The mediating role of work atmosphere in the relationship between supervisor cooperation, career growth and job satisfaction

Abstract

Purpose The purpose of this paper is to examine the mediating role of work atmosphere which have a positive influence on job satisfaction. Specifically, it focuses on how supervisor’s cooperation and career growth affect job satisfaction mediating through work atmosphere in a private corporate entity. Design/methodology/approach To attain this objective, a research framework with a mediating variable of work atmosphere was formulated. Using measurement scales created to assess different aspects of job satisfaction, career growth, supervisor’s cooperation and work atmosphere, a survey instrument was developed to test the various relationships implied by the framework. Data (n = 325) were collected from the employees of a local chemical company in Bangladesh following convenience sampling procedure. The analysis has been done by bootstrapping procedure following structural equation modeling (SEM). Findings The result shows that work atmosphere has a significant mediating role in linking supervisor cooperation and job satisfaction of the employees in the organization. Research limitations/implications As with any study, there are limitations to the study described here. One possible drawback is the use of a single company’s employees as respondents. Second, the sample size is not very large, because respondents were observed to be negligent in filling the questionnaire provided to them. If the sample size could be increased a bit more, then the authors might have better outcomes as postulated in the paper. Nevertheless, the usual cautions about over-generalizing findings from this sample, to populations for which it is not strictly representative, apply. The sample was not randomly drawn to represent a population to which findings could be generalized. Instead, it was a convenience sample, and as such, the ability to generalize the findings very far beyond the sample is limited. Practical implications From a practical perspective, as a cumulative body of work on job satisfaction with mediating variable of work atmosphere emerges, the authors will be better able to advise employers on the elements they need to address to increase their employee retention rate. In this study, the one area of findings that may help business and commercial organizations the most concerns work environment in the workplace. The authors found that supervisor cooperation and work atmosphere were associated with positive path value toward job satisfaction. Similarly, career growth and work atmosphere also exhibit positive path value towards job satisfaction. The implication is that employers can focus on supervisor cooperation in rightly and duly promoting the deserving employees, and in doing so, they can generate positive attitudes toward these activities. Originality/value This paper will add immense importance of work atmosphere to the organizational learning and behavior.

The Effect of Career Development, Compensation, Work Environment and Job Satisfaction on Work Engagement

“…Career development for civil servants is clearly regulated in staffing regulations. The pattern of civil servant career development is in the form of education and training; promotion; and promotion of position.This research is in line with research conducted by Shujaat, Sana, Aftab, & Ahmed (2013); and Ashraf (2019) which states that career development influences job satisfaction. Furthermore, research conducted by Kong, Cheung, & Song (2012) shows that the dimensions of hotel career management (career assessment, career development, and career training) affect career satisfaction.…”

“…More than that the work environment within the employee greatly influences his work motivation, such as a comfortable work environment, the availability of work facilities, good relations between employees in the form of being able to work well together and also a good relationship with the leadership. If there is no harmony in the work environment and the lack of facilities will make employees lazy and not motivated to do their jobs so the results will be disappointing.The results of this study are in line with a study conducted by Ashraf (2019) which states that the work environment has a significant influence on job satisfaction.…”

“…Likewise, salary does not have a significant effect on job satisfaction. While Che Ahmat, Arendt, & Russell (2019) conducted a study which revealed that compensation had a positive and significant effect on job satisfaction.The results of this study are in line with studies conducted by (Ashraf, 2019) and (Elechi, Lambert, & Otu, 2018) which state that the work environment provides a porsive influence on job satisfaction. Further research conducted by Pawirosumarto, Bachelor, & Gunawan (2017) shows that the work environment, leadership style and organizational culture have a positive and significant influence on job satisfaction.…”

“…While Che Ahmat, Arendt, & Russell (2019) conducted a study which revealed that compensation had a positive and significant effect on job satisfaction. The results of a study conducted by (Ashraf, 2019) which states that the work environment provides a significant influence on job satisfaction. Furthermore, research conducted by (Elechi et al, 2018) is identifying variables that predict job satisfaction for Nigerian correctional staff.…”

Determinants of job satisfaction in a transport company: a Polish case study

“…Job satisfaction is one of the central areas of social research (Abdelmoteleb, 2019;Ashraf, 2019;Dhamija et al, 2019;Erro-Garces & Ferreira, 2019;Garcia et al, 2019;Magnier-Watanabeet al, 2019;Mahmood et al, 2019;Reçica & Doğan, 2019;Wu et al, 2019;Stater & Stater, 2009). At the root of this interest lies the premise that the phenomenon of job satisfaction can help explain the essence and dynamics of the potential of individuals and groups working in organizations, and thereby provide, among other things, valuable guidance for people management practices with a view to supporting more effective functioning of an individual within the organization, and potentially contributing to a better understanding of the individual's wellbeing bordering his or her professional and personal life (Chrupała-Pniak, 2012, pp.…”