Spurious or True? An Exploration of Antecedents and Simultaneity of Job Performance and Job Satisfaction Across the Sectors

Hsieh, Jun Yi

doi:10.1177/0091026015624714

Cited by 46 publications

(49 citation statements)

References 93 publications

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“…Thus, job satisfaction represents individuals’ emotional state related to their work or work environment, resulting from positive or negative appraisal of their job or job experiences (Robbins & Judge, 2016). Job satisfaction has been suggested to be related to perceived fulfillment of one’s needs through work and of one’s job-related needs at work for teachers in schools (Hsieh, 2016; Hulpia et al, 2009).…”

Section: Theoretical Review and Hypothesesmentioning

confidence: 99%

From Principals to Teachers to Students: Exploring an Integrative Model for Predicting Students’ Achievements

Qadach

Schechter

Da’as

2020

Educational Administration Quarterly

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Purpose: This study explored a theoretical model proposing direct and mediated effects for principals’ characteristics—principals’ information-processing mechanisms (PIPMs) and instructional leadership (IL)—with organizational learning mechanisms (OLMs), for schools’ OLMs with teachers’ characteristics—teachers’ affective commitment (TAC), collective teacher efficacy (CTE), and teachers’ job satisfaction (TJS)—and finally, for teachers’ characteristics with students’ achievements on national math and science tests. Design: Data were collected from a multisource survey of a random sample of 130 elementary school principals representing Israel’s full socioeconomic range, 1,700 teachers from those schools, as well as data on those schools retrieved from the Ministry of Education data set. Data were aggregated at the school level for structural equation modeling (SEM) analysis. Findings: Analysis from SEM confirmed that IL emerges as a prominent mediator between PIPMs and OLMs. OLMs emerged as a prominent mediator between IL and the three teachers’ characteristics. TAC and CTE were significantly directly related to students’ math and science achievements. Finally, OLMs promoted students’ math and science achievements only through CTE. Implications: The relationships found for both principal characteristics (PIPMs and IL) with OLMs in schools highlight principals’ potentially important role in promoting collective learning within schools through utilization of OLMs, which can predict critical teacher characteristics (TAC, CTE, TJS), which in turn can predict school effectiveness measures (i.e., students’ achievements).

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Section: Theoretical Review and Hypothesesmentioning

confidence: 99%

From Principals to Teachers to Students: Exploring an Integrative Model for Predicting Students’ Achievements

Qadach

Schechter

Da’as

2020

Educational Administration Quarterly

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“…Results showed that even in adverse workplace conditions, employees' performance can increase in presence of spiritual well-being (Tejeda, 2014). In another study, 27 employees/housekeepers of Latina Hotels were interviewed and results showed that all of them were exposed to workplace hazards and poor work conditions due to which employees were stressed and performance was affected (Hsieh, 2016). In Eskisehir, metal industry employees were surveyed and critical environmental conditions were investigated.…”

Section: Work Conditionsmentioning

confidence: 99%

Factors Affecting Employees Performance and Retention: A Comparative Analysis of Banking and Educational Sector of Karachi

Zafar

Siddiqui

2019

BMS

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This study investigated the impact of core drivers of job satisfaction including promotions, increment and bonuses, supervisor’s’ support, career development and advancement opportunities and working conditions on two dependent variables i.e. job performance and employees retention. For this purpose a comparative study is conducted in education and banking sector of Karachi. A sample of 100 employees was collected from each sector then results were analyzed through Confirmatory Factor Analysis and Structural Equation Modeling. The results found both the education and banking sectors are different in terms of chosen human resource policies Secondly, it has been found that results are dissimilar for both sectors in terms of different hypotheses. Career development, compensation and promotions are insignificant key divers of job satisfaction for job performance. While, working conditions, compensations and co-workers are insignificant key divers of job satisfaction for employees’ retention. Result’s implication is different for banks’ managers and educational institutions’ managers based on significance of coefficients however human resource policies vary in different business settings. Indeed, more the job satisfaction better chance of good employees’ performance while it reduces the intention to switch and keep the human talent retained.

