Building and Sustaining Proactive Behaviors: The Role of Adaptivity and Job Satisfaction

Strauss, Karoline; Griffin, Mark; Parker, Sharon K.; Mason, Claire M.

doi:10.1007/s10869-013-9334-5

Cited by 48 publications

(53 citation statements)

References 51 publications

(83 reference statements)

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“…Johnson and McIntye [30] believe that engagement and devotion towards a company are dependent on the degree of satisfaction at the work place which includes: safety of the work place, the salary, additional benefits, training and taking part in the decision making process. These findings have been confirmed by many other studies, among which: [30][31][32][33][34]. Latham [34], considers that the relationship between work achievement and satisfaction is a reciprocal-conditioned process, and the satisfaction can be the cause and the effect in the same time.…”

Section: Literature Review and Theoretical Frameworksupporting

confidence: 67%

Regional Sustainability, Individual Expectations and Work Motivation: A Multilevel Analysis

et al. 2019

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In the context of the recent labor shortages in Eastern European countries, Romania included, companies, organizations and decision makers need to strongly address the issue of labor motivation for increasing worker performance and also for attracting the scarce labor resources. The main goal of the research is to explore new determinants of work motivation, such as regional sustainability and also individual factors related to individual expectations. Therefore, the responsive methodology used for this purpose implies a multilevel econometric modelling, in which the first level regards individuals, and the second one consists in development regions. Moreover, the role of individual factors is tested using Vroom’s theory of expectations and filling a gap in the existing literature on work motivation in developing, post-communist economies. The main findings prove that one dimension of sustainability, namely social sustainability has a significant impact on work motivation, alongside with four dimensions of individual factors. Economic and environmental sustainability have no significant impact on work motivation in the case of Romanian workers.

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Section: Literature Review and Theoretical Frameworksupporting

confidence: 67%

Regional Sustainability, Individual Expectations and Work Motivation: A Multilevel Analysis

et al. 2019

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“…For example, research has demonstrated that job crafting (a type of proactive behaviour) was beneficial for aiding employees to adapt to austerity related changes in Greece (Demerouti et al, ; Petrou, Demerouti, & Xanthopoulou, ). However, due to the lack of available job resources during times of austerity, employees are less likely to engage in effortful proactive behaviour (Strauss, Griffin, Parker, & Mason, ; Strauss, Parker, & O'Shea, ).…”

Section: Proactive Behaviour During Economic Recessionmentioning

confidence: 99%

Mindful Emotion Regulation, Savouring and Proactive Behaviour: The Role of Supervisor Justice

Molina

O’Shea

2019

Applied Psychology

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The global financial crisis and recession‐prompted budget cuts represent significant challenges to public sector organisations, limiting their ability to make changes to job design and increasing job demands. In such environments, primary interventions targeted at changing the job or the work are not always viable. In this research, we examine the effectiveness of a mindful emotion regulation (MER) intervention versus a “control” savouring nature (SN) intervention in terms of facilitating the investment of work engagement into proactive behaviours. We also examine how the job resource of supervisor justice impacts these relationships. We collected data from an Irish public sector organisation using a cluster randomised controlled trial design. The final sample comprised 108 participants (MER = 74; SN = 34). Results highlight the valuable role that job resources play as boundary conditions of psychological‐based interventions since the success of MER and SN depended on the participants’ perceptions of supervisor justice. When supervisor justice was high, a restorative SN exercise was effective in promoting proactive behaviours. When supervisor justice was low, a more complex cognitive and emotional exercise in the form of MER was required. We explain these results and consider their implications for future research.

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“…Yao and Wang concerned organizational outcomes of normative commitment in Chinese companies, examined the relationship among employee job satisfaction, in-role performance, and organizational behaviour [14]. Strauss et al claimed that a high level of satisfaction can sustain proactivity [15]. The increasing focus on attitude toward work is linked to the belief that the degree of employee satisfaction is related to various aspects of job behavior, such as productivity, absenteeism, and turnover rates [16].…”

Section: Employee Satisfaction Factors and Commitment To Organizationmentioning

confidence: 99%

Multilevel Analysis of Employee Satisfaction on Commitment to Organizational Culture: Case Study of Chinese State-Owned Enterprises

Liu

Tso

Yang

et al. 2017

MCA

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This study analyzes the effects of employee satisfaction and demographic indicators on employee commitment to organizational culture at the enterprise level. With data from a survey of 3029 employees from 27 state-owned enterprises (SOEs), a hierarchical linear model (HLM) is used to identify the influencing factors of employee commitment to organizational culture at the enterprise level. An empirical study indicates that apart from the factors of employee satisfaction and demographic background, four contextual variables of enterprises, namely, comprehensive management, energy intensity, cost-income ratio, and capacity-load ratio, also influence commitment to organizational culture levels. Results show that applying HLM can substantially improve the explanatory power of employee satisfaction factors on commitment to organizational culture using nested enterprise contextual variables. Although measurement scales and satisfaction models have been proposed over the years, only a few studies have addressed the particular nature inherent in Chinese SOEs. HLM, which accounts for the nested data structure and determines the effects of employee satisfaction factors on commitment to organizational culture without bias, is developed in this study. Through an insider view based on empirical work, this research can improve the ability of senior managers to understand the culture and dynamics of organizations, to deliver strong leadership, and to enhance corporate internal management.

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Building and Sustaining Proactive Behaviors: The Role of Adaptivity and Job Satisfaction

Cited by 48 publications

References 51 publications

Regional Sustainability, Individual Expectations and Work Motivation: A Multilevel Analysis

Regional Sustainability, Individual Expectations and Work Motivation: A Multilevel Analysis

Mindful Emotion Regulation, Savouring and Proactive Behaviour: The Role of Supervisor Justice

Multilevel Analysis of Employee Satisfaction on Commitment to Organizational Culture: Case Study of Chinese State-Owned Enterprises

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