Financial ratio analysis of law firm's strategy and job satisfaction

Han, Seonghee; Song, Ki Kyung; Whang, Eunyoung

doi:10.1108/ijotb-01-2020-0009

Cited by 1 publication

(1 citation statement)

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“…Job satisfaction is a topic that generates significant interest for both employees and company managers (Robertson, Gockel & Brauner, 2013). In this sense, the literature has indicated a positive relationship between job satisfaction and job performance (Han, Song & Whang, 2021;Heidemeier & Moser, 2019;Kessler, Lucianetti, Pindek, Zhu & Spector, 2020). Job satisfaction, defined as the "pleasurable or positive emotional state resulting from the appraisal of one's job or job experience" (Locke, 1976(Locke, , p. 1300, is a multidimensional construct due to the different professions' very nature (García Torres, 2019).…”

Section: Employee Satisfaction With Job Resources and Job Involvementmentioning

confidence: 99%

Job involvement and valuation of job resources: The mediating effect of satisfaction with job resources

Gil

Cegarra‐Navarro²,

Tobias³

et al. 2023

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Purpose: This paper has two objectives: the first, to analyse the relationship between job involvement and valuation of job resources; the second, to analyse the mediating effect of satisfaction with job resources on the relationship between job involvement and employees’ valuation of job resources.Design/methodology/approach: The survey was used as a research methodology. The participants correspond to a sample of 225 employees in Spain.Findings: The hypotheses are positively contrasted. Job involvement is positively related to valuation of job resources, and satisfaction with job resources mediates the relationship between job involvement and valuation of job resources. The results of this work indicate that the most involved employees give greater importance to job resources.Originality/value: This paper evidences the relationship between job involvement and the importance that employees attribute to job resources. Therefore, this research advances the job demands-resources model, as it suggests that employees’ high involvement in their job leads to greater involvement of resources, which is related to employees’ psychological contract.

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