Measuring of job satisfaction: the use of quality of work life factors

A MCDM-based measurement proposal of job satisfaction comprising psychosocial risks

Preserving human well-being has become challenging for businesses, which continue efforts to overcome managing business processes concurrently, due to the cumulative effects of psychosocial risks at work that may seriously impair one's health. By focusing on this need, this paper proposes a more effective and realistic way of measuring job satisfaction comprising psychosocial risks by integrating multi-criteria decision-making (MCDM) methodology. Simplified PIvot Pairwise RElative Criteria Importance Assessment (PIPRECIA-S), i.e. the selected MCDM method, is used for weighting domains based on the opinions of employees working for a company in Türkiye, who also provide their attitudes towards job satisfaction through 36 items of Job Satisfaction Survey (JSS). This paper uses nine subscales of JSS to represent domains relevant to psychosocial risks. Three developed scenarios discuss the effectiveness of the proposed subscale-weighted job satisfaction measurement by presenting the subscales having different ranges in standard scores relative to the subscale-weighted scores.

Impact of bullying on work motivation and job satisfaction

BACKGROUND

The purpose of this study is to investigate the impact that bullying has on the levels of work motivation and job satisfaction experienced by employees. It would be helpful if we could provide both private firms and the government some concrete ideas regarding bullying. According to the findings of this study, bullying does not have an effect on the degree to which workers are satisfied in their jobs or motivated to work.

PARTICIPANTS AND PROCEDURE

Participants in this study are employees in Indonesia who have been bullied while they were on the job. Researchers utilized a non-probability sampling technique using a purposive sampling strategy. The number of samples used in this study was 400 respondents. This research used a technique called purposive sampling, which involved collecting data from a total of 400 different respondents. Quantitative methods are utilized in the processing of the data.

RESULTS

The findings of this study come as a surprise due to the fact that they contradict the findings of earlier studies, which found that harassed employees do not have a direct impact on the job satisfaction and motivation of their coworkers.

CONCLUSIONS

The results of this research provide both an academic and a practical perspective that can be used to assist organizations in eliminating bullying issues. This research has implications that regardless of the results of this study, bullying must become a company concern to make strict rules for bullies and education about bullying for all employees.

Impact of Toxic Leadership on Employee Performance

This research intends to shed additional light on the effects of toxic leadership on employee satisfaction, motivation, and performance. Such a study on toxic leadership is required since, to date, no research in Indonesia have sought to quantify the consequences of toxic leadership on organizational leaders. Using surveys and structural equation modeling, a quantitative strategy was adopted (SEM). The research sample amounted to 400 taken from 8 locations in Indonesia. Using Google Forms, questionnaires were distributed to 400 employees and analyzed using the Lisrel 8.5 program. The results show that toxic leadership has an effect on job satisfaction (p > 0.00), toxic leadership has an effect on work motivation (p > 0.00), toxic leadership has no effect on employee performance (p < 0.00), job satisfaction has an effect on work motivation (p > 0.00), job satisfaction has effect on employee performance (p > 0.00) work motivation has no effect on employee performance (p < 0.00). The consequences of the study findings for organizations range from the process of screening and selection of leaders to creating stress management and self-resilience training to help employees deal with their emotions in healthy ways and strengthen their defenses.

Modelling the factors affecting Quality of Life among Indian police officers: a novel ISM and DEMATEL approach

Background

This study examines quality of life (QOL) of a sample of police officers in India. The concept of QOL includes well-being, social obligations, relationships of a person, and his association with environment. The study examines the factors on which QOL of police officers depend and their relationships with each other. The issues linked with QOL are important because they directly affect the individual's ability to maintain a healthy lifestyle and affect organizational performance in the long run. This study explores relevant factors that have an impact on the QOL of the employees of police department in India.

Method

In this paper, literatures review, ISM, MICMAC, and DEMATEL methodology have established eleven factors that impact the QOL of police officers in India. Mutual relations between factors have been established using the ISM approach to develop a model to represent these relationships. DEMATEL methodologies were used to analyze these factors.

