Psychology Commons^™

The Role Of Discrete Emotions In Job Satisfaction: A Meta-Analysis, Courtney E. Williams, Jane Shumski Thomas, Andrew A. Bennett, George C. Banks, Allison Toth, Alexandra M. Dunn, Andrew Mcbride, Janaki Gooti

Management Faculty Publications

[Summary] The relationship between emotions and job satisfaction is widely acknowledged via affective events theory (AET). Despite its widespread use, AET was not designed to address why specific emotions might differentially relate to job satisfaction. We utilize appraisal theory of emotion to refine AET and provide this nuanced theorizing. We meta‐analytically test our ideas with 235 samples across 99 883 individuals and 22 600 intra‐individual episodes. We test two approaches—specific emotion experiences (16 discrete emotions) versus general emotion experiences (positive or negative emotions)—and present empirical evidence of their similarities and differences with job satisfaction. Our findings suggest that specific emotions …

Transformational Leadership Behaviors Promoting Job Satisfaction In Mental Health Leaders: A Qualitative Phenomenological Study, Taylor Blakeley

Doctoral Dissertations and Projects

Similar to leaders in other roles, mental health leaders are responsible for leading, supporting, and guiding their followers. Transformational leadership and job satisfaction are two popular areas of research. However, research primarily focuses on followers’ job satisfaction rather than leaders with transformational leadership. This study focused on what and how mental health leaders’ transformational leadership behaviors promote their job satisfaction. This study used a qualitative phenomenological research design with semi-structured interviews as the data collection method. The population sample consisted of ten (10) mental health leaders. The participants were recruited using social media platforms Facebook, LinkedIn, and Liberty University’s School …

A Quantitative Study Examining Minority Employees' Comfort Levels Within The Organization, Saunteria Teyana Moorer

Doctoral Dissertations and Projects

The term comfort level has been characterized as an employee’s wellbeing within an organization. Employee comfort level has been shown to be related to an employee’s ability to assist in decision making, their opportunity to be around individuals similar to them, environmental surrounding aspects, and experiences. There is limited research connecting employee comfort levels to how satisfied employees feel or their desire to leave the organization. The purpose of this quantitative study was to examine the impact that minority employees’ comfort levels have on their job satisfaction and turnover intention. Variables of comfort, job satisfaction, and turnover intention were analyzed …

Investigating The Relationship Between Employee Perceptions Of Servant Leadership And Employee Job Satisfaction, Employee Job Performance And Employee Turnover Intention In An Outsourcing Pharmaceutical Contract Manufacturing Company, Jennifer Anthony

Doctoral Dissertations and Projects

Research has begun to recognize the importance of leadership in developing strategies geared towards improving job satisfaction and employee performance while at the same time reducing turnover intention. The purpose of this quantitative correlational-predictive study was to explore servant leadership principles and its relationship with job satisfaction, job performance and employee turnover intention. Specifically, the researcher sought to understand: 1) whether there was a relationship between employee’s ratings of their manager’s servant leadership style and employee job satisfaction, employee job performance and employee turnover intention, and 2) determine if, and to what extent the specific dimensions of Van Dierendonck and …

Leaders' Virtual & In-Person Communication: The Impact Of Employee Preference On Job Satisfaction, Adalin Mcdaniel

Masters Theses & Specialist Projects

Communication between supervisors and subordinates has consistently been viewed as a primary element of leadership, and a factor that is important in the leader-subordinate relationship via Leader-Member Exchange (LMX) theory. Recently, with the massive shift to virtual working, leadership communication has gained greater prominence in research and practical settings. Therefore, examining the role that virtual leadership communication plays in employee job satisfaction is an important first step in beginning to understand the shift to predominant work settings from home. I examined the influence of employee perceptions and preferences of leadership communication on job satisfaction via a panel design in which …

Covid-19, Mental Health, Technology Use, And Job Satisfaction Among School Psychology Trainers, Joel O. Bocanegra, Jennifer Gallup, Minghui Hou, Aaron A. Gubi, Chung-Hau Fan, Nai-Jiin Yang, Celal Perihan

