Workload, work–life interface, stress, job satisfaction and job performance: a job demand–resource model study during COVID-19

Chowhan, James; Pike, Kelly A.

doi:10.1108/ijm-05-2022-0254

Cited by 21 publications

(12 citation statements)

References 46 publications

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“…The quality of relationships between employees and coworkers further improves job performance through employee motivation to participate in knowledge sharing. Reizer et al (2019) showed that positive emotions and job satisfaction mediate the positive association between autonomous motivation and performance; in this sense, job satisfaction would behave as a motivational resource (Chowhan and Pike, 2023) that intervenes indirectly in the performance of the organisation. Wang et al (2020), however, found that job satisfaction partially mediates the negative relationship between the role of conflict and employee creativity.…”

Section: Discussionmentioning

confidence: 99%

“…H1 proposes a relationship between a supportive organisational climate and the training process outcome. However, this relationship would be mediated by a general attitude towards the job, such as job satisfaction, which would determine behaviour towards training and performance improvement (Chowhan and Pike, 2023). On the other hand, some scholars have pointed out that organisational climate is related to job satisfaction.…”

Section: The Mediating Effect Of Job Satisfactionmentioning

confidence: 99%

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The interrelationships between organisational climate and job satisfaction and their impact on training outcomes

Gil,

García-Alcaraz,

Mataveli

et al. 2023

JWL

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Purpose The purpose of this paper is to analyse the relationship between a supportive organisational climate and training process outcomes; to analyse the mediating effect of job satisfaction between a supportive organisational climate and training process outcomes; and to analyse the moderating effect of a proactive attitude on a supportive organisational climate and training process outcomes. Design/methodology/approach The participants consisted of 359 employees recruited from 18 companies in Spain. The hypotheses were tested with structural equations via partial least squares regression. Findings The data indicated a positive and statistically significant relationship between a supportive organisational climate and training process outcomes. The proposed moderating and mediating effects are also verified. Originality/value This work contributes to the literature on human resource management and the relationship between organisational behaviour and training outcomes. In addition, it shows the role of attitudes between organisational climate and training outcomes.

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Section: Discussionmentioning

confidence: 99%

Section: The Mediating Effect Of Job Satisfactionmentioning

confidence: 99%

The interrelationships between organisational climate and job satisfaction and their impact on training outcomes

Gil,

García-Alcaraz,

Mataveli

et al. 2023

JWL

View full text Add to dashboard Cite

show abstract

“…In line with the results of this study, other studies have also identified a positive link between social intelligence and mental health (Azanedo et al ., 2020). As high distress has been shown to have a detrimental influence on performance (Chowhan and Pike, 2022; Street et al ., 2018), and turnover intention has been found as a major predictor of turnover (Dechawatanapaisal, 2017; Kim, 2018), the findings and conceptual framework of this study can be used to improve organizational effectiveness.…”

Section: Discussionmentioning

confidence: 99%

Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentions

Saini

Dash

Tiwari

2023

IJM

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PurposeHealthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.Design/methodology/approachTo investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.FindingsAs predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.Originality/valueGiven the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.

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“…Cognitive or mental demands reflect the individual’s effort in terms of making engagement and participating in activities that connect to their job roles (Sarwar et al , 2021). Job demands and resources strongly affect employee well-being through the support they get from managers and help them to be motivated and engaged with the work environment (Chowhan and Pike, 2022).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

The impacts of a high commitment work system on well-being: the mediating role of organization support and employee work-life balance

Alzadjali,

Ahmad

2024

ICT

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Purpose This study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance. Design/methodology/approach Using structural equation modeling (SEM) for analysis, a quantitative approach was adopted to collect data from the 235 employees from the public sector in the United Arab Emirates (UAE). Findings Results show that HCWSs have a significant influence on organizational support and employee work–life balance. Therefore, there is a significant positive effect on employee well-being. The consequence of HCWS on well-being is not mediated by organizational support. Organization and work–life balance do not support the idea of reducing the negative effects of high-commitment work systems on well-being. There is a significant influence of work–life balance on employee behaviors to have well-being. Originality/value Managers can devise a strategy to involve the employees to join participating in decision-making. The research advances knowledge of how HCWS improves employee well-being and emphasizes the significance of organizational support in the environment of public organizations. Organizations are expecting to develop new strategies that help employees engage with their environment and increase their confidence. In this perspective, the present study has identified a crucial key factor of HCWS affecting of organization support and employee work–life balance, which can help propelling employees well-being. The research expands the knowledge of the organizational and cultural elements that influence employee behavior and performance in this setting by evaluating the effects of HCWS on employee well-being in the UAE.

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Workload, work–life interface, stress, job satisfaction and job performance: a job demand–resource model study during COVID-19

Cited by 21 publications

References 46 publications

The interrelationships between organisational climate and job satisfaction and their impact on training outcomes

The interrelationships between organisational climate and job satisfaction and their impact on training outcomes

Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentions

The impacts of a high commitment work system on well-being: the mediating role of organization support and employee work-life balance

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