Results

Results indicate that "fair compensation, work overload, workplace safety, and job stress" are the top-level factors that affect QOL of police officers.

Conclusion

The identification of factors and their mutual relationships that affect QOL are important for police officers and have to be dealt with according to their order of importance. The research model developed in this study shows how the factors of police officers' QOL are interrelated and presents the interrelationships among these factors. A comprehensive model depicting the relationships among these factors has been established, so that the QOL of police officers can be improved.

The nurse anesthetist’s perception of the role of case manager in four provinces of Indonesia

Introduction

Integrated and patient-focused healthcare is urgently needed, and there is an important role for case managers in implementing them. However, the understanding of healthcare providers, especially nurse anesthetists, about the role of case managers is still varied and is often considered only as a complement to hospital accreditation. This study aimed to determine the factors that influence the nurse anesthetist’s perception of the role of the case manager.

Methods

This cross-sectional study involved 369 nurse anesthetists who were selected using cluster sampling. Data collection was done using Google Forms. Furthermore, the data were analyzed using multiple logistic regression to identify the factors that influence the nurse anesthetists’ perception of the role of the case manager.

Results

From a total of 369 respondents, most (60%) have a positive perception of case managers. Marital status (AOR = 2.3; 95% CI: 1.27–4.15) and knowledge (AOR = 3.2; 95% CI: 2.03–5.07) were significant predictors of the nurse anesthetist’s perception of the role of the case manager.

Discussion

Even though the majority of nurse anesthetists have positive perceptions, socialization to increase knowledge about case managers is needed to reduce misperceptions about the role of case managers.

Co-worker support and community of practice: the role of concern for team member and preference for teamwork

Purpose

The aim of this article is to empirically investigate the effect of co-worker support on communities of practice with a sequential mediating effect of concern for team members and preference for teamwork.

Design/methodology/approach

The data of 216 were gathered from respondents employed as full-time personnel in public and private sector organizations in India using a survey questionnaire. Confirmatory factor analysis, structured equation modelling and regression analysis were applied to test the formulated hypothesis. Hayes PROCESS macro model was also used to estimate the indirect effects with bootstrap resamples.

Findings

The study's findings revealed the mediating effect of concern for team members and preference for teamwork on the relationship between co-worker support and communities of practice in a sequential manner. The total and direct consequence of co-worker support on communities of practice was also substantial.

Originality/value

This article offers an understanding of the process through which co-worker support is related to communities of practice. This study is the first of its type, basically in the Indian context to the best of the authors’ knowledge.

A formative measurement model and development of quality of work-life scale based on two-factor theory: evidence from Indian private industries

Purpose

This study examines the quality of work-life (QoWL) as a formative construct and validates the scale in an Indian context. Taking a cue from the two-factor (Herzberg) theory, the study developed and validated a formative assessment model of QoWL in the current scenario.

Design/methodology/approach

Cross-sectional data and a self-administered questionnaire were used to analyze the QoWL scale based on a sample of 841 respondents from IT/ITES, BFSI, CPG and manufacturing sectors. Indicators/items of QoWL were considered a first-order reflective construct, and factors of QoWL were considered second-order formative construct in the study. Embedded two-stage approach was used to assess the antecedent construct in the model in which QoWL was measured with seven formative indicators in stage one, and all the constructs of the QoWL are measured with a single item (Global_QWL, i.e. the essence of all constructs) in stage two.

Findings

The study found QoWL as a formative construct with seven significant dimensions; namely, hygiene factors included fairness in compensation (FC), job security (JS), interpersonal relationship (IR), health and wellbeing (HWB), where motivational factors had rewards and career growth (RG), work-life balance (WLB) and learning and development (LD). The study also indicated the strong association of a single item (global_QWL) with all constructs of QoWL. The study findings conceptualize a QoWL as a formative construct within the mentioned sector and can be generalized and extended to other sectors of the economy as well.

Research limitations/implications

Future researchers can take guidance to deal with the formative construct in the development and validation of scale in various topics in the field of HRM. Future researchers can extend the study across cities and different sectors.

