Between Work Conditions and Job Outcomes: Testing a Nomological Network of Life Satisfaction

Kim, Sehoon; Chai, Dae Seok; Kim, Junhee; Kim, Sewon; Song, Youngsoo

doi:10.1007/s11482-021-09971-1

Cited by 9 publications

(7 citation statements)

References 101 publications

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“…However, no direct associations of either job performance or internal marketing with life satisfaction were found. While the nonsignificant relationship between job performance and life satisfaction is in line with Kim et al (2022), the nonsignificant relationship between internal marketing and life satisfaction contradicts Tang et al (2020) who indicated the spillover effect of internal marketing activities into happiness, a corollary of life satisfaction. However, some previous studies in general management found nonsignificant direct relationships between organizational levers similar to internal marketing (i.e.…”

Section: Discussionmentioning

confidence: 78%

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The roles of internal marketing and person-organization fit in hospitality employees’ life satisfaction: an integration of work and nonwork domains

Thai

Nguyen

Chen³

et al. 2023

BJM

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PurposeIntegrating the Stimulus-Organism-Response model, the spillover theory and the person-organization fit literature, this study investigates how internal marketing spills over its effects from the work domain to nonwork domains.Design/methodology/approachData of 279 hotel employees working in the US were collected from a self-administered survey via Amazon Mechanical Turk.FindingsFindings support the direct effects of internal marketing on job performance and job satisfaction, and of job satisfaction on life satisfaction. Moreover, results show the mediating roles of perceived person-organization fit, highlighting the mechanism by which internal marketing generates its spillover effect from the work domain to the life domain.Originality/valueThis study advances the conversation on employee-organization behaviors by revealing how internal marketing could lead to job satisfaction, job performance and life satisfaction. These insights reflect the true interconnection of human work and life. For hospitality employees’ well-being, this study encourages managers to simultaneously adopt and integrate the five functional activities of internal marketing (i.e. communication, compensation, welfare system, training and management support) in organizational operations.

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Section: Discussionmentioning

confidence: 78%

Section: Discussionmentioning

confidence: 88%

The roles of internal marketing and person-organization fit in hospitality employees’ life satisfaction: an integration of work and nonwork domains

Thai

Nguyen

Chen³

et al. 2023

BJM

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“…Flexibility and workplace support create life satisfaction by ensuring job content. while work hours are directly and negatively associated (Kim, Chai, Kim, Kim, & Song, 2022). H2 Workplace flexibility has a positive relationship with Life Satisfaction.…”

Section: Workplace Flexibility and Life Satisfactionmentioning

confidence: 99%

“…The ability of a corporation to attract, develop, and control workers is determined by the firm's endeavor in the area of employee life satisfaction (Kashyap et al, 2016). Work domain satisfaction is an antecedent of life satisfaction (Kim et al, 2022). Those employees enjoy a higher level of life satisfaction and have the capacity to maintain a well-established boundary between work and family domains (Yasir, Majid, Yasir, & Khan, 2019).…”

Section: Work-life Balance As a Mediatormentioning

confidence: 99%

Demystifying work-related outcomes and life satisfaction of Bangladeshi working women during the COVID-19 pandemic

Mahmod

2023

Annals of Management and Organization Research

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Purpose: The impact of the COVID-19 outbreak on working women’s personal and professional lives is overwhelming. This paper aims to demystify the intervening role of work-life balance in the association of life satisfaction with work-from-home and workplace flexibility during a covid emergency. Research methodology: To follow this aim, 196 working women coming from different occupations enjoying work-from-home arrangements during COVID-19 have been selected based on convenience as respondents. After confirming the reliability-validity and fitness of the proposed model, the responses have been further examined for testing the hypotheses. Results: The findings demystify strong associations of independent variables (work from home and workplace flexibility) with the dependent variable (life satisfaction) as well as with the mediator (work-life balance). The mediating role of work-life balance between the independent and dependent variables has also proved significant. Limitations: This study has limitations, such as mainly focusing on Chattagram, Bangladesh, selecting respondents based on convenience, and needing more research to analyse the effects of variables on male workers. Contribution: Regulatory authorities, corporate bodies and HR practitioners will get strong insights while formulating strategic HR guidelines in regular situations as well as in emergencies in this study. Novelty: In a patriarchal country like Bangladesh, where women's contributions to the economy are increasing day by day, the government and other regulatory authorities should consider working women's work-life equilibrium and well-being when drafting legislation regarding HR practices.

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“…The scholarly efforts focused particularly on the influence of work experiences on employee well‐being (Eldor, 2016; Osam et al, 2020; Wood et al, 2020) and the intertwined nature of work and nonwork lives (Kirrane et al, 2017; Shirmohammadi et al, 2022). The agreement on the importance of the all‐encompassing experiences in employees' lives calls for research on the dynamics of well‐being constructs, such as satisfaction in life domains (e.g., work and nonwork) and global well‐being (Kim, Chai, et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

Longitudinal process of employee well‐being: Cross‐lagged relationships among domain satisfactions and subjective well‐being

Kim

2022

Human Resource Dev Quarterly

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Scholars have become increasingly interested in employees' well‐being. Despite studies on the relationships among well‐being constructs, research gaps still exist from the longitudinal and within‐person perspectives. Based on top‐down and bottom‐up theories of subjective well‐being and spillover theories, this study examines the longitudinal relationships of work satisfaction, nonwork satisfaction, and subjective well‐being. A random intercept cross‐lagged panel model was used with the data of four yearly waves collected from 8624 full‐time employees. The autoregressive and cross‐lagged coefficients were not stable but rather change across time. There were strong between‐person correlations between work satisfaction, nonwork satisfaction, and subjective well‐being. At the within‐person level, the paths from subjective well‐being to work satisfaction were not significant while the paths from subjective well‐being to nonwork satisfaction were significant over the years. The cross‐lagged effects from work satisfaction and nonwork satisfaction to subjective well‐being were not significant across the years. However, the cross‐lagged relationships between work satisfaction and nonwork satisfaction were significant. Theoretical implications, practical implications, and suggestions for future research were discussed.

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Between Work Conditions and Job Outcomes: Testing a Nomological Network of Life Satisfaction

Cited by 9 publications

References 101 publications

The roles of internal marketing and person-organization fit in hospitality employees’ life satisfaction: an integration of work and nonwork domains

The roles of internal marketing and person-organization fit in hospitality employees’ life satisfaction: an integration of work and nonwork domains

Demystifying work-related outcomes and life satisfaction of Bangladeshi working women during the COVID-19 pandemic

Longitudinal process of employee well‐being: Cross‐lagged relationships among domain satisfactions and subjective well‐being

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