How the configurations of job autonomy, work–family interference, and demographics boost job satisfaction: an empirical study using fsQCA

Jing, Wu; Zhou, Jianlin

doi:10.1057/s41291-020-00138-8

Cited by 16 publications

(10 citation statements)

References 57 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Job autonomy is the permitted extent of independence and discretion when performing professional tasks [ 22 ], including time and scheduling, and this is a key determinant of job satisfaction [ 72 ]. A majority of existing studies explain the relationship between employee JA and EJS in terms of JD-R theory and the resource-based view.…”

Section: Theoretical Background and Literature Reviewmentioning

confidence: 99%

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

2021

IJERPH

View full text Add to dashboard Cite

During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice.

show abstract

Section: Theoretical Background and Literature Reviewmentioning

confidence: 99%

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

2021

IJERPH

View full text Add to dashboard Cite

show abstract

“…Job satisfaction is a pleasant emotional state resulting from evaluating one's job and an affective reaction to one's job and an attitude toward one's job. Increased job satisfaction is linked to better performance, improved stress-coping, high job engagement, lower absenteeism, structural enrichment, lower workplace incivility, job autonomy, organizational citizenship behavior and employee retention (Côt e et al, 2021;Li et al, 2019;Koon and Pub, 2018;Wu and Zhou, 2020;Zhang et al, 2019). Job satisfaction directly relates to job motivation, and increased job satisfaction and job motivation enhance the positive perception of employees on work-life balance (Palumbo et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

From family incivility to satisfaction at work: role of burnout and psychological capital

Vincent

Aboobaker

2022

JOEPP

View full text Add to dashboard Cite

PurposeBuilding on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages.Design/methodology/approachThis study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0.FindingsFindings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap.Practical implicationsThis study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested.Originality/valueThis study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.

show abstract

“…4,[37][38][39] Previous studies on this subject have shown not only that negative effects of working hours are lower in countries with a lower level of welfare but also that work autonomy is the only key factor in those with a higher level of welfare. 4,[40][41][42][43] Only when there is a difference between actual and desired working hours, however, the length of working hours is more associated with satisfaction with work environment as compared with work characteristics. 4,37,44 In this regard, studies have also examined effects of the length of hours on satisfaction with work environment considering multiple factors, such as job complexity and control over working hours.…”

Section: Discussionmentioning

confidence: 99%

Predictors of Satisfaction With Work Environment in the Context of a Mismatch in Working Hours: A Nationwide, Large-Scale, Cross-Sectional Study

Kim¹

2022

INQUIRY

View full text Add to dashboard Cite

This nationwide, large-scale, cross-sectional study has hypothesized that there might be differences in workers’ satisfaction with work environment depending on demographic, socio-economic, and work characteristics in the context of a mismatch between actual and preferred working hours. The current study is a secondary data analysis of the Fifth Korean Working Conditions Survey. A total of 29 694 subjects (n = 29 694) were finally included in the current study. Female gender (β = −.372, OR 0.689 [95% CI 0.646-0.736]), age of ≥60 years old (β = .226, OR 1.253 [95% CI 1.089-1.441]), graduation from middle school (β = −.320, OR 0.726 [95% CI 0.616-0.856]), college (β = .492, OR 1.636 [95% CI 1.371-1.952]), or university (β = .826, OR 2.283 [95% CI 1.918-2.718]), fixed period of work (β = −.105, OR 0.901 [95% CI 0.823-0.986]), full-time employment (β = −.105, OR 0.900 [95% CI 0.813-0.996]), the engagement in public sector (β = .544, OR 1.722 [95% CI 1.532-1.935]), private-public partnership organization (β = .605, OR 1.832 [95% CI 1.342-2.500]) or NPO or NGO (β = .780, OR 2.182 [95% CI 1.522-3.127]), regular side job (β = −.929, OR 0.395 [95% CI 0.289-0.539]), or temporary side job (β = −.330, OR 0.719 [95% CI 0.533-0.970]), membership of multiple teams (β = −.501, OR 0.606 [95% CI 0.552-0.666]), labor union (β = .143, OR 1.154 [95% CI 1.047-1.273]), and better health status (β = .977, OR 2.657 [95% CI 1.175-6.007]) were predictors of satisfaction with work environment in the context of a mismatch between actual and desired working hours. Based on the current results, it can be concluded that female gender, age of ≥60 years old, graduation from middle school, college, or university, fixed period of work, full-time employment, the engagement in public sector, private-public partnership organization or NPO or NGO, regular side job or temporary side job, membership of multiple teams, labor union, and better health status were predictors of satisfaction with work environment.

show abstract

How the configurations of job autonomy, work–family interference, and demographics boost job satisfaction: an empirical study using fsQCA

Cited by 16 publications

References 57 publications

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

From family incivility to satisfaction at work: role of burnout and psychological capital

Predictors of Satisfaction With Work Environment in the Context of a Mismatch in Working Hours: A Nationwide, Large-Scale, Cross-Sectional Study

Contact Info

Product

Resources

About