(How) Does Religiousness Impact on Job Satisfaction? Results for Germany

Although research has established a positive link between spirituality or religiousness and job satisfaction, this influence’s pathways remain a ‘black box’. Whether it is an effect of a trait- relationship or of a need-satisfaction-relationship remains an open question. Additionally, data and results for West European countries are largely missing. Following King and Williamson (2005), and with a large-scale dataset for Germany (N = 2,551), we empirically assess the link between religiousness and job satisfaction, considering individual employees’ desire to express religiousness and actual expression at work in a serial mediation model, scrutinizing also the influences of discrimination experiences and perceived employers’ stances on religiousness at work. Results strongly support the needs-satisfaction perspective, implying high relevance of workplace spirituality for human resource management (HRM) but also of the research field of management, spirituality and religion in general. Contrary to our expectations, experiences of religious-based discrimination and the perception of a negative employer stance influence the desire to express religiousness at work and de facto expressions positively.

The Dark Triad Moderates the Association Between Orthorexia Nervosa and Relationship (Dis)Satisfaction

PurposePast research has revealed a link between orthorexia nervosa (ON) and relationship dissatisfaction, which has in turn been found to be correlated with the Dark Triad traits. The current study investigated the association ON has with seeking out relationships and with relationship satisfaction, while also assessing a potential moderating effect of the Dark Triad.MethodRecruited from Reddit forums, 788 adults completed an online survey with scales assessing ON symptomology, relationship satisfaction, relationship seeking, and the Dark Triad. ResultsGreater ON symptomatology was associated with greater levels of all aspects of the Dark Triad (Machiavellianism, narcissism, and psychopathy), as well as with lower levels of relationship satisfaction (among those in committed romantic relationships) and a lower likelihood of seeking new romantic relationships (among single participants). A regression analysis revealed that the Dark Triad moderated the association between ON and relationship satisfaction, whereby this association was not significant at high levels of the Dark Triad. ConclusionThe current research highlights that at low and medium levels of the Dark Triad, greater ON symptomology is associated with lower levels of satisfaction in romantic relationships. Level of evidenceLevel V, descriptive cross-sectional study

The role of institutional environment in building communication professionals' trust and satisfaction: a moderated multiple-mediation analysis

PurposeAs an important group of internal stakeholders, communication professionals carry the responsibilities to communicate with multiple groups of audience and foster trusted and satisfied relationships, both internally and externally. However, while busy with taking care of various stakeholders, the trust–satisfaction perception of communication professionals is underrated. Therefore, this paper aims to shift the investigation of the trust–satisfaction relationship from general employees to this unique group of communicators. By incorporating three key factors in an institutional environment (i.e. job engagement, leadership performance and organizational culture and support), the authors further investigate the moderated mediating effects of those factors on the trust–satisfaction relationship.Design/methodology/approachA national online survey of communication professionals working and living in the USA was designed to test the trust–satisfaction relationship. Surveyed communication professionals were asked to evaluate their own perceptions on various institutional factors. A conceptual moderated multiple-mediation structural model was proposed and tested to identify the impact of a complicated institutional environment on the perceived trust–satisfaction relationship.FindingsResults confirmed a strong positive impact of trust in organization on communication professionals' perceived job satisfaction. Results also confirmed the mediating effects of job engagement and communication leaders' performance on such a trust–satisfaction relationship. The authors' moderated mediation analysis indicated the important role of organizational culture in this complicated institutional environment and its indirect impact on the trust–satisfaction relationship.Originality/valueThe research explored several important factors within a complicated institutional environment and their potential impact on trust–satisfaction relationship. More significantly, the authors focused on one unique group of internal stakeholders, communication professionals, by analyzing how these institutional factors affect their very own perceptions. Even though communication professionals carry the responsibilities of acting as the communication and strategy facilitators on behalf of their organization, their perceptions on trust and satisfaction are equally important and deserve more attention. Results of our research promote the understanding of the complicated mechanisms within corporate communication for an enhanced trust–satisfaction relationship between communication professionals and their organization.