Practical implications

In this VUCA world, employees have to be constantly on their toes to ensure their organization remains relevant. In this context, the least organization can do for their employees is to offer a conducive environment and favorable QoWL. This study aims to assist the key decision-makers in applying the QoWL index as a formative construct and aiding them in improving the quality of their decisions.

Social implications

Researcher believes that applying the QoWL index as a formative construct can aid decision-makers in improving the quality of their decisions by equipping them with relevant inputs and knowledge. Government can focus on the employees' welfare and introduce the current motivational and hygiene factors in the area of quality of life of the Indians.

Originality/value

Formative assessment measurement of QoWL model was validated with the two-factor theory to understand the work environment of India in the private sector across different sectors. The unique finding of the study was a single item (global_QWL) to conclude the QoWL index as a formative construct by redundancy analysis.

If You Aim Higher Than You Expect, You Could Reach Higher Than You Dream: Leadership and Employee Performance

Leadership is about lifting a person’s vision, raising their productivity to higher standards and creating a personality beyond their usual capabilities. Our study examines the Pygmalion effect and leader-member exchange (LMX) on employee task performance via organizational commitment. The data was collected from 280 middle-level managers from top ten banks in Pakistan. This study offers three main contributions to the literature. First, our results discover a strong link between the Pygmalion effect, LMX and employees’ task performance through mediation of organizational commitment. Secondly, our study indicates that leaders should have higher quality relationships with employees and higher task performance expectations. Finally, most previous studies focused on leadership approaches or have been conducted in western developed countries. To our knowledge, this study is a unique contribution to the literature on leaders’ expectations in changing and diverse environments, as in underdeveloped countries like Pakistan.

Pursuing Consultant Performance: The Roles of Sustainable Leadership Styles, Sustainable Human Resource Management Practices, and Consultant Job Satisfaction

Human resource management (HRM) consultants have a paramount role in solving current company problems, especially amid the COVID-19 pandemic. They are professionals who work for HRM consulting firms. This research aims to investigate the positive effects of sustainable leadership styles and HRM practices on consultant job satisfaction and performance in firms in Indonesia. We standardized and tested seven hypotheses and engaged the Snowball sampling method for collecting primary data. Then, we sent a self-report questionnaire with 27 items to respondents. Four hundred consultants are the target respondents in cross-sectional data collection from the beginning of January to the beginning of February 2022. The confirmatory factor analysis has produced valid and reliable items in total. The goodness of fit test has issued a fit model. Hence, first, the chief executive officers’ (CEOs) sustainable leadership styles and HRM practices positively affect consultant job satisfaction. Second, consultant job satisfaction positively affects consultant performance. Therefore, sustainable leadership styles and sustainable HRM practices are independent variables. Job satisfaction is the mediating one.

Does financial anxiety affect job insecurity? Exploring the relationship and moderation by gender, tenure and income in the Indian context during COVID-19

Purpose

Extant literature indicates the influence of anxiety on job insecurity (JI). However, the effect of financial anxiety (FA) on JI has received lesser attention. Further, there is a dearth of literature on this relationship during a global crisis, such as COVID-19, and more so in the Indian context. This study attempts to empirically explore the relationship between FA and JI in presence of moderators, such as gender, tenure and individual annual income.

Design/methodology/approach

Data were collected from 584 employees engaged in remote working in the information technology (IT) sector in India during the COVID-19 crisis. The data were analysed using SPSS 25 and AMOS 24. A hierarchical regression method was followed to test the hypothesis. In step 1, JI was regressed on FA in presence of control variables. In step 2, moderators, such as gender, tenure and individual annual income, were entered along with interaction terms.

Findings

Findings revealed a significant positive relation between FA and JI. The moderating effects of gender, tenure and annual income on the relationship between FA and JI were significant and interesting.

Originality/value

The paper empirically studies the role of FA on JI of Indian IT employees during COVID- 19. It is a response to researchers' call to integrate the effect of different moderators on the relationship between FA and JI during a crisis that has direct impacts on both. The influence of moderators on JI was interesting in the reversal effects produced.

