The Lagged Effects of Job Demands and Resources on Organizational Commitment in Federal Government Agencies: A Multi-Level Analysis

Jong, Jaehee; Ford, Michael T.

doi:10.1093/jopart/muv040

Cited by 34 publications

(31 citation statements)

References 92 publications

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“…Finally, in line with previous literature (e.g., Jong & Ford, 2016), we controlled for tenure in the organization (years working in the city council), gender (male = 0 or female = 1), job position (supervisor = 1 or nonsupervisor = 0), age (years), size of the local government (log-transformed number of employees), given that large municipalities put into practice more strategic management techniques (Poister & Streib, 2005), and the strategic integration of HRM in the overall local authority strategy. This final aspect was measured by asking whether the human resource manager or the person in charge of human resource issues participates in city council meetings in which important questions are debated (yes = 1; no = 0).…”

Section: Methodssupporting

confidence: 91%

“…Secondly, the results suggest the value of employees' LGO in reinforcing the power of structural empowerment interventions to generate more psychologically empowered employees. Individuals who report higher levels of these empowerment feelings in the long term are likely to perform more effectively and behave better in their organizations (Jong and Ford 2016). Thus, taking into account the NPM paradigm and its new ideas about the role of human resources and their involvement in and importance to improving services for citizens, finding a way to have more learning goal-oriented employees could help to improve service delivery.…”

Section: Contribution and Theoretical And Practical Implicationsmentioning

confidence: 99%

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Empowerment in the Public Sector: Testing the Influence of Goal Orientation

García-Juan

Tena

Roca‐Puig

2018

Public Personnel Management

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Empowerment has emerged as an important new issue in the public sector organization setting in the wake of mainstream new public management (NPM). Nevertheless, few studies in this frame have combined structural (managerial) and psychological (individual) approaches in an integrative study of empowerment. There is also a need to examine the moderating variables involved in this relationship, as well as to extend research on work motivation in public management. This study explores the effect of structural empowerment on psychological empowerment, and it also draws on goal orientation (GO) theory to examine the moderating role of employees’ GO in this link. The model is tested on a sample of 521 Spanish local authority employees. The results do not confirm the direct link between structural and psychological empowerment, but show that learning GO has considerable moderating power in this relationship, and its interaction with structural empowerment affects employees’ psychological empowerment levels.

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Section: Methodssupporting

confidence: 91%

Section: Contribution and Theoretical And Practical Implicationsmentioning

confidence: 99%

Empowerment in the Public Sector: Testing the Influence of Goal Orientation

García-Juan

Tena

Roca‐Puig

2018

Public Personnel Management

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“…Although CMV was not a major issue in this study, we still suggest data collection from multiple sources of respondents in multiple time points in future studies. Future research could consider multi‐level data (Jong & Ford, 2016). Additionally, we recommend a longitudinal research design (Stritch, 2017) to examine more accurately the change effect on job characteristics (Keller & Semmer, 2013; Konze et al., 2017).…”

Section: Discussionmentioning

confidence: 99%

Participation in change, job characteristics, and hedonic well‐being of senior public managers: The moderation effect of change information

et al. 2020

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This study contributes to Hobfoll's Conservation of Resources theory by testing a moderated mediation model of the relationship between participation in change and senior managers' hedonic well-being. Using data collected from 266 Australian senior managers employed in the Commonwealth and State public sector, we tested the interaction of participation in change and change information with job satisfaction, an example of hedonic well-being at work. Findings from the path analysis produced two new insights. First, both participation in change and information about change are key resources that senior managers can deploy to protect and enhance their job satisfaction. Second, information about change has a buffering effect on the indirect relationship between participation in change and job satisfaction through job control. These two findings have practical implications indicating that it is important to train and equip senior managers in the adoption of effective strategies to acquire job resources in assisting them deal with change induced job demands.

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“…Previous research using self-reports of job demands or resources may not have captured the importance of the sociodemographic context because studies have largely been focused on assessing relationships between work and health at the individual level and may, therefore, have missed broader trends between groups. As a result, future work should examine the extent to which job demand–resource ratings are nested not just at the organizational level, e.g., [80], but also at the societal level to more accurately capture the complexity of the psychosocial workplace climate.…”

Section: Discussionmentioning

confidence: 99%

Interpreting Subjective and Objective Measures of Job Resources: The Importance of Sociodemographic Context

Schmitz

McCluney

Sonnega

et al. 2019

IJERPH

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Salutary retirement policy depends on a clear understanding of factors in the workplace that contribute to work ability at older ages. Research in occupational health typically uses either self-reported or objective ratings of the work environment to assess workplace determinants of health and work ability. This study assessed whether individual characteristics and work-related demands were differentially associated with (1) self-reported ratings of job resources from older workers in the Health and Retirement Study, and (2) corresponding objective ratings of job resources from the Occupational Information Network (O*NET). Results from regression and relative weights analyses showed that self-reported ratings were associated with self-reported job demands and personal resources, whereas corresponding O*NET ratings were associated with differences in gender, race, or socioeconomic standing. As a result, subjective ratings may not capture important aspects of aging workers’ sociodemographic background that influence work ability, occupational sorting, opportunities for advancement, and ultimately the job resources available to them. Future studies should consider including both subjective and objective measures to capture individual and societal level processes that drive the relationship between work, health, and aging.

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The Lagged Effects of Job Demands and Resources on Organizational Commitment in Federal Government Agencies: A Multi-Level Analysis

Cited by 34 publications

References 92 publications

Empowerment in the Public Sector: Testing the Influence of Goal Orientation

Empowerment in the Public Sector: Testing the Influence of Goal Orientation

Participation in change, job characteristics, and hedonic well‐being of senior public managers: The moderation effect of change information

Interpreting Subjective and Objective Measures of Job Resources: The Importance of Sociodemographic Context

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