Job Satisfaction and Innovative Performance in Young Spanish Employees: Testing New Patterns in the Happy-Productive Worker Thesis—A Discriminant Study

Ayala, Yarid; Silla, José Ma. Peiró; Tordera, Núria; Lorente, Laura Monsalve; Yeves, Jesús

doi:10.1007/s10902-016-9778-1

Cited by 40 publications

(40 citation statements)

References 76 publications

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“…The third finding of the analysis is that there is a strong positive and significant relationship between job satisfaction and organizational innovation. Again, this finding supports the results of previous studies [24,99].…”

Section: Discussionsupporting

confidence: 93%

Learning Organizations and Innovation Mediated by Job Satisfaction

Allouzi¹

2018

IJBER

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The purpose of this research is to investigate whether job satisfaction plays a mediating role in the relationship between learning organization and organizational innovation. To perform this research, questionnaires were used to collect data from 20 insurance companies in Jordan listed on the Amman Stock Exchange. Data were analyzed using the Statistical Package for Social Sciences, with descriptive analysis used to obtain general information about the employees and linear regression analysis used to test the research hypotheses. The results of this research indicate that learning organization positively impacts job satisfaction, that job satisfaction has a significant impact on organizational innovation, and that learning organization has a significant impact on organizational innovation. Further, job satisfaction was found to play a mediating role in the relationship between learning organization and organizational innovation. This research's findings suggest that insurance companies that operate as learning organizations and seek improvements in their innovativeness should take employee job satisfaction into account. This research is important for companies seeking to improve the innovativeness of their employees. It shows that this can be encouraged by becoming a learning organization and concurrently improving employees' job satisfaction.

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Section: Discussionsupporting

confidence: 93%

Learning Organizations and Innovation Mediated by Job Satisfaction

Allouzi¹

2018

IJBER

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“…Wahyunianti Dahri and Aqil (2018) explained the organizational culture and job satisfaction are considered very important in improving organizational commitment and innovative performance. This strengthens the results of research conducted by (Ayala et al, 2017) who carried out on employees in Spain who show that satisfied employees will tend to increase innovative behaviour at work. This strengthens previous researchers who examined the relationship between organizational culture and organizational commitment in the school environment as examined by Similarly in previous research conducted in the world of education, especially schools, as conducted by Rizwan Qaiser Danish with the title "Job Satisfaction And Organizational Commitment Of Teachers In Pakistan Public Sector found that job satisfaction has a significant influence on organizational commitment (Danish and Usman, 2010).…”

Section: Job Satisfaction and Organizational Commitmentsupporting

confidence: 85%

“…Job satisfaction influences innovative full performance. This strengthens the results of research conducted by (Ayala et al, 2017) who carried out on employees in Spain who show that satisfied employees will tend to increase innovative performance at work. (Niu et al, 2014) in his research towards the service industry in Taiwan which states that innovative performance can be influenced by job satisfaction because innovative performance is not an innate employee but rather a behaviour that can be stimulated by increasing employee job satisfaction.…”

Section: Job Satisfaction and Innovative Performancesupporting

confidence: 84%

Increasing Innovative Performance through Organization Culture, Work Satisfaction and Organization Commitments

Sudarnice

2020

integr. j. of. bus. and. econ.

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This research was conducted to measure innovative performance of teachers at the State Vocational High School Kolaka, Kolaka District, Southeast Sulawesi Province. Variables used in this study are organizational culture, job satisfaction, organization commitment and innovative performance. Organization culture, job satisfaction as an independent variable in analyzing organization commitment variables. While other variables namely innovative performance as the dependent variable. Sampling technique in this study was to use a census method with a total of 98 respondents, while those collected were 82 questionnaires. Data analysis in this study uses smart PLS (Partial Least Square). Finding of this study found that organizational culture and job satisfaction have positive relationship on organization commitment. Moreover, organization culture, job satisfaction, and organizational commitment have positive relationship toward innovative performance.

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“…On the basis of this reality and theoretical background, this study chooses job satisfaction-an employee's positive working attitude-as an antecedent variable and mainly focuses on the impact of employees' job satisfaction on UPB. Past studies consistently agree that employees with high job satisfaction tend to display more pro-organizational behaviour, such as organizational citizenship behaviour, work engagement and innovative performance (Ayala, Peiró Silla, Tordera, Lorente, & Yeves, 2017). However, existing studies have ignored the fact that although job satisfaction drives employees to engage in pro-organizational behaviour, there could simultaneously be potential risks of their violating social norms or ethical codes.…”

mentioning

confidence: 99%

Why and when does job satisfaction promote unethical pro‐organizational behaviours? Testing a moderated mediation model

Dou

Chen

et al. 2018

Int J Psychol

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This study examined the relationship between job satisfaction and unethical pro‐organizational behaviours (UPB) by testing a moderated mediation model that focused on how employees' belongingness mediates the relationship between job satisfaction and UPB and how corporate ethical values moderate this mediated relationship. Our investigation included 369 employees from different organizations in Southeast China. The regression analysis revealed that job satisfaction positively influences UPB through belongingness. In addition, a moderated regression analysis indicated that low corporate ethical values strengthen not only the effect of belongingness on UPB but also the indirect effect of job satisfaction on UPB. These findings deepen our understanding of UPB by showing that individuals with a high level of job satisfaction are more likely to engage in UPB through belongingness when corporate ethical values are low. Finally, the theoretical and managerial implications of these results are discussed.

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Job Satisfaction and Innovative Performance in Young Spanish Employees: Testing New Patterns in the Happy-Productive Worker Thesis—A Discriminant Study

Cited by 40 publications

References 76 publications

Learning Organizations and Innovation Mediated by Job Satisfaction

Learning Organizations and Innovation Mediated by Job Satisfaction

Increasing Innovative Performance through Organization Culture, Work Satisfaction and Organization Commitments

Why and when does job satisfaction promote unethical pro‐organizational behaviours? Testing a moderated mediation model

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