Educational Foundations & Leadership Faculty Publications

The COVID-19 pandemic threatens to exacerbate the school psychology personnel crisis. There is a dearth of knowledge regarding how the pandemic has impacted school psychology trainers and course delivery. In this national study, 92 school psychology trainers completed an online questionnaire regarding technological instructional changes, job satisfaction, and their own mental health well-being during the pandemic. Findings suggest that during the portion of the pandemic assessed most trainers reported that they: (a) switched from in-person instruction to primarily online instruction, (b) were mostly satisfied with their jobs, and (c) generally experienced a positive sense of well-being. Furthermore, a sizable portion …

Bidirectional Leader-Member Exchange And The Impact On Middle Manager Job Satisfaction, Brian A. Collera

Doctoral Dissertations and Projects

Leader-member exchange (LMX) theory focuses on the quality of the relationship between a leader and member. LMX is associated with a number of positive member outcomes, but LMX research has largely neglected what, if any, positive benefits leaders attain from high quality relationships beyond better team performance. The purpose of this study was to apply the LMX theory to middle managers in organizations. Middle managers inherently balance the competing interests of multidirectional relationships, acting as both a leader and a member in the organizational hierarchy. This study explored how middle manager’s self-rating of LMX (relationship with their subordinates), leader-leader exchange …

Teacher Self-Efficacy, Job Satisfaction, And Burnout Amid The Covid-19 Pandemic, Jaimee Ann Hager

Doctoral Dissertations and Projects

Teachers are consistently faced with adversity, which can affect their ability to feel efficacious in their position, causing them to experience a decrease in their job satisfaction and putting them at risk for burnout. Recently, teachers have experienced significant changes in education, as the COVID-19 pandemic has increased illnesses and forced necessary safety adaptions in the educational setting. This study is a quantitative research design. Participants included 40 elementary teachers from Isle of Wight County Schools in Virginia. Participants were provided a link or QR code to access the survey. This study used a Pearson Correlation to measure relationships between …

Examining The Relationship Between Ideological Misfit And Employee Attitudes And Behaviors, Danilo R. Le Sante

FIU Electronic Theses and Dissertations

Research in Organizational Psychology has just begun to unravel how political ideology manifests in the workplace (Bermiss & McDonald, 2018; Gupta & Wowak, 2017; Johnson & Roberto, 2018). Thanks to these recent contributions, new questions have emerged regarding the consequences associated with organizations taking polarizing political stances. For example, how do employees experience and express political ideology at work? Do employees attribute a political ideology to their industry and/or organization? What are the consequences of person-organization or person-industry ideological misfit? What can be done from an organization’s perspective to mitigate the negative outcomes associated with ideological misfit?

Using a mixed …

The Effect Of Perceived Values On Negative Mentoring, Organizational Commitment, Job Satisfaction, And Perceived Career Success, Marcy Young Illies, Roni Reiter-Palmon

Psychology Faculty Publications

This study addresses how perceived mentor and protégé values affect negative mentoring, organizational commitment, job satisfaction, and perceived career success. Results indicate that protégés with mentors perceived to have self-enhancement values experienced more negative mentoring while protégés with mentors perceived to have self-transcendence values experienced less negative mentoring. Those who experienced negative mentoring had less organizational commitment, job satisfaction and perceived career success. It was also found that negative mentoring indirectly mediated between perceived mentor values and the protégé outcomes (job satisfaction, organizational commitment, and perceived career success).

Societal Individualism–Collectivism And Uncertainty Avoidance As Cultural Moderators Of Relationships Between Job Resources And Strain, Seulki Jang, Winny Shen, Tammy D. Allen, Haiyan Zhang

Psychology Faculty Publications

The job demands–resources model is a dominant theoretical framework that describes the influence of job demands and job resources on employee strain. Recent research has highlighted that the effects of job demands on strain vary across cultures, but similar work has not explored whether this is true for job resources. Given that societal characteristics can influence individuals' cognitive structures and, to a lesser extent, values in a culture, we address this gap in the literature and argue that individuals' strain in reaction to job resources may differ across cultures. Specifically, we theorize that the societal cultural dimensions of individualism–collectivism and …

Disentangling Passion And Engagement: An Examination Of How And When Passionate Employees Become Engaged Ones, Violet T. Ho, Marina N. Astakhova

