Dataset Information

A Three-Wave Longitudinal Study of Moderated Mediation Between High-Performance Work Systems and Employee Job Satisfaction: The Role of Relational Coordination and Peer Justice Climate.

ABSTRACT: Existing literature lacks studies that examine the indirect effect of high-performance work systems (HPWSs) on employee job satisfaction through employee-employee relations. Moreover, less is known about the boundary conditions of this indirect effect. This study sought to longitudinally examine the mediating role of a specific form of employee-employee relations-relational coordination-in the relationship between HPWS and job satisfaction. Data were collected in three waves from the employees of commercial banks (N = 322). Partial least squares structural equation modeling was used for data analysis. Results from multiple linear autoregressive longitudinal analysis indicate that HPWSs predict relational coordination, which in turn partially mediates the HPWS-job satisfaction relationship. Perceptions of peer justice climate provide boundary conditions for the aforementioned mediating effect. This study contributes to existing literature by explaining moderated-mediation mechanisms through which HPWSs predict employee job satisfaction. Managers can strengthen the effect of HPWS on employee-employee relations and subsequent effect on employee job satisfaction by promoting peer justice climate in organizations.

SUBMITTER: Haider S

PROVIDER: S-EPMC7242624 | biostudies-literature | 2020

REPOSITORIES: biostudies-literature

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A Three-Wave Longitudinal Study of Moderated Mediation Between High-Performance Work Systems and Employee Job Satisfaction: The Role of Relational Coordination and Peer Justice Climate.

Haider Sajid S De-Pablos-Heredero Carmen C De-Pablos-Heredero Monica M

Frontiers in psychology 20200515

Existing literature lacks studies that examine the indirect effect of high-performance work systems (HPWSs) on employee job satisfaction through employee-employee relations. Moreover, less is known about the boundary conditions of this indirect effect. This study sought to longitudinally examine the mediating role of a specific form of employee-employee relations-relational coordination-in the relationship between HPWS and job satisfaction. Data were collected in three waves from the employees o ...[more]

PMID: 32477209

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Project description:Corresponding to the growing calls for theory-driven research on the age-job satisfaction association, the present study investigated direct and indirect (via job burnout) relationships between subjective age (felt age) and job satisfaction. The study also examined the moderating role of chronological age on both direct and indirect (via job burnout) relationships between subjective age and job satisfaction. Survey data were collected in three waves (2 months apart) from 355 employees in 62 firms operating in various service and manufacturing industry sectors in Pakistan. Data were analyzed using structural equation modeling, PROCESS macro for SPSS, and bootstrapping technique. The results showed subjective age was negatively related to job satisfaction, both directly (? = -0.19, p < 0.001) and indirectly, via job burnout (? = -0.09, bootstrap 95% confidence interval limits did not overlap with zero; lower limit = -0.15, upper limit = -0.04). Interestingly, the interaction term (relative subjective age × chronological age) had a significant negative effect on the direct negative association between subjective age and job satisfaction (B = -0.12, p < 0.05) and a significant positive effect on the direct positive relationship between subjective age and job burnout (B = 0.14, p < 0.01), showing that chronological age moderated the direct relationships of subjective age with job satisfaction and job burnout, respectively. Importantly, the results showed that chronological age moderated the indirect association (via job burnout) between subjective age and job satisfaction [bootstrap estimate = -0.025, bias-corrected confidence interval (-0.06, -0.002)]. The present study contributed to the literature on the age-job satisfaction association by suggesting subjective age as an alternative vantage point to look at this link between age and job satisfaction. The findings carry useful practical implications that can help managers counter age stereotyping, employees' feelings of job burnout, and a low level of employees' job satisfaction.

Project description:ImportanceInterventions that improve clinician performance through feedback should not contribute to job dissatisfaction or staff turnover. Measurement of job satisfaction may help identify interventions that lead to this undesirable consequence.ObjectiveTo evaluate whether mean job satisfaction was less than the margin of clinical significance among clinicians who received social norm feedback (peer comparison) compared with clinicians who did not.Design, setting, and participantsThis secondary, preregistered, noninferiority analysis of a cluster randomized trial compared 3 interventions to reduce inappropriate antibiotic prescribing in a 2 × 2 × 2 factorial design from November 1, 2011, to April 1, 2014. A total of 248 clinicians were enrolled from 47 clinics. The sample size for this analysis was determined by the number of nonmissing job satisfaction scores from the original enrolled sample, which was 201 clinicians from 43 clinics. Data analysis was performed from October 12 to April 13, 2022.InterventionsFeedback comparing individual clinician performance to top-performing peers, delivered in monthly emails (peer comparison).Main outcomes and measuresThe primary outcome was a response to the following statement: "Overall, I am satisfied with my current job." Responses ranged from 1 (strongly disagree) to 5 (strongly agree).ResultsA total of 201 clinicians (response rate, 81%) from 43 of the 47 clinics (91%) provided a survey response about job satisfaction. Clinicians were primarily female (n = 129 [64%]) and board certified in internal medicine (n = 126 [63%]), with a mean (SD) age of 48 (10) years. The clinic-clustered difference in mean job satisfaction was greater than -0.32 (β = 0.11; 95% CI, -0.19 to 0.42; P = .46). Therefore, the preregistered null hypothesis that peer comparison is inferior by resulting in at least a 1-point decrease in job satisfaction by 1 in 3 clinicians was rejected. The secondary null hypothesis that job satisfaction was similar among clinicians randomized to social norm feedback was not able to be rejected. The effect size did not change when controlling for other trial interventions (t = 0.08; P = .94), and no interaction effects were observed.Conclusions and relevanceIn this secondary analysis of a randomized clinical trial, peer comparison did not lead to lower job satisfaction. Features that may have protected against dissatisfaction include clinicians' agency over the performance measure, privacy of individual performance, and allowing all clinicians to achieve top performance.Trial registrationClinicalTrials.gov Identifiers: NCT05575115 and NCT01454947.

Dataset Information

A Three-Wave Longitudinal Study of Moderated Mediation Between High-Performance Work Systems and Employee Job Satisfaction: The Role of Relational Coordination and Peer Justice Climate.

Publications

A Three-Wave Longitudinal Study of Moderated Mediation Between High-Performance Work Systems and Employee Job Satisfaction: The Role of Relational Coordination and Peer Justice Climate.

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