Intrapersonal and interpersonal need fulfillment at work: Differential antecedents and incremental validity in explaining job satisfaction and citizenship behavior

Ilies, Remus; Lanaj, Klodiana; Pluut, Helen; Goh, Zen

doi:10.1016/j.jvb.2018.07.005

Cited by 45 publications

(41 citation statements)

References 86 publications

(116 reference statements)

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“…Job satisfaction, one of the dimensions of employee’s decision-making process and behavior, is a subject that extensively studied in various sector of organizational behavior [ 15 , 27 , 28 ]. According to Appiah [ 28 ], job satisfaction indicates one’s favorable affective or fulfillment state that is derived from evaluating his/her job experiences, which include experiences at work.…”

Section: Review Of the Literaturementioning

confidence: 99%

“…For hotel entrepreneurs, inducing employee organizational citizenship behavior is essential for the hotel company’s long-term success [ 13 , 14 , 15 , 16 ]. When employees are active in organizational citizenship behaviors, they contribute to their organization in a positive way that goes beyond the defined work roles, which is considerably beneficial to any hotel company.…”

Section: Introductionmentioning

confidence: 99%

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Utilizing Green Design as Workplace Innovation to Relieve Service Employee Stress in the Luxury Hotel Sector

Han

Ariza-Montes

Giorgi

et al. 2020

IJERPH

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This study is an empirical endeavor to provide a clear comprehension regarding how hotel green design as a workplace innovation contributes to relieving employee stress and emotional fatigue and improves job satisfaction and involvement in the formation of organizational citizenship behavior. A quantitative process was employed to attain the research goal. Our empirical findings demonstrated that a green design as a workplace innovation boosts the stress resilience that leads to the decreased emotional exhaustion and increased job satisfaction. In addition, job satisfaction and job involvement were the crucial drivers of the organizational citizenship behavior among the luxury hotel service employees. Moreover, stress resilience, satisfaction and involvement were significant mediators. Job satisfaction and involvement had the strongest influence on organizational citizenship behavior than other variables. The findings of our research will help hotel proprietors to invent efficient strategies to minimize employee stress and maximize fulfillment at work, which will eventually enhance the organizational citizenship behavior.

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Section: Review Of the Literaturementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Utilizing Green Design as Workplace Innovation to Relieve Service Employee Stress in the Luxury Hotel Sector

Han

Ariza-Montes

Giorgi

et al. 2020

IJERPH

View full text Add to dashboard Cite

show abstract

“…In line with social exchange theory, the more a worker feels considered, appreciated, and valued by coworkers, the more he will tend to reciprocate by loving his job, developing loyalty to the organization, and committing himself to the pursuit of common objectives: the workplace relational civility perceived by the employee will lead him to see the job environment in a favorable light, making him feel a satisfied member of a mutual civility obligations network [55][56][57]. As a confirmation of this, several studies highlight how high levels of job satisfaction can be maintained even in the presence of difficulties, if a positive, empathetic, compassionate, and supportive attitude of colleagues is perceived [58,59]. However, both in relating to others and in managing difficult situations, a key element seems to be good self-understanding [60,61].…”

Section: Introductionmentioning

confidence: 94%

Predisposition to Change Is Linked to Job Satisfaction: Assessing the Mediation Roles of Workplace Relation Civility and Insight

Gori

Topino

2020

IJERPH

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The globalization processes typical of liquid modern society require organizations to have high levels of flexibility, dynamism, and rapidity of change, testing the adaptability of workers with possible repercussions on well-being and productivity. Therefore, this study aimed to investigate the role of several psychological factors in favoring job satisfaction in a group of organizational workers (mean age = 46.24; SD = 9.99; 40.9% males and 59.1% females). Firstly, the impact of predisposition to change on job satisfaction through workplace relational civility (others with me) or insight orientation as independent mediating variables was analyzed. After that, this relationship was also studied by testing the effect that the simultaneous interaction of both mediators could have. Results show that workplace relational civility (others with me) significantly mediated the relationship between predisposition to change and job satisfaction, while no significance was found in the effect of insight when considered individually. However, the latter acquires greater relevance if placed in interaction with the other mediator, that is found to be the most proximal factor linking job satisfaction to the other more distal variables. Such findings might have a relevant role in strengthening preventive intervening, favoring positive results for greater well-being of both subjects and organizations.

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“…Employees with high power perception believe that they have high power over the behavior and decision-making of others in their own interpersonal circles, which indicates that they have acquired more interpersonal resources in leaders' or colleagues' interpersonal circles. Studies have pointed out that access to internal interpersonal resources contributes to employees' internal interpersonal need fulfillment, which makes them more satisfied with their work and further encourages OCB [29]. OCB is a kind of civic behavior actively implemented by employees in the workplace that is conducive to corporate performance.…”

Section: Relationship Between Picp and Environmental Citizenship Behamentioning

confidence: 99%

How to Motivate Employees’ Environmental Citizenship Behavior through Perceived Interpersonal Circle Power? A New Perspective from Chinese Circle Culture

Gan

et al. 2019

Sustainability

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Employees’ spontaneous environmental citizenship behavior (ECB) is a key factor in facilitating the low-carbon transition of enterprises. However, little research has focused on the impact of interpersonal interactions on ECB. To explore how ECB is affected by special interpersonal circles in Chinese organizations, we propose a new concept: perceived interpersonal circle power (PICP). From the two dimensions of PICP, leader-oriented perceived interpersonal circle power (PICP-L) and colleague-oriented perceived interpersonal circle power (PICP-C), we establish a mechanism model to explore the effect of PICP on ECB. A structural equation model was used to test our hypotheses through 332 questionnaires, and the results show that PICP-L and PICP-C differ significantly in the directions and strengths of their effects on ECB. PICP-C has a direct positive driving effect on environmental engagement behavior (EEB) and environmental helping behavior (EHB). High PICP-C can also encourage EEB via affective organizational commitment (AOC). Conversely, PICP-L has no significant effect on EEB. More unexpectedly, PICP-L has a significant negative influence on EHB. This study provides a new direction for future theoretical research on ECB, as well as a new opportunity for policy-making and enterprise management practices to promote employees’ ECB.

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Intrapersonal and interpersonal need fulfillment at work: Differential antecedents and incremental validity in explaining job satisfaction and citizenship behavior

Cited by 45 publications

References 86 publications

Utilizing Green Design as Workplace Innovation to Relieve Service Employee Stress in the Luxury Hotel Sector

Utilizing Green Design as Workplace Innovation to Relieve Service Employee Stress in the Luxury Hotel Sector

Predisposition to Change Is Linked to Job Satisfaction: Assessing the Mediation Roles of Workplace Relation Civility and Insight

How to Motivate Employees’ Environmental Citizenship Behavior through Perceived Interpersonal Circle Power? A New Perspective from Chinese Circle Culture

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