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“…Contar con empleados con alto cp equivale a garantizar relaciones interpersonales marcadas por la empatía, mayores niveles de compromiso en la realización de la tarea, menor cinismo hacia la organización y mayor afectividad positiva (Larson et al, 2013;Luthans & Youssef, 2013;Salessi & Omar, en prensa). Así, la organización se verá favorecida con desempeños de mayor calidad y miembros más involucrados, en tanto que los trabajadores experimentarán mayores niveles de satisfacción laboral (Alessandri, Borgogni, & Latham, 2017;Hsieh, 2016). Al mismo tiempo, se sugiere poner en marcha programas de entrenamiento en estrategias para responder eficazmente a las normas organizacionales en materia de expresión emocional e incrementar la inteligencia emocional de los empleados para lidiar con el estrés y la presión cotidiana.…”

Section: Limitaciones Fortalezas E Implicaciones Prácticas Del Estudiounclassified

Satisfacción Laboral: Un Modelo Explicativo Basado en Variables Disposicionales

Salessi¹,

Omar²

2017

Rev. colomb. psicol.

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Excepto que se establezca de otra forma, el contenido de esta revista cuenta con una licencia Creative Commons "reconocimiento, no comercial y sin obras derivadas" Colombia 2.5, que puede consultarse en: http://creativecommons.org/licenses/by-nc-nd/2.5/co ResumenSe verificó un modelo explicativo de la satisfacción laboral basado en la relación de algunas variables disposicionales. Se plantea un modelo de mediación múltiple moderada, que fue analizado en una muestra multiocupacional de 575 trabajadores argentinos. La verificación empírica indicó que el efecto indirecto positivo del capital psicológico y de la inteligencia emocional sobre la satisfacción laboral es amplificado por la extraversión y atenuado por el neuroticismo; en contraste, el efecto indirecto negativo del cinismo organizacional se encuentra fortalecido por el descontrol emocional y amortiguado por la extraversión. Se discuten los resultados y se señalan las fortalezas y limitaciones del estudio.Palabras clave: capital psicológico, cinismo organizacional, rasgos de personalidad, inteligencia emocional, estrategias de actuación emocional. Job Satisfaction: An Explanatory Model Based on Dispositional Variables SummaryThe article verifies an explicative model of job satisfaction based on the relationship of dispositional variables. It proposes a moderated multiple regression models analyzed in a multi-occupational sample of 575 Argentinian workers. The empirical verification indicated that the indirect positive effect of psychological capital and emotional intelligence on job satisfaction is amplified by extroversion and tempered by neuroticism; in contrast, the negative indirect effect of organizational cynicism is strengthened by emotional lack of control and tempered by extroversion. The article discusses the results and indicates the study's strengths and limitation.Keywords: psychological capital, organizational cynicism, personality traits, emotional intelligence, emotional behavior strategies, job satisfaction. Satisfação Profissional: um Modelo Explicativo Baseado em Variáveis DisposicionaisResumo Verifica-se um modelo explicativo da satisfação profissional baseado na relação de algumas variáveis disposicionais. Propõe-se um modelo de mediação múltipla moderada, que foi analisado numa amostra multiocupacional de 575 trabalhadores argentinos. A verificação empírica indicou que o efeito indireto positivo do capital psicológico e da inteligência emocional sobre a satisfação organizacional é amplificado pela extroversão e amenizado pelo neuroticismo; em oposição, o efeito indireto negativo do cinismo organizacional se encontra fortalecido pelo descontrole emocional e suavizado pela extroversão. Discutem-se os resultados e indicam-se as fortalezas e as limitações deste estudo.Palavras-chave: capital psicológico, cinismo organizacional, estratégias de atuação emocional, inteligência emocional, personalidade traço.

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Spurious or True? An Exploration of Antecedents and Simultaneity of Job Performance and Job Satisfaction Across the Sectors

Cited by 46 publications

References 93 publications

From Principals to Teachers to Students: Exploring an Integrative Model for Predicting Students’ Achievements

From Principals to Teachers to Students: Exploring an Integrative Model for Predicting Students’ Achievements

Factors Affecting Employees Performance and Retention: A Comparative Analysis of Banking and Educational Sector of Karachi

Satisfacción Laboral: Un Modelo Explicativo Basado en Variables Disposicionales

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