Shibli ◽  
Iram Mumtaz
Keyword(s):  
Life Satisfaction ◽  
Cultural Studies ◽  
Job Performance ◽  
Self Efficacy ◽  
Satisfaction With Life ◽  
Cross Cultural ◽  
Satisfaction With Life Scale ◽  
Government Department ◽  
Life Scale ◽  
Relationship Of

<p>Rescuers jobs are important because these are related with own and others lives. The present study was conducted to study that how burnout levels are related with rescuers and their jobs? Copenhagen Burnout Inventory, Self-efficacy scale and the satisfaction with life scale were administered to 120 male rescuers working in a government department serving against various positions. It was found that self-efficacy was significantly correlated with life satisfaction (<i>r</i>= .45, <i>p</i>< .01) among rescuers. Moreover it was found that self-efficacy and life satisfaction were negatively correlated with burnout (<i>r</i>= -.71, <i>p</i>< .01), (<i>r</i>= -.56, <i>p</i>< .01). Some important demographic findings regarding age, assignment and education also emerged. Cross-cultural studies recommended. </p>

Work–family interface: Effect of enrichment and conflict on job performance of Korean workers

2012 ◽  
Vol 18 (3) ◽  
pp. 383-397 ◽  
Author(s):  
Doo Hun Lim ◽  
Ji Hoon Song ◽  
Myungweon Choi
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Cultural Context ◽  
Structural Equation ◽  
Work Performance ◽  
Organizational Context ◽  
Well Being ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

AbstractMany studies conducted in Western societies indicated that work–family enrichment (WFE) and conflict influence employees' work performance positively and/or negatively. However, few studies have been conducted in collectivist, rapidly growing societies like Korea. The purpose of this study was to identify the extent to which those work–family interface variables influence the work performance of employees within the Korean organizational context. We performed forward and backward translation procedure to develop the Korean language versions of the WFE scale, work–family conflict (WFC) scale, and other scales assessing life satisfaction and job performance. Data were collected from a sample of 425 workers from various for-profit firms and universities in Korea. For data analysis, basic descriptive analyses, item reliability and construct validity tests, and a two-step structural equation modeling (SEM) approach were employed to identify influential relationships among WFE/WFC, life satisfaction, and job performance. Results indicated that WFE was a significant factor influencing Korean workers' life satisfaction (WLS) and job performance, whereas WFC was not. Implications of the study findings, including the strategies for improving employee well-being within the Korean cultural context, were presented.

Exploring the differential impact of work passion on life satisfaction and job performance via the work–family interface

2019 ◽  
Vol 48 (5) ◽  
pp. 1100-1119 ◽  
Author(s):  
Sheryl Chummar ◽  
Parbudyal Singh ◽  
Souha R. Ezzedeen
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Family Relationship ◽  
Work Life ◽  
Conservation Of Resources ◽  
Differential Impact ◽  
Content Type ◽  
Work Family ◽  
The Impact ◽  
Work Passion

Purpose The purpose of this paper is to examine the impact of work passion on life satisfaction and job performance through a work–life conflict path and a work–life enrichment path. The authors also consider individual and contextual factors under which these relationships are affected. Implications for researchers and HR practitioners are highlighted. Design/methodology/approach The conceptual paper draws mainly on conservation of resources theory to explore the differential impact of work passion on the work–life interface and, consequently, on life satisfaction and job performance. Findings The authors theorize how two types of passion – harmonious and obsessive – relate to both work–family conflict and work–family enrichment. Given the emphasis on resources in these relationships, the authors also consider the moderating effects of psychological detachment and a supportive work–family organizational culture. Finally, the authors demonstrate the significant impact of studying the passion/work–family relationship by illustrating its effects on two important outcomes for individuals and organizations, namely life satisfaction and job performance. Originality/value Although the study of work passion is gaining attention from management scholars, little research has examined its influence on job performance and the work–life interface. This paper advances the authors’ knowledge in these areas. Furthermore, the authors argue the importance of considering both the individual and organizational contexts wherein the experience of work passion plays out.

Re-imagining the Future of Happiness at the Workplace

2020 ◽  
Vol 13 (4) ◽  
pp. 487-494
Author(s):  
Anuradha
Keyword(s):  
Artificial Intelligence ◽  
Life Satisfaction ◽  
Job Performance ◽  
Middle Managers ◽  
Well Being ◽  
Intimate Relationship ◽  
Vital Role ◽  
Policy Changes ◽  
Hrm Practices ◽  
The Future

The future of work is likely to usher in dramatic changes in the form and substance of the employment contract. Technology, artificial intelligence, automation, policy changes and evolving labour market are few factors playing a vital role in workplace transformation. It is important that organisations emphasise civility in engaging with employees in the workplace to enable them to feel happy as happier people are more productive. In order to shape a happy workforce in the future, leaders, particularly, middle managers need to reinforce the spirit of well-being-oriented human resource management (HRM) practices. Organisations need to engage with employees outside the domain of work as well, as life satisfaction constitutes an important factor in determining job performance. Finally, in order to structure a happy workforce in the future, employers need to recognise that business and ethics have an intimate relationship with each other and cannot be seen as separable.

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