Trait conscientiousness, thriving at work, career satisfaction and job satisfaction: Can supervisor support make a difference?

Huo, Meng‐Long; Jiang, Zhou

doi:10.1016/j.paid.2021.111116

Cited by 31 publications

(35 citation statements)

References 40 publications

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“…This factor was measured using the four-item scale adapted by Rhoades et al (2001) . A sample item is “My supervisor cares about my well-being.” The psychometric properties of this scale among Chinese samples have been verified by previous studies [α = 0.92; Huo and Jiang (2021) ]. In this study, the reliability of the perceived supervisor support scale was 0.80 (α) and 0.81 (ω).…”

Section: Methodssupporting

confidence: 59%

How Does Employees’ Narcissism Influence Organizational Commitment? The Role of Perceived Supervisor Support and Abusive Supervision

et al. 2022

Front. Psychol.

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Narcissism has an important influence on employees’ attitudes and behavior. However, research on the mechanism of this process is still relatively scarce. Based on the conservation of resources (COR) theory, this study constructed a conceptual model of the relationship between narcissism and organizational commitment and explored the role of perceived supervisor support and abusive supervision in this process. Data were collected in three waves from 288 participants through an online data collection platform in China. The results indicated that employee narcissism negatively predicts organizational commitment, and this process is mediated by perceived supervisor support. We also discuss the moderating role of abusive supervisors on perceived supervisor support, confirming that external self-value threat affects perceived support of narcissistic individuals. These results contribute to our understanding of the role of narcissism in organizations.

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Section: Methodssupporting

confidence: 59%

How Does Employees’ Narcissism Influence Organizational Commitment? The Role of Perceived Supervisor Support and Abusive Supervision

et al. 2022

Front. Psychol.

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“…A high score in these items indicates high job satisfaction among the respondents [73]. Several studies have used the Subjective Career Success scale and found high reliability and validity, especially with Chinese samples [74,75]. The Cronbach's α coefficient of CSS in this study was 0.90.…”

mentioning

confidence: 55%

Work Values Predict Job Satisfaction among Chinese Teachers during COVID-19: The Mediation Role of Work Engagement

et al. 2022

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Teachers’ job satisfaction is a prominent aspect that determines workplace well-being and job performance. With the outbreak of COVID-19, changes in the teaching process have emerged (e.g., the shift to online classes and an increase in teaching hours), which might be affecting job satisfaction. A closer look at predictors of teachers’ job satisfaction and the level to which they have influenced teaching satisfaction during the period of COVID-19 pandemic is very important. This survey involved a sample of 2886 Chinese teachers to examine the effects of teachers’ work values on their job satisfaction through the mediating role of work engagement. The analysis by SPSS 25 and PROCESS for SPSS software was run, and the results showed a strong effect of teachers’ work values on job satisfaction (β = 0.203, SE = 0.203, p < 0.01) and of work values on job satisfaction through the mediating role of work engagement (β = 0.204, SE = 0.017, p < 0.01). From the correlation analysis, work values strongly correlated with work engagement (r = 0.499, p < 0.01) and job satisfaction (r = 0.360, p < 0.01). Teachers’ work values and work engagement played a predicting role on job satisfaction among Chinese teachers during this period of the COVID-19 pandemic.

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“…This is acceptable because the model modification was supported by strong theoretical justifications. The correlation of error terms between “Responsibility” and “Job satisfaction” provided an example: people who scored higher in conscientiousness on the Big Five Personality Test may take on more responsibility and have higher job satisfaction [ 48 ]; therefore, the correlation of the covariance parameter is theoretically reasonable.…”

Section: Discussionmentioning

confidence: 99%

Do type A personality and neuroticism moderate the relationships of occupational stressors, job satisfaction and burnout among Chinese older nurses? A cross-sectional survey

Tang

Wang

et al. 2022

BMC Nurs

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Background The high prevalence of burnout among nurses produces huge health service losses. Existing literature found that occupational stressors and low levels of job satisfaction were related to burnout, whilst personality traits such as type A personality and neuroticism influenced occupational stressors, job satisfaction, and burnout. The purpose of this study was to investigate the mediating effect of job satisfaction on the relationship between occupational stressors and burnout among Chinese older nurses, and explore the moderating effects of type A personality and neuroticism on the relationships among occupational stressors, job satisfaction and burnout. Methods A cross-sectional study was conducted in five provinces and municipalities (mainly in Shandong) in China. A total of 527 female older nurses (age≧40) were included in this study. Structural equation modelling (SEM) approach was employed to investigate the mediating effect of job satisfaction on the relationship between occupational stressors and burnout. Multi-group analysis was conducted to explore the moderating effects of type A personality and neuroticism on the relationships among occupational stressors, job satisfaction and burnout. Results Both nurses with high type A personality and high neuroticism had higher occupational stressors, higher burnout and lower job satisfaction. Occupational stressors had direct effect (β = 0.29, P = 0.001) and indirect effect mediated by low levels of job satisfaction (β = 0.25, P = 0.001) on burnout. Type A personality had significant moderated effect (P = 0.007) on the relationships among occupational stressors, job satisfaction and burnout, whereas the moderated effect of neuroticism was not significant. Conclusions Low levels of job satisfaction mediated the relationship between occupational stressors and burnout among Chinese older nurses, and both the direct and indirect effect of occupational stressors on burnout were moderated by type A personality. Hospital administrators should take specific measures such as transferring older nurses to easier positions to reduce their occupational stress, thereby increasing their job satisfaction and reducing their burnout, which is especially important for the older nurses with high type A personality.

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Trait conscientiousness, thriving at work, career satisfaction and job satisfaction: Can supervisor support make a difference?

Cited by 31 publications

References 40 publications

How Does Employees’ Narcissism Influence Organizational Commitment? The Role of Perceived Supervisor Support and Abusive Supervision

How Does Employees’ Narcissism Influence Organizational Commitment? The Role of Perceived Supervisor Support and Abusive Supervision

Work Values Predict Job Satisfaction among Chinese Teachers during COVID-19: The Mediation Role of Work Engagement

Do type A personality and neuroticism moderate the relationships of occupational stressors, job satisfaction and burnout among Chinese older nurses? A cross-sectional survey

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