Examining the Moderating Role of Mentoring Relationship in between Content Plateauing with Job Satisfaction and Willingness to Leave the Organization (Case Study: Iran Ministry of Industry, Mines and Trade)

Tabarsa, Gholamali; Nazari, Arezoo

doi:10.17485/ijst/2016/v9i7/87858

Cited by 9 publications

(9 citation statements)

References 14 publications

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“…Mood states usually last longer, have a causal object and are short-lived. Events at work that trigger emotions are easier to remember than bad moods (Tabarsa & Nazari, 2016). Job satisfaction consists of intrinsic and extrinsic job satisfaction.…”

Section: Job Satisfactionmentioning

confidence: 99%

Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement

Riyanto

Endri

Herlisha

2021

Problems and Perspectives in Management

166

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Technological developments are things that must be followed by companies to achieve a competitive advantage to improve performance. To achieve and improve performance, companies need active employee engagement by encouraging motivation and fulfilling their job satisfaction. This study aims to analyze the effect of motivation and job satisfaction on performance with employee engagement as a mediating variable. The research sample is Information Technology (IT) companies located in the cities of Jakarta and Bandung, Indonesia. Research respondents are system developers who handle system development activities for a project or part of an ongoing project. By using the convenience sampling technique 103 responses were obtained from IT developers. The research model analysis method uses Partial Least Square (PLS) with SMART PLS Ver 3.0 software. Empirical findings prove that motivation has a positive effect on the performance of IT employees, while job satisfaction is independent. Employee engagement does not directly affect employee performance, but the effect of mediation through motivation and job satisfaction can have a significant effect on employee performance. The research findings have managerial implications, in increasing high employee involvement, motivation needs to be encouraged to be more active and innovative, and facilitate the achievement of the desired results. AcknowledgmentThis study was made possible because of the full support of the Region III Education Service Institute (LL-DIKTI III), the Ministry of Education and Culture of the Republic of Indonesia, and the Research Center at Mercu Buana University, Jakarta.

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Section: Job Satisfactionmentioning

confidence: 99%

Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement

Riyanto

Endri

Herlisha

2021

Problems and Perspectives in Management

166

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“…Various definitions have been proposed for job satisfaction in the literature (Lam et al , 2001). In the simplest form, job satisfaction can be defined as an individual’s level of fascination with his/her own job (Holland et al , 2011); however, the main definition proposes that job satisfaction is, in fact, an individual’s insight and attitude toward his/her own job (Tabarsa and Nazari, 2016; Tooksoon, 2011). In this definition, an insight refers to an individual’s assessment, appreciation, and evaluation of an object, an event, an individual, and so on (Indarti et al , 2017).…”

Section: Literature Review and Research Backgroundmentioning

confidence: 99%

Disclosing the bright side of SNs in the workplace

Olfat

Tabarsa

Ahmadi

et al. 2019

JEIM

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Purpose The purpose of this paper is twofold: first, to document that employees’ use of social networks (SNs) does not necessarily bring negative consequences and can indirectly benefit organizations and second, to compare the roles of public SNs and enterprise social networks (ESNs) in bringing benefits to organizations. Consequently, this study, on the basis of stimulus‒organism‒response theory, directly investigated and compared the roles of public SNs and ESNs in promoting employees’ organizational commitment from affective, normative, and continuance dimensions with regard to the mediating role of job satisfaction. Design/methodology/approach For this purpose, 240 employees of Asia-Tech Company, one of the high-speed internet service providers in Iran, who had joined Skype for Business ESN, were included in this study. Partial least squares (PLS) method was used to examine the validity of the measurement and structural models. To this end, Warp-PLS software (version 5.0) was employed. Findings The results of the study suggested that public SNs have a positive impact on affective and normative commitment; however, no significant impact was observed for continuance commitment. ESNs directly affect none of the dimensions of organizational commitment. Although both types of SNs have impacts on job satisfaction, the greater impact was found for the public SNs. Job satisfaction also has a positive effect on all three dimensions of organizational commitment. Originality/value To the best of authors’ knowledge, no study has directly investigated and compared the roles of ESNs and public SNs in promoting organizational commitment from affective, continuance and normative dimensions with regard to the mediating role of job satisfaction. The most important theoretical contribution of the present research was to document that the employees’ use of SNs does not necessarily entail the waste of resources and has various advantages, such as strengthening organizational commitment (in affective, normative and continuance dimensions) and job satisfaction. In fact, this study disclosed the bright side of SNs in the workplace.

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“…Simply put, job satisfaction is the individuals' interest toward their job (Holland et al, 2011;Lo and Ramayah, 2011). However, taking the traditional definition into account, job satisfaction is the positive attitude of individuals toward the nature of their job (Tooksoon, 2011;Lo and Ramayah, 2011;Tabarsa and Nazari, 2016;Yousef, 2017;Asrar-ul-Haq et al, 2017;Suifan et al, 2017). In this definition, attitude is the assessment and judgment of an individual toward things and events (Indarti et al, 2017).…”

Section: Job Satisfactionmentioning

confidence: 99%

A model for evaluating the paradoxical impacts of organizational members’ social use of SNSs on destructive voice

Tabarsa

Olfat

Shokouhyar

2019

JIBR

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Purpose This study aims to investigate the influence of organizational members’ social use of social networking sites (SNSs) on employees’ destructive voice directly and considering the mediating role of job satisfaction and affective commitment to the organization. Design/methodology/approach In total, 240 employees of Asia-tech Company have participated in this study. To test the hypotheses, the researchers have used the partial least squares (PLS) method with the help of smart PLS software (version 2.0). Findings The results showed that organizational members’ social use of SNSs has a positive effect on destructive voice directly and considering job satisfaction as a mediator. However, social use of SNSs in the workplace considering the mediating role of affective commitment has a negative effect on destructive voice. Practical/implications The results of the study edify managers on how social use of SNSs in the workplace has paradoxical effects on destructive voice directly and regarding affective commitment as a mediating variable. Thus, the main contribution of this study is the fact that although social use of SNSs has many advantages such as promotion of job satisfaction and affective commitment in the workplace, it might have some detrimental effect such as reinforcement of destructive voice. Originality/value The model presented in this study is totally unique. Moreover, the investigations showed that there is no documented study regarding the examination of the effect of social use of SNSs on destructive voice directly and considering the mediating role of job satisfaction and affective commitment.

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Examining the Moderating Role of Mentoring Relationship in between Content Plateauing with Job Satisfaction and Willingness to Leave the Organization (Case Study: Iran Ministry of Industry, Mines and Trade)

Cited by 9 publications

References 14 publications

Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement

Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement

Disclosing the bright side of SNs in the workplace

A model for evaluating the paradoxical impacts of organizational members’ social use of SNSs on destructive voice

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