Management Faculty Publications

While anecdotal industry evidence indicates that passionate workers are engaged workers, research has yet to understand how and when job passion and engagement are related. To answer the how question, we draw from person-environment fit theory to test, and find support for, the mediating roles of perceived demands-abilities (D-A) fit and person-organization (P-O) fit in the relationships between passion and job engagement, and between passion and organizational engagement, respectively. Also, because the obsessive form of passion is contingency-driven, we answer the when question by adopting a target-similarity approach to test the contingent role of multi-foci trust in the obsessive passion-to-engagement …

Has Engagement Had Its Day – What’S Next And Does It Matter?, John P. Meyer

Psychology Publications

No abstract provided.

Changes In Job Satisfaction Through Time In Two Major New England Fishing Ports, Tarsila Seara, Richard Pollnac, John J. Poggie

Biology and Environmental Science Faculty Publications

Fishing communities in the U.S. have been the subject of great transformation due to changes in availability of resources and the implementation of different rules and regulations to manage the fisheries and conserve fish stocks. Job satisfaction has been widely regarded as an important component of well-being especially among fishermen because the occupation of fishing includes attributes of ‘adventure,’ ‘challenge,’ and ‘being outdoors’ infrequently found in other employment. It has been previously demonstrated that management driven changes to fishing communities can directly and indirectly affect aspects of fishermen’s job satisfaction and, consequently, their wellbeing. This paper presents a unique through …

Filling The Holes: Work Schedulers As Job Crafters Of Employment Practice In Long-Term Health Care, Ellen Ernst Kossek, Matthew M. Piszczek, Kristie L. Mcalpine, Leslie B. Hammer, Lisa Burke

Psychology Faculty Publications and Presentations

Although work schedulers serve an organizational role influencing decisions about balancing conflicting stakeholder interests over schedules and staffing, scheduling has primarily been described as an objective activity or individual job characteristic. The authors use the lens of job crafting to examine how schedulers in 26 health care facilities enact their roles as they “fill holes” to schedule workers. Qualitative analysis of interview data suggests that schedulers expand their formal scope and influence to meet their interpretations of how to manage stakeholders (employers, workers, and patients). The authors analyze variations in the extent of job crafting (cognitive, physical, relational) to broaden …

Intervention Effects On Safety Compliance And Citizenship Behaviors: Evidence From The Work, Family, And Health Study, Leslie B. Hammer, Ryan C. Johnson, Tori Laurelle Crain, Todd Bodner, Ellen Ernst Kossek, Kelly Davis, Erin L. Kelly, Orfeu M. Buxton, Georgia Karuntzos, L. Casey Chosewood, Lisa Berkman

Psychology Faculty Publications and Presentations

We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 health care facilities using a group-randomized trial. Based on conservation of resources theory and the work-home resources model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family, and employee control over work time, would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline and at 6-month …

Moderating Role Of Social Support In The Stressor-Satisfaction Relationship: Evidence From Police Officers In Korea, Seulki Lee, Taesik Yun, Soo-Young Lee

Research Collection School of Social Sciences

The purpose of this study is to find out the relationship between job stress and job satisfaction, and analyze the effect of social support on this relationship. In particular, this study analyzes the effects of three types of job stress – role overload, role ambiguity and bad physical environment – and two sources of social support – supervisor and coworker support. Regression analysis was performed using data from a survey of 619 police officers in Korea. The findings from the analysis are as follows. First, role ambiguity and bad physical environment are negatively related to job satisfaction. Second, social support …

Competition, Autonomy, And Prestige: Mechanisms Through Which The Dark Triad Predict Job Satisfaction, Peter K. Jonason, Serena Wee, Norman P. Li

Research Collection School of Social Sciences

Organizational researchers increasingly recognize the need to consider the Dark Triad traits (i.e., psychopathy, Machiavellianism, and narcissism) when explaining undesirable work outcomes (e.g., counterproductive behaviors). However, little research has focused on the motivations of those who actually hold the traits. In this study (N = 361) we examined how the Dark Triad traits predispose individuals to perceive situations as competitive, prestigious, and comprised of restrictions (i.e., autonomy) which differentially predict job satisfaction. Individuals high on psychopathy and Machiavellianism perceived their workplaces as competitive, whereas individuals high on narcissism perceived their workplaces as prestigious and with fewer restrictions. Sex differences in …

