The Moderating Effect of Religiosity on the Relationship Between Burnout and Job Satisfaction

Bal, Yasemin; Kökalan, Özgür

doi:10.3389/fpsyg.2021.750493

Cited by 8 publications

(8 citation statements)

References 36 publications

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“…According to Cohen's conventions ( 51 ), these results indicated the weak correlations between the study variable (| r | <0.3). Given that what the moderating variable needs to affect is the relationship between the independent and dependent variable rather than the dependent or independent variable ( 41 ), and the magnitude of correlation coefficient ( r = 0.269) between the independent and dependent variable is comparable with published studies ( 52 , 53 ), these results are acceptable.…”

Section: Resultsmentioning

confidence: 61%

The Moderating Effect of COVID-19 Risk Perception on the Relationship Between Empathy and COVID-19 Volunteer Behavior: A Cross-Sectional Study in Jiangsu, China

Zhu

Zhuang

Liu

et al. 2022

Front. Public Health

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The health system has encountered great challenges since the COVID-19 outbreak, volunteers are urgently needed in every situation during this crisis. The current study aimed to explore the relationship between empathy and COVID-19 volunteer behavior, along with the moderating role of COVID-19 risk perception in the above relationship. The cross-sectional survey was conducted online using Wenjuanxing from February 12th to March 16th, 2021, in Jiangsu, China. A total of 1,486 participants completed the Toronto Empathy COVID-19 volunteer behavior and COVID-19 risk perception questionnaires. The SPSS PROCESS macro was yielded to examine the moderating effect. Simple slopes analysis was conducted to detect the associations between empathy and COVID-19 volunteer behavior at three levels of the COVID-19 risk perception. The Johnson-Neyman (J-N) technique was used to calculate where the moderating effect is significance. Results showed that empathy was positively related with COVID-19 volunteer behavior (β= 0.080, p < 0.001). COVID-19 risk perception played a moderation effect on association between empathy and COVID-19 volunteer behavior (β = −0.005, p < 0.001), the greater the levels of COVID-19 risk perception, the weaker the associations between empathy and COVID-19 volunteer behavior. The J-N test showed the association between empathy and COVID-19 volunteer behavior was no longer significant when values of COVID-19 risk perception was >10.71. Current findings could enlighten researchers and policy makers, that fostering volunteerism among public during crisis situation through arousing more empathy and reducing unnecessary risk perception of the public.

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Section: Resultsmentioning

confidence: 61%

The Moderating Effect of COVID-19 Risk Perception on the Relationship Between Empathy and COVID-19 Volunteer Behavior: A Cross-Sectional Study in Jiangsu, China

Zhu

Zhuang

Liu

et al. 2022

Front. Public Health

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“…Thus, this research aims to add to the existing literature by focusing on a specific Asian Muslim country -Pakistan. It is argued that spirituality and religiosity are considered well-known factors that can increase commitment, job satisfaction and employee performance (Bal and K€ okalan 2021;Farrukh et al 2021;Mathew, Prashar, Ramanathan, Pandey and Parsad 2019). More specifically, people with a higher religiosity showed stronger positive attitudes such as internal motivation and meaningfulness, were found to be more satisfied and committed to their organizations (Darto, Setyadi, Riyadi and Hariyadi 2015;Ghazzawi, Smith and Cao 2016), and showed higher performance (Behere, Das, Yadav and Behere 2013;Hassan, Bin Nadeem and Akhter 2016).…”

Section: Discussionmentioning

confidence: 99%

Performance appraisal quality and employee performance: the boundary conditions of human resource strength and religiosity

Babar

Obaid

Sanders

et al. 2022

Asia Pac J Human Res

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This study aims to provide new insights on the boundary condition effects of human resource (HR) strength, based on the covariation principle of the attribution theory and job demand resource model. HR strength is defined as the features of an HR system that send signals to employees, allowing them to understand the desired responses and behaviors in the relationship between performance appraisal quality (PAQ) (clarity, regularity and openness) and employees' proficient, adaptive and proactive performance. Additionally, employees' religiosity is examined as a boundary condition of the effect of perceived HR strength. The findings of a two-wave, multi-actor study (N = 391 employees and 61 managers) highlight that the relationship between PAQ and employee performance is strongest when it is embedded within a strong HR system (perceived HR strength) and low religiosity, or within low perceived HR strength and high religiosity conditions.

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“…Religiosity could reduce individuals' psychological tension (Kitchens and Phillips, 2021) and how they understand and interact with the world (Park, 2005). Religiosity can help individuals deal with mental pressures, stress and overcome difficulties (Bal and Ko ¨kalan, 2021). Arguably, religiosity is a supportive force in enhancing psychological empowerment and employee engagement.…”

Section: Theoretical Foundationmentioning

confidence: 99%

“…Previous studies have examined the mediating effect of psychological empowerment (Ambad et al, 2021;Karatepe and Karadas, 2015;McMillan et al, 2011), job satisfaction (Al Samman and Mohmaed, 2020;O ¨LC ¸ER, 2015) and the moderating effect of religiosity on burnout and job satisfaction (Bal and Ko ¨kalan, 2021), resource capability and competitive advantage (Sachitra and Siong-Choy, 2019) and ethical intentions (Kashif et al, 2017). However, not much-needed attention is given to religiosity and job satisfaction in promoting psychological empowerment and employee engagement compared to other factors, particularly in Nigeria.…”

Section: Introductionmentioning

confidence: 99%

“…Many of the studies focussed on workplace well-being (De-la-Calle-Durán and Rodríguez-Sánchez, 2021; Rath and Harter, 2010), individual differences (Shuck and Rose, 2013), leadership (Carasco-Saul et al , 2015), job characteristics (Saks, 2006), religiosity (Febriansyah, 2019; Nwachukwu et al , 2021), social support (Othman and Nasurdin, 2013), empowerment (Ugwu et al , 2014), working conditions (Basit, 2017) and employee engagement (Sandhya and Sulphey, 2021). Previous studies have examined the mediating effect of psychological empowerment (Ambad et al , 2021; Karatepe and Karadas, 2015; McMillan et al , 2011), job satisfaction (Al Samman and Mohmaed, 2020; ÖLÇER, 2015) and the moderating effect of religiosity on burnout and job satisfaction (Bal and Kökalan, 2021), resource capability and competitive advantage (Sachitra and Siong-Choy, 2019) and ethical intentions (Kashif et al , 2017). However, not much-needed attention is given to religiosity and job satisfaction in promoting psychological empowerment and employee engagement compared to other factors, particularly in Nigeria.…”

Section: Introductionmentioning

confidence: 99%

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Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria

Nwachukwu

Agboga

2022

ICT

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Purpose This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement. Design/methodology/approach Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure. Findings The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement. Research limitations/implications A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships. Practical implications This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged. Originality/value To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.

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The Moderating Effect of Religiosity on the Relationship Between Burnout and Job Satisfaction

Cited by 8 publications

References 36 publications

The Moderating Effect of COVID-19 Risk Perception on the Relationship Between Empathy and COVID-19 Volunteer Behavior: A Cross-Sectional Study in Jiangsu, China

The Moderating Effect of COVID-19 Risk Perception on the Relationship Between Empathy and COVID-19 Volunteer Behavior: A Cross-Sectional Study in Jiangsu, China

Performance appraisal quality and employee performance: the boundary conditions of human resource strength and religiosity

Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria

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