A green human resource management approach of participation in decision-making and behavioural outcomes – a moderated mediated model

Purpose

This study aims to assess the moderating and mediating role of supportive culture (SC) in the relationship between participation in decision-making (PDM) and job satisfaction (JS) and the dimensions of commitment, such as affective commitment (AC), normative commitment (NC) and continuance commitment (CC).

Design/methodology/approach

Data were collected from 712 employees working in different public sector undertakings (PSUs) across India. Necessary condition analysis and partial least square analysis were used to test the proposed hypotheses.

Findings

The findings of the present study indicated that SC is partially mediating the relationship between PDM and JS; PDM and AC. However, SC did not mediate the relationship between PDM and NC; PDM and CC. PDM was positively and significantly related to SC, JS, AC, NC and CC. JS had a significant impact on AC, NC and CC. It is highly desirable for organizations to retain their employees ranging from line managers to top management levels and provide opportunities for everyone to actively use their experience and expertise.

Originality/value

The findings have implications for managers, as well as employees in PSUs, as they demonstrate how several work-related factors can be emphasized to maintain employees' commitment and motivation. Until now, India has paid scant attention to the role of SC as a mediator and moderator between PDM, JS and multiple commitments. This study cautiously collected responses from unbiased employees working in a variety of organizational functional units.

Electronic customer relationship management (E-CRM), customer experience and customer satisfaction: evidence from the banking industry

Purpose

The purpose of this paper was to examine the relationship between electronic customer relationship management (E-CRM) and customer satisfaction through the mediating role of customer experience in the banking industry.

Design/methodology/approach

The data were collected from customers of 10 banks (5 public and 5 private sector banks) of Delhi, India. In total, 836 useable structured questionnaires were filled, and the data were analyzed using structural equation modeling (SEM) through AMOS.

Findings

The results revealed that customer experience mediated the relationship between E-CRM and customer satisfaction confirming well with the hypothesized model.

Research limitations/implications

The model was tested in the domain of banking industry; future results may be conducted in different domains for improving generalizability. A comparative study between public and private sector banks in terms of E-CRM, customer experience and customer satisfaction could also be conducted.

Originality/value

The study was the first to unequivocally analyze the influence of the E-CRM on customer satisfaction through customer experience in the banking industry. The study also introduced stimulus-organism-response (S-O-R) model as a theoretical support to associate E-CRM to customer satisfaction through customer experience. Thus, this study will enhance the current knowledge base and will also aid E-CRM managers amid decision-making process.

Core self-evaluations and psychological well-being: the mediating role of work-to-family enrichment

Purpose

How or whether dimensions of work-to-family enrichment (WFE) mediate the relationship between an individual's core self-evaluations (CSEs) and their psychological well-being (PWB) is yet to be explained. The purpose of this study is to examine the role of three WFE dimensions in mediating between CSEs and PWB in Indian bank employees.

Design/methodology/approach

The present study collected data from 222 full-time bank employees working in Indian nationalized banks. The authors tested the study hypotheses using parallel mediation analysis.

Findings

The result showed positive associations among CSEs, all WFE dimensions (development, affect and capital-based) and PWB. Parallel mediation analysis suggested that two WFE dimensions (affect and capital-based) mediated the relationship between CSEs and PWB.

Research limitations/implications

The use of a single source of data (Indian nationalized banks) limits the generalizability of the findings.

Practical implications

Senior management at these banks may build a happier and more satisfied workforce by implementing appropriate training and personality development programs. Empowering and rewarding employees for the desired performances may help them appreciate their self-worth, enrich their quality of life (by gaining positive resources from work-family interactions) and ultimately improve their PWB.

Originality/value

The research literature has been relatively silent on the mediating role of individual dimensions of WFE. The present study adds to the existing body of knowledge by exploring the role of individual dimension-based WFE in the relationship between CSEs and PWB.

Employees' working life and performance of UK ethnic minority restaurants: a qualitative approach

Purpose

This paper investigates the linking between employees' working life (EWL) and job performance of ethnic minority Bangladeshi restaurants in Greater London.