Relative Effects Of Lower-Order And Higher-Order Quality Of Work Life On Employee Job Satisfaction And Life Satisfaction: Case Studies Of Service And Manufacturing Sectors In Thailand, Kalayanee Senasu, Anusorn Singhapakdi

Marketing Faculty Publications

This research investigates the relative effects of lower-order and higher-order aspects of quality of work life (QWL) on employee job satisfaction and overall life satisfaction in Thai workplaces. The data were collected by means of questionnaires mailed to employees of 6 selected companies-3 companies in each of the service and manufacturing sectors in Thailand with respective response rates of 72 and 74 percent. The results reveal that the two aspects of QWL in all companies have a positive impact on both aspects of employee satisfaction: job satisfaction and overall life satisfaction. The results also reveal a generally more important role …

Happiness At Work: Rules For Employee Satisfaction And Engagement, Femi Cadmus

Faculty Scholarship

The concept of employee satisfaction and engagement is not new. Quite recently, however, there appears to be renewed interest in positive psychology, tracking what makes for happiness in general, and how this translates in the workplace. Cultivating and maintaining a climate and culture which breeds happy, motivated, and productive employees in a library setting requires hard work. Happiness in the workplace is not unattainable, but it requires a concerted plan of action and consistent effort by managers. Managers also need to take steps to make sure that their own personal and work needs are being taken care off to avert …

Work-School Conflict And Work School Enrichment: A Student's Perspective On Taking On Multiple Roles Through On-Campus And Off-Campus Employment, Flora Dakas

Honors Scholar Theses

This study investigated how the location of employment, on or off-campus, may affect student experiences of negative and positive spillover from the work role to the academic role. It was hypothesized that work-to-school conflict (WSC) would be positively associated with the number of hours devoted to the employment role. Beyond that, it was hypothesized that both WSC and work-to-school enrichment (WSE) would be greater for students who are employed in off-campus jobs as opposed to students who work in on-campus positions. In addition, it was hypothesized that negative and positive spillover from work roles to school roles will contribute to …

Minor Incidents With Major Impacts: The Effects Of Bottom-Up Incivility On Supervisor Targets, Abby Meador

Masters Theses & Specialist Projects

Incivility within organizations is a rampant problem with dire consequences,including adverse effects on both job satisfaction and psychological states. This study was conducted to address the gap in the current literature that looks at incivility within organizations. To date, no studies have assessed the impact of bottom-up incivility (i.e., incivility that is directed from subordinates to supervisors) on supervisor targets. Thus, this study investigated the impact of bottom-up forms of incivility of supervisors’ mental and physical states, as well as their levels of job satisfaction. However, due to small sample sizes, the current research was expanded to address the effects …

Measuring Work Preferences: A Multidimensional Tool To Enhance Career Self Management, G. Ronald Gilbert, Ravipreet S. Sohi, Adriana G. Mceachern

Department of Marketing: Faculty Publications

Purpose: The purpose of this paper is to introduce a multidimensional work preference research instrument, and to relate scores on these dimensions with subjects' real world work choices.

Design/methodology/approach: Repeated samples of 1,002 and 975 adult subjects were used to identify 17 empirically derived constructs, using both EFA and CFA statistical applications. The CFA revealed measurement invariance among the predicted and measured constructs. The 17 validated constructs were culled from career development-related psychology that has variously been identified with learning styles, work interests, work values, and temperament. Using a third sample of 590 subjects, MANOVA analyses of work preference scores …

Newcomer Adjustment During Organizational Socialization: A Meta-Analytic Review Of Antecedents, Outcomes, And Methods, Talya N. Bauer, Berrin Erdogan, Todd Bodner, Donald M. Truxillo, Jennifer S. Tucker

Business Faculty Publications and Presentations

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work …

A Study Of The Background, Level Of Job Satisfaction, Maturity, And Morale Of "Delayed Vocation" Catholic Priests, Thomas H. Hicks

Psychology Faculty Publications

No abstract provided.