Moderating effects of decision autonomy and culture novelty on the relationship between expatriate manager leadership styles and host country managers’ job satisfaction: Evidence from the global hotel industry

While the use of expatriate managers to control and manage the foreign subsidiary is well recognized, there is a paucity of literature that considers how expatriate managers’ leadership behaviors affect host country nationals (HCNs). By incorporating leadership contingency perspective into expatriation literature, we examine the boundary conditions of two leadership (planning and consulting) behaviors on HCN managers’ job attitude (i.e., job satisfaction). Specifically, we investigate the moderating effects of decision autonomy and culture novelty of expatriate managers on the aforementioned relationships, using survey data collected from 103 expatriate general managers and 276 HCN managers working in nine American-based multinational hotel chains and found both planning and consulting leadership behaviors to be positively related to HCN managers’ job satisfaction. Decision autonomy and culture novelty acted as boundary conditions of such relationships such that decision autonomy moderated the planning-job satisfaction relationship while culture novelty moderated the consulting-job satisfaction relationship.

Measuring Hospitality and Tourism Management Students’ Satisfaction with Work Related Learning Using Partial Least Squares in Zimbabwe

Purpose: The study assessed Tourism and Hospitality Students’ satisfaction with work-related learning (WRL) attachment using a two-stage extended model proposed by Taylor and Geldenhuys (2019). It also intends to determine if there are significant student satisfaction differences between males and females and between the students pursuing bachelor or diploma in Tourism and hospitality. Also, the study assessed if there is a moderation effect of a third variable (intermediate) on expectation and perception to students’ satisfaction. Method: Data were collected from 488 students using a survey instrument at the onset and at the end of the attachment. Analysis of results was done using both SPSS 23 and R 4.0.3. The study also applied the Multi-Group Analysis-Partial Least Squares (MGA-PLS) analysis permutation to test students’ satisfaction. Results: The research found no significant differences between males and females, and the students’ category (bachelor and diploma) on both Expectation-Satisfaction and Perception-Satisfaction relationship in model A. However, the study found significant differences between males and females in the perception-satisfaction relationship in Model B. The MGSA-PLS results revealed that male students have a positive and significant effect on the perception-satisfaction relationship as opposed to a negative and insignificant effect for females. The moderating effect test revealed that a third construct, INTER - Intermediate variable (a product of construct Perceptions and Expectation) has a positive impact on student satisfaction. Implications: There is a need for collaboration between hospitality industry players and academics in curriculum design, so as to meet the demands of the industry.

THE IMPACT OF COLLECTIVISM ORIENTATION AND GENDER IDENTITY ON WORK-LIFE BALANCE AND LIFE SATISFACTION RELATIONSHIP: A UK – SPAIN COMPARISON

Difficulties in balancing work and non-work roles have a negative impact on an individual’s life satisfaction. This study investigates the relationship between work-life balance and life satisfaction across the United Kingdom and Spain. It also explores the moderating effects of individual orientations of collectivism and gender identity. The used scales measured Work-life Balance (WLB), Life Satisfaction (LS), Collectivism vs. Individualism orientations, and Gender identity. Collectivism/Individualism was measured and analysed at individual-level rather than at cultural-level. Data was collected from 52 British and 69 Spanish full-time employed women through an online survey. Correlational analyses and hierarchical multiple regression were conducted. Findings indicated that work-life balance had positive effects on life satisfaction across two different cultures. Those effects were stronger for British than Spanish women. Moderating effects were not found. Although, work-life balance, collectivism individual-orientation, and feminine identity predicted life satisfaction in the UK and only work-life balance predicted life satisfaction in Spain. This study extends the literature on work-life balance and life satisfaction relationship and the influence of culture, whilst also contributing to the under-researched area of the influence of gender identity on that relationship. The results might contribute to developing better strategies for promoting work-life balance