From Job Characteristics to Job Satisfaction of Foreign Workers in Taiwan's Construction Industry: The Mediating Role of Organizational Commitment

The purpose of this study was to investigate the relationships among job characteristics, organizational commitment, and job satisfaction of foreign workers in Taiwan. Overall, 440 Thailand foreign workers were recruited and structural equation modeling was used to test the research hypotheses. The results of this study supported all proposed hypotheses. Job characteristics had a positive effect on job satisfaction of foreign workers. However, the results showed an indirect effect of job characteristics on job satisfaction via organizational commitment. Moreover, the findings suggested that job autonomy is better compared to other job characteristics. This study contributes to the existing literature by stressing the importance of such relationships in the cross‐cultural management enterprises, particularly those concerning foreign workers.     

Mind your E-manners: Impact of cyber incivility on employees’ work attitude and behavior

We examined cyber incivility in the workplace of Singapore and also examined its impact on employee job satisfaction, organizational commitment, quit intention, and workplace deviance. Data were collected from 192 employees. Results of the survey showed that male supervisors engaged in active forms of cyber incivility while female supervisors engaged in passive cyber incivility. Regression analyses also showed that cyber incivility was negatively related to employees’ job satisfaction and organizational commitment. Employees who experienced cyber incivility were also more likely to quit their jobs or engaged in deviant behavior against their organization. Thus, cyber incivility has negative consequences on both individuals and organizations. Consequently, it is important that firms educate employees and have appropriate policies to discourage cyber incivility.     

Why to gamify performance management? Consequences of user engagement in gamification

Gamification offers one of the most promising solutions for information technology (IT) managers to innovate performance management systems. Yet, evidence on its benefits is limited, and IT managers are left without a clear guidance on why to implement it. To solve the problem, this article shows the benefits of gamification for overall job performance and the intermediating mechanisms through which it exercises its advantageous effects. It is theorized that employees’ engagement in gamification favorably alters their cognitions, transferring their effect onto employee attitudes and behaviors in the workplace. First, user engagement in gamification alters cognitions about the performance management system, making employees perceive justice, which, in turn, affects their satisfaction with the performance system. Second, user engagement in gamification alters cognitions about the job, influencing the perceptions of job stressors that affect job satisfaction. Third, user engagement in gamification alters cognitions about the organization, making employees perceive organizational support, which translates into higher organizational commitment. The improved cognitions then transfer their beneficial effect onto overall job performance as justice is found to exercise a mediating effect. The findings from 268 employees in a human resource service organization support the hypotheses and provide concrete evidence for the benefits of gamification in performance management.     

Job and organizational determinants of nursing home employee commitment,job satisfaction and intent to turnover

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6584 nursing home employees from 76 nursing homes in a midwestern state participated. A self-administered questionnaire was used to collect the data. The results supported the hypotheses that job and organizational factors predicted commitment and satisfaction while commitment and satisfaction predicted turnover intentions. The implications for retaining nursing home employees are discussed.     

Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6,584 nursing home employees from 76 nursing homes in a midwestern state participated. A self-administered questionnaire was used to collect the data. The results supported the hypotheses that job and organizational factors predicted commitment and satisfaction while commitment and satisfaction predicted turnover intentions. The implications for retaining nursing home employees are discussed.     

Dimensions of Employee Satisfaction as Determinants of Organizational Commitment in the Hotel Industry

In today's dynamic environment, the role of employees and their level of organizational commitment are becoming increasingly important for business success, which is especially relevant for the service industry in general and for the tourism sector in particular because of problems associated with employee turnover, loyalty strategies with the customer, and so forth. Employee satisfaction is considered an essential ingredient for developing organizational commitment. The main purpose of this study is to analyze the influence of different facets of employee job satisfaction, that is, job conditions, reward system, relations with superiors and co‐workers, organizational human resources (HR) policies, on employees’ organizational commitment in the hotel industry. The research hypotheses are tested with a sample of 760 hotel employees on Gran Canaria, Spain. The results show the relevance of the working conditions, direct rewards, relationships with managers, and the HR policies in order to develop a high level of organizational commitment.     

How social media usage affects employees’ job satisfaction and turnover intention: An empirical study in China

Social media are frequently used in enterprises for both work-related and non-work-related (social) purposes. Drawing on the organizational commitment theory, we developed a research model to explore how different purposes of social media usage affect employees’ job satisfaction and turnover intention in the Chinese context. Online and offline surveys were conducted in China, generating 298 valid responses for analysis. The results suggest that the following: (1) work-related and social-related social media usage positively affects employees’ organizational commitment through their organizational engagement; (2) social media usage improves job satisfaction and reduces employees’ turnover intention through improving their engagement and organizational commitment; and (3) in the process of social media usage influencing employees’ job satisfaction and turnover intention, employees of different genders show significant differences.     