Design/methodology/approach

The authors use in depth face-to-face interviews of 40 participants working in 20 Bangladeshi restaurants (BRs) following a convenience sampling method. A thematic analysis technique, with the help of QSR N10, developed two key themes related to EWL and performance.

Findings

These themes highlight several aspects of the relationship between EWL and performance. First, EWL is “beyond” the UK tradition; employers show a domineering attitude; however, employees continue to work due to lack of skills and competence. Second, employees perceive and present themselves as satisfied; however, this satisfaction is not reflected in the business performance of BRs. Third, the analysis shows that business owners “trap strategy” constrains employees to develop their skills for mobility to other industries. Hence, employees express satisfaction with their existing situation on the basis that it is the best they can hope for, given their specific skills and competence, and need for some security in the UK. Fourth, non-financial performance, for example, job autonomy, sense of fulfilment is related to EWL.

Practical implications

The paper provides a framework to promote a better understanding of the linking between employees' working life and performance of UK ethnic minority restaurants. Also, the paper makes recommendations for further research, including an examination of the applicability of the findings to SMEs operated by other ethnic groups in the UK.

Originality/value

This paper adds to the scarce literature on the working life of people in Bangladeshi restaurant businesses in the UK and the relationship between EWL and business performance.

The Role of Employee Relations in Shaping Job Satisfaction as an Element Promoting Positive Mental Health at Work in the Era of COVID-19

The COVID-19 pandemic is affecting the mental health of employees. Deterioration of the well-being of workers is also caused by changes in the working environment. Remote working can affect both social interactions and job satisfaction. The purpose of the study is to examine what factors influence job satisfaction in the context of remote work caused by a pandemic. The study analyses whether employee relations and interpersonal trust are related to the level of perceived job satisfaction. The investigation started with a literature review and then research hypotheses have been formulated. Based on an empirical study, carried out on a sample of 220 IT employees during the pandemic, an analysis of the mediating role of trust in links between employee relations and perceived job satisfaction was conducted. The current study found that positive employee relations contribute to the level of job satisfaction. Additionally, trust is an important factor that mediates these relationships. Based on the results of the research, it was possible to describe the mechanism of shaping a supportive work environment during a pandemic.

Employee development and retention of Generation-Z employees in the post-COVID-19 workplace: a conceptual framework

Purpose

The purpose of this article is to demonstrate a conceptual framework on employee development, organizational performances and retention of Generation-Z employees in the new normal environment beyond the COVID-19 pandemic.

Design/methodology/approach

With referring to the present literature and utilizing social-exchange and human needs approach, from this study, the authors illustrate a conceptual framework with democratize learning, reverse mentoring and intrepreneurship as key modifications for employee development perspective to retain Generation-Z employees and enhance organizational performance to secure the competitiveness.

Findings

Democratize learning, reverse mentoring and intrapreneurship have a significant potential impact on enhancing Generation-Z employees' development which may effect on attaining better organizational performance and employee retention. In addition, organizational performance may have a moderating effect on employee intention to stay longer.

Research limitations/implications

The proposed conceptual framework would be empirically validated in future research.

Practical implications

Based on the framework, the authors suggest approaches for Generation-Z specific retention strategies on upgrading the employee development subcategory under human resource function in terms of minimizing the disadvantages that are associated with the work from home concept in a post-COVID-19 pandemic era.

Originality/value

One of the very first studies to propose a holistic framework on employee development that subsequently impact on retaining Generation-Z employees in a pandemic situation. This article enriches the human resource management literature by explaining the novel moderating relationship that articulated from organizational performance to employee retention and focussing on Generation-Z employees (younger generation employees).

Fake it or make it: employee well-being in emotional work settings

Purpose

The objective of the present study is to measure the well-being of employees who are engaged in frontline roles and actively engrossed in frequent regulation and management of emotions while performing interpersonal interactions. The study has conceptualised the comprehensive model to measure employee well-being with three work-related dimensions, namely work engagement, burnout and job satisfaction in emotional work settings.

