The Single Worker: an Empirical Exploration of Attitudes, Behavior, and Well‐Being

Austrom, Douglas R.; Baldwin, Timothy T.; Macy, Granger

doi:10.1111/j.1936-4490.1988.tb00491.x

Cited by 10 publications

(10 citation statements)

References 16 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Marital status (0 = unmarried, 1 = married) was included as another control variable. Existing studies indicate that married employees tend to have higher job satisfaction because they have lower job expectations to balance alongside their familial commitments (Austrom et al, 1988;Kapoor et al, 1999;Saner and Eyüpoğlu, 2013). Scholars also suggest that marital status can affect WFB because married people generally have more combined resources to draw from (Burley, 1995;Grandey and Cropanzano, 1999).…”

Section: Control Variablesmentioning

confidence: 99%

Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China

Qiu

Dauth

2021

German Journal of Human Resource Management: Zeitschrift für Pe

View full text Add to dashboard Cite

This paper targets virtual work, an increasingly crucial alternative work arrangement in today’s interconnected world. Based on a survey of 308 employees working in Germany and China, we investigate the relationship between virtual work intensity, work-family balance, and job satisfaction through a mediator model. We find empirical evidence for an inverted U-shaped relationship between virtual work intensity and job satisfaction. When virtual work intensity is below a particular level, it is positively related to job satisfaction. However, increasing virtual work intensity begins to decrease job satisfaction when this threshold is exceeded. Our findings suggest this relationship between virtual work intensity and job satisfaction is mediated by work-family balance. Furthermore, empirical evidence demonstrates that the inverted U-shaped relationship has different optimums in different cultures. The research outcome demonstrates that the threshold is lower for Chinese employees than their German colleagues. This paper contributes to literature relating to job satisfaction, work-family balance, and virtual work by focusing on individual virtual work outcomes in a cross-cultural context. It also attempts to provide an alternative explanation for the generative mechanism of the impact of virtual work intensity on job satisfaction.

show abstract

Section: Control Variablesmentioning

confidence: 99%

Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China

Qiu

Dauth

2021

German Journal of Human Resource Management: Zeitschrift für Pe

View full text Add to dashboard Cite

show abstract

“…Previous studies have investigated the differences in employees' job satisfaction according to demographic variables such as: gender (Clark, 1996;Hulin, Smith, 1964); age (Decker, Borgen, 1993;Sarker et al, 2003) and marital status (Austrom et al, 1988;Hoboubi, 2017). Therefore, the study makes some hypotheses related to the differences in employees' job satisfaction according to demographic variables (H2) as follows: H2a: There is a statistically significant difference in employees' job satisfaction by gender.…”

Section: Employees' Job Satisfactionmentioning

confidence: 99%

Employees’ job satisfaction, job performance and their relationship during the COVID–19 pandemic in Vietnam

Thụ¹,

Liu²,

Quynh³

2022

OrgPsy

View full text Add to dashboard Cite

Purpose. Purpose is to describe the current situation and different impacts of demographic variables such as gender, age and marital status on employees’ job satisfaction, job performance and their relationship during the COVID-19 pandemic in Vietnam. Clarify the levels of influence among different job satisfaction groups on job performance and vice versa, the levels of influence among different job performance groups on job satisfaction. Study design. Data were collected using a survey for a convenient sample of 485 employees working at clothing and footwear factories in industrial zones of Hanoi and Hochiminh city Vietnam. Findings. Employees have lower job satisfaction and average job performance. The findings have no statistical difference from those before COVID-19. The cluster analysis results show that there are two employee groups, divided by the level of job satisfaction aswell as job performance. There is no statistical significance difference by gender in employees’ job satisfaction and job performance. Married people are more satisfied and have better performance than unmarried people whereas the young have lower job satisfaction and job performance than the older (p < 0.01). The job satisfaction group also indicate higher work performance than the one with lower job satisfaction. Correspondingly, the good performed group have greater job satisfaction than the one with average job performance (p < 0.01). The results reveal surprises about the role of relationships and salary. Relationships (colleagues, supervisors) have a strong impact on job performance of the job satisfaction group and on the job satisfaction of the good job performance. Meanwhile, salary has astrong impact on the performance of the less satisfaction group and on the job satisfaction of the average performance group. Implications for practice. Offer some recommendations for increasing employees’ job satisfaction and job performance, facilitate sustainable development to the organization. Value of theresults. The study compares the difference in the influence level of job satisfaction on job performance when clustering employees into groups of high and low job satisfaction. Likewise, the study also analyzes the impact of performance groups on employees’ job satisfaction.

