Effort-reward imbalance at work: the role of job satisfaction

Abstract

Purpose The purpose of this paper is to examine the mediating role of job satisfaction in the relationship between effort-reward imbalance (ERI) and burnout, turnover intentions, and mental health. Design/methodology/approach Based on a sample of 323 full-time employees in the small developing country in the Caribbean, this survey study tested a mediation model with job satisfaction depicting the relationship between ERI and various outcome variables. The model was compared to a partial mediation model. Findings The structural equation modelling (SEM) results revealed that the partial mediating model was superior to the full mediation model, suggesting that job satisfaction plays only a partial role in mediating the relationships between ERI and burnout, turnover intentions, and mental health. Research limitations/implications The study presents a cross-sectional approach to model testing but the study controlled for CMV statistically using the common latent factor approach within latent SEM procedures. Practical implications Organisations should ensure that employees’ efforts are appropriately and fairly rewarded as a means of reducing negative ERIs which can have adverse consequences on the physical and mental health of employees. Originality/value Using latent SEM procedures and statistical controls for CMV, the study examined job satisfaction as a potential mediator in a popular stressor-strain model.

The Psychology of Resistance to Change: The Antidotal Effect of Organizational Justice, Support and Leader-Member Exchange

“…Now, in order to detect CMV, the standardized loadings of the two models were compared. The difference between these loadings was found to be less than 0.2, implying that CMV did not significantly inflate the estimates of the model CLF was not specified ( Devonish, 2018 ). Thus, the presence of CMV was disregard in this study.…”

Comparing working conditions and job satisfaction in hospitality workers across Europe

“…Physical environment : This dimension refers to environmental hazards and to factors related to posture-related risks, which become relevant factors in the health of employees, a fundamental aspect of job hygiene and satisfaction ( Devonish, 2018 ; Koh et al, 2017 ).…”

Demographic factors, compensation, job satisfaction and organizational commitment in private university: an analysis using SEM

“…Compensation can be categorized as intrinsic or extrinsic, financial or non-financial and direct or indirect benefits, which influence job satisfaction and ultimately organizational commitment (Shortland, 2018). Evidently, compensation has an important link between the rewards a company offers and those individuals who are attracted to the compensation into working for the organization and those employees who will continue the work for the business (Devonish, 2018). Generous rewards and incentives tend to retain people because high rewards lead to enhanced job satisfaction, organizational commitment and company loyalty (Ong et al, 2014).…”

“…Such as a mediating role of organizational commitment (Cao et al, 2020;Supartha et al, 2018), there have been several empirical studies that show a mediating role of job satisfaction (Devonish, 2018;Dinc, 2017;Valaei and Razaei, 2016;Saleem and Saleem, 2014) between different HRM factors. However, any study conducting the mediating role of job satisfaction between compensation structure and organizational commitment is sparse.…”

“…There has been a bunch of research that explores the influence of HRM practices on job satisfaction and organizational commitment in both secondary and service sectors (Devonish, 2018;Hao et al, 2016;Chang et al, 2016;Moritz, 2014;Saleem and Saleem, 2014;Meisler, 2014). However, many research papers focus on demographic aspects or personal factors that are also responsible for influencing organizational commitment in manufacturing, banking and military profession (Visanh and Xu, 2018;Saha, 2016;Booth-Kewley et al, 2017).…”