Design/methodology/approach

The study has been conducted on employees of the civil aviation industry in North India working on various frontline profiles. Data have been collected from 600 employees through a pretested questionnaire, and structural equation modelling (SEM) has been performed to test the hypothesis.

Findings

The findings of the study have revealed that all three dimensions, namely work engagement, burnout and job satisfaction are statistically significant measures of employee well-being in emotional work settings. Also, the study has determined that employees are highly satisfied and engaged at work despite having a feeling of burnout.

Research limitations/implications

The study has enriched the literature by presenting and analysing a comprehensive model of employee well-being in emotional work settings of the civil aviation industry.

Practical implications

The study will aid the various service industries in the framing of the intervention and training programs, which would help in promoting the well-being of employees who are specifically engaged in emotional work.

Social implications

The study is very substantial in offering various parameters over which national well-being policies for individuals can be framed.

Originality/value

Priorly, very few studies have attempted to recognise the role of the aforementioned variables in emotional work settings in a comprehensive manner. Further, the study has emphasised the unrecognised role of job satisfaction and work engagement where burnout is prevailing due to the presence of high emotional job demands.

Predicting employees’ engagement in environmental behaviours with supply chain firms

Purpose

The aim of this study is to investigate the employee perceptions of organizational support for environmental behaviours and its impact on innovative environmental behaviours and frequency of involvement in upstream oil and gas supply chain management. The study also examines a new area where environmental work culture has been introduced as a facilitator on the relationship between employees’ perceptions and engagement in supply chain management.

Design/methodology/approach

Self-administered questionnaires were used for collecting data from supply chain managers in production arrangement contractor and service provider company in Kuala Lumpur. Partial least squares was used for data analysis.

Findings

The findings reveal that supervisory support for environmental initiatives and environmental training is positively related to employees’ perception of organizational support for environmental behaviours, while rewards provided by the organization for environmental behaviours are not associated with it. The employees’ perceptions of organizational support for environmental behaviours have a significant impact on employees’ engagement in environmental behaviours in both forms of employees’ frequency of involvement and employees’ innovative environmental behaviours. The findings also show that environmental work culture moderates positively the impacts of organization’s support practices (supervisory support for environmental initiatives and rewards provided by the organization for environmental) on employees’ perception of organizational support for environmental behaviours.

Originality/value

The study critically examines the possible impact of enablers of engagement in environmental behaviours and how employees’ perceptions of organizational support reflect their engagement towards environmental behaviours of the organizational practices. The findings are useful for supply chain management practitioners in terms of exerting environmental behaviours and facilitating employees’ environmental behaviours in the upstream oil and gas supply chain management sector.

The impact of leaders' cognitive style and creativity on organizational problem-solving

Purpose

Extensive research has been done to measure the effect of personality and cognitive styles on creativity. However, an in-depth study is required to identify the impact of cognitive style and creativity on organizational problem-solving. The objective of this paper is to look into this lacuna and study the effect of cognitive style and creativity of leaders on their organizational problem-solving.

Design/methodology/approach

The study uses a survey-based design. Data have been collected from 90 middle and senior-level managers from a diverse range of industries. The authors assessed their proposed hypotheses by conducting statistical analysis using SPSS and SmartPLS.

Findings

The results of the study reveal that leaders, who've scored high on intuition feeling (NF) cognitive style and proactive creativity, are suitable for solving open type of organizational problems. On the other hand, NF type of leaders with “contributory creativity” are ideal for solving closed type of organizational problems. Further, leaders scoring high on intuition thinking (NT) and proactive creativity are suitable for solving open types of organizational problems. Interestingly, the combination of NT with expected creativity is not suitable for closed type of organizational problems. On the other hand, a leader scoring high on sensing thinking (ST) cognitive style is more prone to perform contributory creativity.

Practical implications

The study would help the human resource (HR) planning processes of an organization. It would assist HR professionals while recruiting, selecting or deploying employees for creative works within an organization. Therefore, the paper would be useful for HR managers, personnel, management development specialists, consultants and HR academicians.