The impact of role stress fit and self-esteem on the job attitudes of IT professionals

We used person–job fit theory to examine the relationships between the match in IT developers’ preferred and perceived actual role stress (role stress fit) with job satisfaction and organizational commitment. Self-esteem was considered as either a potential moderator or mediator of those relationships. Results from surveys completed by IT developers in 12 Fortune 500 companies indicated that role stress fit was positively related to both job satisfaction and organizational commitment and that self-esteem significantly moderated the relationship between role stress fit and job satisfaction. The results of our research has provided insight into staff assignment and the design of coping interventions.     

The Relationship between Coworker Incivility,Emotional Exhaustion,and Organizational Outcomes: The Mediating Role of Emotional Exhaustion

The aim of this research is to investigate the relationship between coworker incivility, emotional exhaustion, and organizational outcomes measured by job satisfaction, job performance, and turnover intention. Working with a sample of 286 retail bank employees in South Korea, structural equation modeling is employed to test four hypotheses drawing on conservation of resources (COR) theory and affective events theory (AET). According to the analyses, while employee incivility positively affects emotional exhaustion, emotional exhaustion has a negative effect on job satisfaction and job performance. In addition, emotional exhaustion has a positive impact on turnover intention among organizational employees. These results imply that to better understand the relationship between coworker incivility and organizational outcomes, it is necessary to consider emotional exhaustion as an important mediating variable. The theoretical and practical implications of this study are discussed, together with its limitations and future research directions.     

The reasons for turnover of information systems personnel

The study examines the effects of the individual characteristics, job type, role stressors, boundary spanning activities, career outcomes, and job characteristics on the turnover propensity of 464 information systems personnel. Results show that age, organizational level, organizational tenure, job tenure, and number of years in the computer field are negatively correlated with the intention to leave the organization. Education was found to be positively correlated with turnover intentions, and while project leaders are more likely to leave the organization, IS managers are less likely. Results also show that both role stressors (role ambiguity and role conflict) and boundary spanning activities are positively correlated with turnover intentions, and that job involvement, career plateau, promotability, salary, organizational commitment, job satisfaction, satisfaction with progress, promotion, pay, status, and projects are negatively correlated while career opportunity is positively correlated with turnover intentions. Finally, all job characteristics are negatively correlated with turnover intentions. Implications of the results for practice and research are offered.     

User information satisfaction,job satisfaction and computer background: An exploratory study

The relationships among user information satisfaction (UIS), job satisfaction and the users' computer background were examined. UIS was measured using a modified version of the short-form of UIS, while job satisfaction was measured using the short-form Minnesota satisfaction questionnaire (MSQ). We found that UIS provides a sound indication of job satisfaction. However, none of the user computer-background parameters has any significant effect on UIS and job satisfaction. Data for the study were collected from three large organizations which had similar organizational structure and comparable information systems maturity; people who used computer as part of their jobs were randomly selected to take part in the study. A study with more organizations would yield better results.     

Should we teach in hybrid mode or fully online? A theory and empirical investigation on the service–profit chain in MBAs

Should we teach in hybrid mode or fully online? We examine the teaching model's role (hybrid versus fully online) in the service–profit chain in higher education institutions using survey data from 93 faculty members and 366 students from three American universities. We find that faculty members’ satisfaction and the MBA program expectations improve MBA word-of-mouth by enhancing the MBA quality, MBA value, class satisfaction, and MBA loyalty. Additionally, we discover that the hybrid teaching model more strongly reinforces this chain of effects than the fully online model. IT creates the integration of differential value into a hybrid teaching style.     

Enhancing Employee Job satisfaction via E-learning: The Mediating Role of an Organizational Learning Culture

Although e-learning systems have been widely employed to develop employee learning at a workplace, discerning what influences the interaction between employee acceptance of an e-learning system within an organizational learning culture (OLC) and the resultant impact on job attitudes remains under-researched and requires further investigation. This study examined the relationship between employee perceptions of an e-learning system, the existing OLC, and job satisfaction. Structural equation modeling was applied to analyze data collected from 297 employees of a telecommunications company. The results suggest that employee acceptance of e-learning is a positive predictor of the OLC and employee job satisfaction. OLC mediates the relationship between the use and acceptance of e-learning by employees and their job satisfaction. Recommendations and implications are subsequently provided in terms of the future for human resource development researches and practices.     

Clarifying the effects of Internet monitoring on job attitudes: The mediating role of employee trust

The Internet is a fast growing mechanism for providing workplace monitoring. We examined how its implementation affects employees’ trust in the organization. We hypothesized that giving employees advance notice of monitoring and providing them a justification for it would enhance their trust. We investigated how employees’ perceptions of organizational support prior to monitoring moderated these relationships by conducting a longitudinal field experiment. We found that advance notice and perceived organizational support exerted significant main and interactive effects on post-implementation trust. In turn, trust significantly affected employees’ job satisfaction, organizational commitment, and turnover intentions.     

