Situational Strength as a Moderator of the Relationship Between Job Satisfaction and Job Performance: A Meta-Analytic Examination

Bowling, Nathan A.; Khazon, Steve; Meyer, Rustin D.; Burrus, Carla J.

doi:10.1007/s10869-013-9340-7

Cited by 86 publications

(88 citation statements)

References 109 publications

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“…Participants report that they enjoy their jobs (median = 4), are not bored most of the time (median = 2) and feel accomplished and appreciated by superiors (medians = 4) [ †]. These results are encouraging because prior literature finds that job satisfaction is a positive predictor of performance in occupations where the employee has some discretion in performing their work (Bowling et al, 2015), and auditors do have discretion in performing their work. Participants accessed by following the link in the citation at the bottom of the page.…”

Section: Discussion Of Resultsmentioning

confidence: 84%

Audit quality indicators: perceptions of junior-level auditors

Brown

Gissel

Neely

2016

MAJ

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Purpose: In an effort to develop an audit quality (AQ) framework specific to the US audit market, the Public Company Accounting Oversight Board (PCAOB) recently issued a concept release proposing 28 audit quality indicators (AQIs) along three dimensions: audit professionals, audit process and audit results. Using AQIs initially proposed by the PCAOB, as well as AQIs suggested by prior literature, the authors solicit perceptions from junior-level (senior and staff) auditors to investigate the current state of practice along many of the AQIs relating to audit professionals and audit process. Design/methodology/approachIn the study, 78 junior-level auditors responded to the survey.

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Section: Discussion Of Resultsmentioning

confidence: 84%

Audit quality indicators: perceptions of junior-level auditors

Brown

Gissel

Neely

2016

MAJ

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“…In Petty, McGee, and Cavender's (1984) meta-analysis, the weighted mean correlation between satisfaction with coworker and job performance for one study was .57. Given that high correlations exist in previous research and vary across contexts, an examination of the strengths or weaknesses of contextual/situational factors could have explained the size of this correlation (Bowling, Khazon, Meyer, & Burrus, 2015;Kaplan, Bradley, Luchman, & Haynes, 2009). We recommend future researchers to consider also the situational strengths and weaknesses for understanding true correlations among study variables.…”

Section: Limitations and Future Researchmentioning

confidence: 96%

Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers

Haider

Jabeen

Ahmad

2018

Revista De Psicología Del Trabajo Y De Las Organizaciones

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In response to growing health and productivity problems resulting from employees' lack of work-life balance, many organizations are taking serious steps to reduce conflict in their employees' work and family roles (Fapohunda, 2014; Working Families, 2017). This has led to increasing researchers' and managers' interest in this area of study. Organizations not permitting work-life flexibility tend to negatively impact their employees' job performance, whereas enhancing work-life balance may benefit both employees and organizations (Kelly et al., 2014). A recently published report in Forbes (an American business magazine) suggests that work-life balance matters much for higher creativity, productivity, and performance (Kruse, 2017). A variety of studies have delineated a strong relationship between work-life balance and employee job performance (Kim, 2014; Smith, Smith, & Brower, 2016). Despite researchers' growing interest in examining the relationship between work-life balance and employee job performance, little work has described the mechanisms which explain this relationship. Outside of Kim's (2014) study supporting the mediating role of employee's affective commitment h t t p : / / j o u r n a l s. c o p m a d r i d. o rg / j wo p

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“…In accordance with the results, job satisfaction affects performance [22]. Therefore, in order to improve performance, job satisfaction must be improved with site strength moderator variables [23].…”

Section: Resultsmentioning

confidence: 66%

Pedagogic Competence, Work Motivation, and Job Satisfaction (Factors Influence Lecturer Performance)

Misdalina¹,

Asmawi²,

Sujanto³

2019

Proceedings of the First International Conference on Technology and Educational Science

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Factors that influence the performance of lecturers include the organizational behaviour and individual mechanisms. Pedagogic competence is an aspect of organizational behaviour, while work motivation and job satisfaction represent a part of the individual mechanism. Among the three variables, which one needs to be considered first to improve the performance of lecturers? Data from the pedagogic competence test, work motivation questionnaire and job satisfaction from 172 lecturers of the Universitas Persatuan Guru Republik Indonesia, Palembang were analysed using descriptive statistics, t-test and path analysis. The results showed that there was influence of pedagogic competence, work motivation, and job satisfaction on the performance of lecturers. Factors that need to be considered first as intervening variables are work motivation and job satisfaction and further needs to be improved is pedagogic competence.

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Situational Strength as a Moderator of the Relationship Between Job Satisfaction and Job Performance: A Meta-Analytic Examination

Cited by 86 publications

References 109 publications

Audit quality indicators: perceptions of junior-level auditors

Audit quality indicators: perceptions of junior-level auditors

Moderated Mediation between Work Life Balance and Employee Job Performance: The Role of Psychological Wellbeing and Satisfaction with Coworkers

Pedagogic Competence, Work Motivation, and Job Satisfaction (Factors Influence Lecturer Performance)

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