Originality/value

The relationship among cognitive style, creativity and problem type has not been adequately explored in extant literature on leadership and organizational development. This study would thereby enrich the literature.

Engaging employees through effective performance management: an empirical examination

Purpose

Performance management systems (PMS) are integral to an organization's human resource management but research is ambivalent on their positive impact and the mechanism through which they influence employee behavior. This study fills this gap by positing work engagement as a mediator in the relationship between perceptions of PMS effectiveness, employee job satisfaction and turnover intentions.

Design/methodology/approach

The study uses a survey-based design. Data were collected from 322 employees in India attending a management development program at a premier business school. Partial least squares–based structure equation modeling package ADANCO was used for data analysis.

Findings

Positive perception of PMS effectiveness was found to enhance employee work engagement. This increased job satisfaction and reduced turnover intentions among employees. Thus, work engagement mediated the relationship between PMS perceptions and job satisfaction and turnover intentions.

Practical implications

The results suggest that organizations need to focus on three characteristics of PMS, namely its distinctiveness, consistency and consensus. These characteristics determine the effectiveness of PMS in engaging employees and influencing their job satisfaction and turnover intentions.

Originality/value

Prior studies on performance management have largely been limited to aspects of justice and focused disproportionately on the appraisal aspect of performance management. This study takes a systems view of performance management and addresses prior shortcomings by examining the role of clarity and horizontal fit between PMS practices in determining employee engagement. The study also provides much needed empirical support to theoretical studies which have argued that PMS is a driver of engagement in organizations (Gruman and Saks, 2011; Mone and London, 2014).

The effects of leaders’ behaviors on employees’ resilience

Purpose

The purpose of this paper is to propose a new typology for classifying the leaders’ behaviors and investigate the effects of leaders’ behaviors on employees’ resilience.

Design/methodology/approach

This paper used a mixed method research (i.e. interview and questionnaire). First, through the interviews with employees, the leaders’ behaviors were identified. Next, based on the identified behaviors and Kano model the type of each behavior was classified. Finally, according to this classification, the impact of leaders’ behaviors on employees’ resilience was investigated.

Findings

Based on the results of the interviews, 46 leaders’ behaviors which influence employees’ satisfaction/dissatisfaction were identified out of which 10 behaviors were must-be; 5 behaviors were one-dimensional, 18 behaviors were attractive and 13 behaviors were reverse type. Also, the results of hypotheses testing showed that attractive behaviors have a stronger relationship to employees’ resilience than one-dimensional and must-be behaviors; one-dimensional behaviors have a stronger relationship to employees’ resilience than must-be behaviors; and reverse behaviors have an indirect effect on employees’ resilience.

Originality/value

This research proposes a new typology for classifying the leaders’ behaviors into the five categories and the approach and findings of this research contribute to the literature of Kano model and leadership theory.

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty.

Social isolation: development and validation of measures

Purpose

The purpose of this paper is to develop and empirically validate items on social isolation. The comprehensive literature review of existing studies on the measures of social isolation, loneliness and the related construct was conducted. The paper seeks to conceptualize, validate and present items to measure social isolation.

Design/methodology/approach

The paper is based on theoretical and empirical investigation of the measures of social isolation, loneliness and related constructs such as social others, social loneliness and feeling of sociability. The items were generated through theoretical exploration of previous literature and later modified. The author examined the items through exploratory factor analysis, confirmatory factor analysis and further checked for external criterion validity. Data collected from 128 individuals, in India, were examined to design and validate the scale.

Findings

The finding of the paper is a ten-item social isolation scale. Using structural equation modeling, we have found extraversion and well-being significantly associated with final items in the present study, confirming the external quality of the scale.

Practical implications

Organizations may benefit by close examination of the presence of social isolation in employees along with providing support and assistance to employees so as to reduce negative consequences of social isolation and can address the well-being of the employee.

Originality/value

There is a dearth of developed and validated measures of social isolation in the literature. The study reveals the conceptualization and empirical validation of measures of social isolation in the Indian context so that researchers can move forward to develop theories on social isolation.