Employee dispositions to job and organization as antecedents and consequences of information systems use

Organizations implement information systems to improve employee productivity and engender favourable organizational outcomes. Although there is evidence of positive outcomes of system use, research has suggested that system use may lead to negative consequences for employees and organizations. There has been limited research that focuses on how employees' use of information systems in the workplace is associated with their positive and negative dispositions to job and organization. We develop and test a model that posits that dispositions to job (ie, job satisfaction, job security, job anxiety, and emotional exhaustion), and organization (ie, organizational commitment and organizational trust) will play a dual role of antecedents and consequences of system use. We conducted 2 longitudinal studies in the context of 2 different systems—a functional system and an enterprise system—and found support for our hypotheses (N = 257 and 181, respectively). We found that preimplementation job and organizational dispositions significantly predicted both lean and rich measures of system use. Further, we found that rich measures of system use (ie, cognitive absorption use and deep structure use) had differential impacts on postimplementation employee dispositions—functional system use had a positive impact and enterprise system use had a negative impact. Overall, our findings offer a comprehensive understanding of system use, and its antecedents and consequences for employees in organizations.     

A moderated mediation model linking entrepreneurial leadership to green innovation: An upper echelons theory perspective

Despite the dominant discourses on the important role of entrepreneurial leadership in firms' development, related theoretical and empirical studies are still lacking in the environmental management area. Adopting upper echelons theory, this study develops a moderated mediation model that examines how entrepreneurial leadership affects the adoption of green innovation (GI) through organizational learning culture and how environmental dynamism moderates the mediating effect. This theoretical model is tested using a sample of 248 Chinese firms. Findings support the positive impact of entrepreneurial leadership on GI and the mediating role of organizational learning culture. The moderated mediation path analysis shows that environmental dynamism moderates the indirect effect of entrepreneurial leadership on GI via organizational learning culture. Overall, this study adds to entrepreneurship and environmental management scholarship by providing novel insights into the key role of entrepreneurial leadership in embracing GI.     

Impact of mobile technology-enabled HR gamification on employee performance: An empirical investigation

This study draws from the information technology (IT)-enabled organizational capabilities perspective, technology affordance theory, and theoretical foundations of organizational gamification to examine how firms’ usage of mobile technology may be associated with the execution of human resource (HR) gamification initiatives and its effect on employee job performance and financial performance. Our central thesis was tested with a survey dataset from 134 firms. We found that: (1) Mobile technology-enabled HR gamification initiative improves job satisfaction and employee engagement and (2) employee engagement and job satisfaction are the pathways to improve job performance and create business value from IT.     

A unique algorithm for the assessment and improvement of job satisfaction by resilience engineering: Hazardous labs

There are many potential dangers in laboratories of universities. Hence it should be focused on the actions and decisions of the individuals who work in the labs. Resilience Engineering (RE), the ability to recover quickly after an upset, is known as an important feature of a complex system which handles hazardous technical operations. In response to the need for the betterment of health, safety, and environment (HSE) at work; it is felt necessary to study the RE aspects if an unexpected events occurs. The main purpose of this study is to determine the role and effect of RE in improving job satisfaction and occupational safety in laboratories of universities. This study also presents an intelligent algorithm for assessing and improving job satisfaction in laboratories filled with hazardous materials by means of HSE and RE. In doing so, questionnaires related to HSE and RE are filled in by laboratory operators. The average result of each HSE and RE category is considered as input and job satisfaction as output for the proposed algorithm. An integrated neuro-fuzzy algorithm to find optimal solution is developed and tested for the purpose of this study. Also, results are tested and verified by regression analysis. Finally, with the help of Normal probability technique, outlier laboratories will be identified. The results are improved by means of RE as an input. This is one of the first studies introducing an intelligent algorithm for the improvement of job satisfaction by means of RE and HSE in hazardous laboratories.     

The mediating effect of rewarding on the relationship between employee involvement and job satisfaction

Employee support provides enormous benefits to help sustain a competitive advantage, respond to changes more quickly than competitors, and position the organization ahead of others. Awareness of this fact triggers organizations to prepare new motivational programs and practices. Employee involvement and rewards are among the many ways to achieve employee job satisfaction and motivational needs. Employee involvement entails giving employees an opportunity to influence decisions and actions regarding their jobs. Furthermore, rewards have the potential to prompt employees to act in line with organizational goals. This study aims to examine the relationship between employee involvement and job satisfaction based on the mediation effect of rewarding. Four hundred employees from the financial sector responded to a questionnaire. The relationship between employee involvement and job satisfaction was tested using hierarchical linear regression analysis. Results revealed that rewarding does mediate the relationship between employee involvement and job satisfaction. Organizations that give priority to employee needs and motivational processes should take both employee involvement and rewarding into consideration.