The effect of resilience on performance and job satisfaction among construction managers in Saudi Arabia

Varshney, Deepanjana; Varshney, Nirbhay Krishna

doi:10.1002/joe.21799

Cited by 27 publications

(26 citation statements)

References 52 publications

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“…In the career context, Bimrose and Hearne (2012) identified that barriers, such as lack of employment opportunities, lack of organizational support, and change in personal priorities, do not appear as issues to resilient individuals since they develop a strong commitment to career goals and develop adaptability to achieve them. Varshney and Varshney (2017), in their study of 126 managers in Saudi Arabia’s construction industry, found that resilience mediated between job satisfaction and both adaptive performance and contextual performance, but it did not affect task performance.…”

Section: Conceptual Backgroundmentioning

confidence: 99%

The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators

Srivastava

Madan

2020

Australian Journal of Career Development

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The aim of this research was to assess the relationship between resilience and career satisfaction. Individuals feel more satisfied with their choice of career when they are higher on resilience, resulting in higher self-esteem and better health. Such individuals have better control over their work, even in disruptive times. The study was conducted with 272 middle level managers (60% male and 40% female) from 10 private banks in Delhi/NCR India. The research illustrated that resilience has a positive and significant association with career satisfaction, accounting for 41% of variance, and established the moderating roles of trust, political skills and organizational identification in the resilience-/career-satisfaction relationship. Employers could benefit if they engage employees in resilience training programmes that endow them with the ability and tactics to deal with challenges and uncertainty about the future.

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Section: Conceptual Backgroundmentioning

confidence: 99%

The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators

Srivastava

Madan

2020

Australian Journal of Career Development

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“…In situations that require high resilience to stress [ 89 , 90 ], or where employees are forced to adapt to changes in activity in their workplace [ 76 ], maintaining a high level of job satisfaction is an unrealistic goal [ 76 ]. Therefore, internal marketing is even more important for positive and sustained job satisfaction [ 22 , 24 , 60 ].…”

Section: Literature Review and Conceptual Model Developmentmentioning

confidence: 99%

“…An employee’s individual performance is touched on from the perspective of three dimensions, namely task performance, contextual performance, and counterproductive work behavior [ 97 , 98 ]. This approach has been highly debated in the literature [ 90 , 99 , 100 ], studies offering a multidimensional perspective on the way employees perceive their own performance or display counterproductive behaviors [ 97 , 98 ]. As intriguing as the analysis of counterproductive work behavior regarding employees’ individual performance may seem, its consideration is entirely justified because, if performance expresses efficiency, then counterproductivity expresses the opposite, namely employees’ inefficiency to handle the tasks and/or the duties, namely the workload.…”

Section: Literature Review and Conceptual Model Developmentmentioning

confidence: 99%

The Influence of Internal Marketing and Job Satisfaction on Task Performance and Counterproductive Work Behavior in an Emerging Market during the COVID-19 Pandemic

Nemțeanu

Dabija

2021

IJERPH

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To reduce the spread of the virus, authorities have imposed restrictive measures, such as limiting movement of individuals, shutting down non-essential stores, imposing a general or local quarantine, along with physical distancing and isolation of vulnerable people. Remote working has become the ‘new normal’ for many organizations, engendering further challenges for employees, who have started experiencing anxiety, technostress caused by digitalization and lack of social interaction, frustration, occupational burden, counterproductive work behavior, exhaustion, burnout, depersonalization, and increased turnover intention. All these factors, corroborated by prolonged restrictions, have contributed to a decrease in employee satisfaction, diminishing performance and generating a counterproductive behavior. Based on Social Exchange Theory, this research plans to investigate the influence of internal marketing on job satisfaction, task performance, and counterproductive work behavior in the context of the COVID-19 pandemic in an emerging market, namely Romania. Based on a quantitative research study among 850 employees, we show that internal marketing strongly and significantly impacts job satisfaction, while insignificantly impacting task performance and counterproductive work behavior. Job satisfaction actuates task performance in a significant and positive manner, contributing to a reduction in counterproductive work behaviors. This paper highlights the effects of internal marketing orientation on job satisfaction, and the effects of job satisfaction on job performance and counterproductive work behaviors.

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“…The job performance of construction professionals refers to the results of tasks completed within their allotted times [30]. Job performance determines the career development and the promotion opportunities of construction professionals [38]. Not surprisingly, researchers have found that high performers tend to have stronger professional skills and better career opportunities, as well as tend to be more likely than low performers to be promoted within their organizations [39].…”

Section: Job Outcomesmentioning

confidence: 99%

Work–Family Conflict and Job Outcomes for Construction Professionals: The Mediating Role of Affective Organizational Commitment

Cao

Liu

et al. 2020

IJERPH

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This study developed and tested a model, which involves the effects of work–family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work’s interfering with family life and family life’s interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work–family conflicts on job satisfaction. This study advances our understanding of how or why work–family conflicts produce dysfunctional effects on employees’ job outcomes in the context of construction projects.

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The effect of resilience on performance and job satisfaction among construction managers in Saudi Arabia

Cited by 27 publications

References 52 publications

The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators

The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators

The Influence of Internal Marketing and Job Satisfaction on Task Performance and Counterproductive Work Behavior in an Emerging Market during the COVID-19 Pandemic

Work–Family Conflict and Job Outcomes for Construction Professionals: The Mediating Role of Affective Organizational Commitment

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