The search for meaningful work: A network analysis of personality and the job characteristics model

Simonet, Daniel; Castille, Christopher M.

doi:10.1016/j.paid.2019.109569

Cited by 34 publications

(40 citation statements)

References 53 publications

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“…In the context of organizational life, work feels meaningful when: (a) is seen as a useful pursuit for broader purposes; (b) provide opportunities for self-realization and self-actualization (Martela and Pessi, 2018). Meaningful work has been seen as a protective resource, to make unwanted conditions better (Lips-Wiersma and Wright, 2012), and as an important mediator variable that links job characteristics with work outcomes (Humphrey, Nahrgang, and Morgeson, 2007;Simonet and Castille, 2020). Therefore:…”

Section: The Influence Of Meaningful Work On the Performance Of Employeementioning

confidence: 99%

The Influence of Knowledge Sharing, Affective Commitment, and Meaningful Work on Employee‘s Performance

Yuniawan¹,

Udin²

2020

IJEBA

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Purpose: The research aimed to test the influence of knowledge sharing, affective commitment, and meaningful work on the performance of the employee. This study was conducted in Indonesia, specifically in the banking sector. Design/Methodology/Approach: Data collection of this study used administered questionnaires among employees. Thus, 219 questionnaires were returned and analyzed using SmartPLS 3 software. Findings: The study revealed that knowledge sharing and meaningful work significantly affect the performance of the employee. In contrast, affective commitment did not influence the performance of the employee. This study further showed that meaningful work mediated the correlation between knowledge sharing and the performance of employees. Practical implications: This study's findings contribute to the literature review advancement related to the associations among knowledge sharing, affective commitment, meaningful work, and the performance of employees. Originality/value: This paper is the first empirical study to uncover the impact of knowledge sharing, affective commitment, and meaningful work on the performance of employees in the Indonesian banking sector.

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Section: The Influence Of Meaningful Work On the Performance Of Employeementioning

confidence: 99%

The Influence of Knowledge Sharing, Affective Commitment, and Meaningful Work on Employee‘s Performance

Yuniawan¹,

Udin²

2020

IJEBA

View full text Add to dashboard Cite

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“…Understanding EI and its associations with emotional regulation and CWB is critical for managers when staffing and assessing personnel because they are related to essential organizational outcomes such as work quality (Bragg and Bowling, 2018). However, to comprehend fully the context in which EI operates, it is necessary to use networks of attitudes and personal states such as the experience of meaningful work (Simonet and Castille, 2020). In essence, researchers must bridge conceptual frameworks at separate levels by examining goal choice and goal-striving and engagement in conjunction with models of personality and contextual antecedents (Tisu et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Combining Associations Between Emotional Intelligence, Work Motivation, and Organizational Justice With Counterproductive Work Behavior: A Profile Analysis via Multidimensional Scaling (PAMS) Approach

et al. 2020

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The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, and a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying CWB, intrinsic motivation, EI, organizational justice, and outcome constructs, two EI-based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model.

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“…The last part of the questionnaire related to respondents’ job satisfaction, measured using the Job Diagnostic Survey (JDS) by Hackman and Oldham (1975), a final scale that is widely applied in contemporary studies (Obodo et al., 2019; Owen et al., 2018; Simonet and Castille, 2020; Uzunbacak, 2020). This scale contains 5 items for measuring respondents’ job satisfaction, using a 7-point Likert scale.…”

Section: Methodsmentioning

confidence: 99%

Acting the part: Emotional intelligence and job satisfaction as predictors of emotional labor in travel agencies

Knežević

Petrović

Kovačić

et al. 2020

Tourism and Hospitality Research

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Employees of retail travel agencies in sales roles can have long-lasting, direct contact with tourists which, in the case of poor customer service, can be extremely problematic for businesses. Because of this, it is important to understand how employees manage their emotions to help them to remain satisfied with their work, thus contributing to the satisfaction of tourists. However, job satisfaction, emotional intelligence and emotional labor in tourism have not previously been studied together as variables in a single model. This research analyses the mediating role of emotional intelligence in the relationship between job satisfaction and emotional labor in travel agencies, as well as job satisfaction as an antecedent of emotional labor. Data were collected from 160 employees of 45 travel agencies in the Serbian cities of Belgrade and Novi Sad. Results show that employees’ emotional intelligence mediates the positive relationship between job satisfaction and emotional labor. Management implications: Increasing employees’ emotional intelligence through training and development and actively recruiting employees with high emotional intelligence will reduce emotional exhaustion and improve customer satisfaction for retail travel agencies. Future research should include employees from other countries, in order to make comparisons and to validate results, as well as to test the created model by structural equation modelling (SEM), involving some other possible mediators, such as socio-demographics, personality traits or work motivation.

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The search for meaningful work: A network analysis of personality and the job characteristics model

Cited by 34 publications

References 53 publications

The Influence of Knowledge Sharing, Affective Commitment, and Meaningful Work on Employee‘s Performance

The Influence of Knowledge Sharing, Affective Commitment, and Meaningful Work on Employee‘s Performance

Combining Associations Between Emotional Intelligence, Work Motivation, and Organizational Justice With Counterproductive Work Behavior: A Profile Analysis via Multidimensional Scaling (PAMS) Approach

Acting the part: Emotional intelligence and job satisfaction as predictors of emotional labor in travel agencies

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