show abstract

“…Penelusuran berbagai penelitian terdahulu menemukan bahwa penelitian QWL dan work engagement biasanya mencampurkan antara pekerja yang belum menikah dan pekerja yang sudah menikah. Austrom et al (1988) menyatakan bahwa ada perbedaan yang signifi kan antara pekerja lajang dan pekerja yang menikah dalam berbagai sikap dan perilaku kerja. Perbedaan antara pekerja lajang dan pekerja menikah berimplikasi pada kebutuhan pekerja yang perlu disediakan oleh organisasi misalnya paket tunjangan yang ditawarkan, fungsi sosial terkait pekerjaan, program manajemen dan sebagainya, karena biasanya berbagai jenis bantuan dan paket tunjangan tertuju pada keluarga yang menguntungkan bagi pekerja yang sudah menikah (Austrom et al, 1988).…”

Section: Pendahuluanunclassified

“…Austrom et al (1988) menyatakan bahwa ada perbedaan yang signifi kan antara pekerja lajang dan pekerja yang menikah dalam berbagai sikap dan perilaku kerja. Perbedaan antara pekerja lajang dan pekerja menikah berimplikasi pada kebutuhan pekerja yang perlu disediakan oleh organisasi misalnya paket tunjangan yang ditawarkan, fungsi sosial terkait pekerjaan, program manajemen dan sebagainya, karena biasanya berbagai jenis bantuan dan paket tunjangan tertuju pada keluarga yang menguntungkan bagi pekerja yang sudah menikah (Austrom et al, 1988). Penelitian yang dilakukan oleh Soetrisno & Sutanto (2017) menemukan bahwa karyawan yang sudah menikah memiliki work engagement dan juga kinerja yang tinggi dibandingkan karyawan yang belum menikah.…”

Section: Pendahuluanunclassified

“…Penelitian yang dilakukan oleh Soetrisno & Sutanto (2017) menemukan bahwa karyawan yang sudah menikah memiliki work engagement dan juga kinerja yang tinggi dibandingkan karyawan yang belum menikah. Dengan adanya hubungan yang kuat antara status pernikahan dan perilaku kerja, Austrom et al (1988) menyarankan bahwa perlunya perhatian penelitian empiris yang berfokus pada pekerja yang lajang.…”

Section: Pendahuluanunclassified

See 1 more Smart Citation

Pengaruh Quality of Work Life Terhadap Work Engagement Pada Pegawai Negeri Sipil (Pns) Yang Belum Menikah

Pertiwi

Harding

Yanuarti

2021

Pkv

View full text Add to dashboard Cite

ABSTRAK. Work engagement diketahui sebagai sumber bagi keberhasilan performa kerja individu dalam organisasi. Dalam hal ini, quality of work life menjadi salah satu topik yang menarik sebagai dasar dalam membentuk work engagement. Penelitian ini bertujuan untuk mengetahui pengaruh quality of work life terhadap work engagement pada Pegawai Negeri Sipil (PNS) yang belum menikah. Penelitian ini menggunakan metode kuantitatif non-eksperimental yang dilakukan kepada 63 orang PNS yang belum menikah. Alat ukur quality of work life menggunakan adaptasi kuesioner quality of work life dari Timossi dan work engagement menggunakan adaptasi alat ukur the Utrecht Work Engagement Scale (UWES-17). Teknik analisis data menggunakan uji regresi linier sederhana. Hasil penelitian menunjukkan bahwa quality of work life berpengaruh terhadap work engagement pada PNS yang belum menikah. Aspek development using human capacity memiliki kontribusi terbesar bagi quality of work life dalam mempengaruhi work engagement. ABSTRACT. Work engagement has been known as a source for the succes of individual work performance in the organization. In this case, quality of work life is an interesting topic as a basis for forming work engagement. This study aimed determine the effect of quality of work life on work engagement among unmarried Civil Servants (PNS). This study used non-experimental quantitative method which was conducted on 63 unmarried Civil Servants. Quality of work life instrument was adapted from quality of life questionnaire from Timossi and work engagement instrument was adapted from the Utrecht Work Engagement Scale (UWES-17). The data was analyzed through simple linear regression analysis. The results of this study showed the quality of work life has an effect on work engagement of unmarried Civil Servants. Development using human capacity has the greatest contribution to the quality of work life in effecting work engagement.

show abstract

The Single Worker: an Empirical Exploration of Attitudes, Behavior, and Well‐Being

Cited by 10 publications

References 16 publications

Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China

Virtual work intensity, job satisfaction, and the mediating role of work-family balance: A study of employees in Germany and China

Employees’ job satisfaction, job performance and their relationship during the COVID–19 pandemic in Vietnam

Pengaruh Quality of Work Life Terhadap Work Engagement Pada Pegawai Negeri Sipil (Pns) Yang Belum Menikah

Contact Info

Product

Resources

About