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The objective of this study was to empirically examine the moderating effects of gender and organizational level (OL) on work stress-job demands (JD) and interpersonal conflict (IC), and job satisfaction (JS) for Chinese hotel employees. Data were collected from employees (n=271) in six upscale hotels of Zhejiang Province, China via self-administered questionnaire and then processed utilizing SPSS...
Knowledge workers are the high incidence group of job burnout because of fierce social competition and occupational stress. Aiming at getting the characteristics of knowledge workers, this paper analyzes the main forming reasons of job burnout, explores the prediction indexes of knowledge workers' job burnout based on organizational job design, including the workload, interpersonal support, amount...
Today, Firm networks are receiving an increasing attention in China. However, little research examined the relationship of job satisfaction, organizational commitment and efficiency of firm networks, although some previous researches examined them in hierarchy firms, especially lack of empirical investigation. In this paper, 3 latent variables and 21 observed variables are conducted in structural...
The essence of learning organization is to improve the growth of individual and organization; whereas, the empirical studies about the relationship between learning organization and outcomes of individual and organization are not enough to meet the needs for theoretical and practical research. The purpose of this study is to exam the developmental stage of learning culture and its impact on individual...
U.S. Federal Senior Level & Scientific or Professional Employees (SL/ST) play crucial roles in the operation of federal government, thus it is necessary to study this group of employees and the corresponding managerial system in order to promote their work performance and creativity. This study seeks to find out the effects of Public Service Motivation (PSM) on SL/ST's job satisfaction and...
Through one survey of 206 employees from diverse geographical areas in China, this study investigated the relationship among perceived organizational support, job satisfaction, intention to leave and intention to remain. The aim is to test the different effects of perceived organizational support and job satisfaction in predicting turnover intention and intention to remain. Results show that both...
The purpose of this study was to explore the relationship between life stress and job satisfaction. Participants were 6,873 residents from 154 cities and counties in China. The authors used hierarchical linear model to investigate the relationship. Results indicate a significant relationship between life stress and job satisfaction in individual-level and group-level. Additionally, life stress in...
Organizational identification means the member has a feeling of consistency with its organization and with relevant behaviors. It is the feeling that the member feels oneself belongs to the organization. Based on a sample of 492 college teachers from 9 universities, the study test the relationship between organizational identification and job satisfaction, task performance as well as organizational...
The aim of this research is to explore organizational culture and individual-organization fit (I-O Fit) as predictor of job satisfaction and organizational commitment. It's hypothesized that values composing organizational culture: a) are joint in constructs that postpone to some typologies already explored in the studies concerning organizational cultures; b) they behave as stable elements of that...
This study focused on the effects of subordinate-supervisor conscientiousness fit on organizational commitment and job satisfaction, and explored the mediator effect of trust in leadership between subordinate-supervisor conscientiousness fit and outcomes. The results showed that some specific dimensionalities of the subordinate-supervisor conscientiousness fit had significant positive influence to...
This study investigated the relationships of perceived organizational support (POS), job satisfaction and behavioral outcomes, partially to help explain in past research regarding the relationship between POS and performance (task performance and organizational citizenship behaviors (OCBs)). In this study, 261 employees from Small-Medium sized enterprises in China were selected as participants. Data...
The study attempted to explore protective effects of procedural justice on job insecurity and job attitudes of Chinese workers in the face of an impending organizational change. In a large-scale state-owned telecom company and its four subsidiary companies in China where a fundamental organizational change was about to take place, 592 employees were randomly sampled and surveyed. The results of hierarchical...
The study was to investigate the generalizability of perceived organizational support and job satisfaction as positive correlations of employee performance in China. In a study conducted, 130 matched cases of 130 employees and their 34 immediate supervisors from two large-scale state-owned enterprises were selected as participants. Standardized psychological scales measuring POS, job satisfaction,...
Person-environment (P-E) fit has long been a focus in organizational research. Previous studies of manufacturing management have ignored a critical factor: the fit between the organization and employees. To address this oversight, this study focuses on organizational culture and person-environment fit and their relationship to organizational commitment and job satisfaction for manufacturing workers...
Research on job satisfaction of employees has always been a hot spot in Human Resource Management. This study examined the relationship between three forms of organizational justice and job satisfaction on Post-'80 generation employees in Chinese IT industry. Survey data were collected from 198 IT personnel employed coming from ten IT enterprises in two cities of China via a combination of mail survey...
This study is aimed at work attitudes of part-time employment and full-time employment of retail businesses. The result indicated that internals in part-time employment would be associated with higher job satisfaction and affective organizational commitment than full-time employment. On the contrary, externals in full-time employment would be associated with higher job satisfaction and affective organizational...
Through one study which collected data from Chinese telecommunication industry, a conceptual model of the relationship between perceived organizational support, job satisfaction and employees' intention to remain with their organization after industry restructuring was tested. It concluded that implementing training and development practice, offering promotion opportunities and providing interesting...
Based on social exchange theory and the principle of reciprocity, this paper discusses the relationships among employees' perceived organizational support (POS), job satisfaction, turnover intention and locus of control, and proposes a theoretical model that job satisfaction mediates the relationship between perceived organizations and turnover intention, and 384 employees were assessed as a sample...
The employee turnover of private auto parts enterprises is one of the important aspects of the employee relationship management. This paper analyzes the influencing factors of the employee demission inside the private auto parts enterprises in three dimensions: macro environment factor, organization factor, individual factor, and then deeply studies the different indexes of each demission. The author...
Our study is part of an attempt to build up a mixed employment research model addressing the interaction between nonstandard employees and standard employees in the mixed employment work environment. Our initial research model is built up through a two-way analysis of the interaction between the standard and nonstandard employees mainly from three aspects which are job satisfaction, organizational...
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