Mediating Effects of Career Stage on Job-Related Characteristics - Job Satisfaction Relationship

Abstract

Job satisfaction has occupied the attention of many authors for decades because this phenomenon has a great influence on many important outcomes in the workplace. Job satisfaction is, however, very complex phenomenon which is influenced by numerous contextual factors as well as job-content factors. Furthermore, there are also numerous factors which have a mediating effect on the relationship between job-related characteristics and job satisfaction. The aim of this paper is to analyze such effects. The main research question of this paper is whether job satisfaction at different career stages is influenced by different job-related characteristics. In order to answer this question, empirical research was conducted using a sample of 813 employees in the companies all over Serbia. The results of the study showed that in most cases jobrelated characteristics have a diverse influence on job satisfaction at different career stages. The results indicated that job-related characteristics, such as a relationship with co-workers and supervisors, operating procedures as well as communication have a greater influence on job satisfaction at the establishment career stage in comparison to other career stages. Promotion represents a job-related characteristic that has a greater influence on job satisfaction at the advancement stage in comparison to other stages. At the maintenance career stage, fringe benefits are the most influential, while at the decline stage those are contingent rewards. Finally, pay and the nature of work are job-related characteristics which have a similar effect on job satisfaction at all career stages.

The Relationship between Job Satisfaction and Work-Life Balance of Non-standard Employment (NSE) Workers of a Manpower Agency

“…The study of Puni et al (2018) reveals positive relationships between the dimensions of transformational leadership and job satisfaction when augmented by contingent reward. Contingent rewards like pay have a significant influence on job satisfaction (Lepojevic et al, 2018).…”

Career engagement of different generations: A case study in the information and communication technology (ICT) sector in Lithuania

“…Generational differences determine different career needs of individuals who belong to these generations (Ng, Lyons & Schweitzer, 2018). A career of an individual in a professional life consists of career stages (Lepojevic, Djordjevic & Ivanovic-Djukic, 2018), which are influenced by personal values, responsibility, different activities and different approaches (Twenge, 2010), behaviour and other components (Teng, Jayasingam & Zain, 2018;Twenge, Campbell, Hoffman & Lance, 2010), often described in scientific literature exploring various aspects of generations as generational differences at work (Cucina, Byle, Martin, Peyton & Gast, 2018;Holian, 2015;Jones, Murray & Tapp, 2018;Rudolph & Zacher, 2018). It is observed that the employees belonging to different generations have different career development tasks, goals and other characteristics defining career, including career engagement.…”

Mediating Role of Mentoring Between Job Stress and Job Satisfaction in Employees of an Iranian State Bank

“…The feeling of satisfaction with job is affected by various environmental, organizational, and individual factors (Lepojevic et al, 2018). Studies have shown that job satisfaction is one of the factors in turnover intention and organizational commitment (Azeez et al, 2016), organizational citizenship behavior (Swaminathan & Jawahar, 2013;Vatsa, 2013), and organizational performance (Bin, 2016).…”

“…For reasons such as poor job security, low living standards, and economic problems, the level of job satisfaction and job stress is low in the developing countries (Lepojevic et al, 2018). Therefore, conducting researches of this kind are necessary.…”