Faculty Sponsor(s)
Joey Collins, Psy.D.,Dana Kendall, Ph.D.
Presentation Type
Event
Project Type
Research in progress
Primary Department
Industrial-Organizational Psychology
Description
Satisfaction among applied psychological literature has been often viewed as a correlate to constructs of interest in the same field (Mathieu & Zajac, 1990; Shuck, Adelson & Reio, 2017). While literature exists in promotion of employee job satisfaction, satisfaction is often tied to the ultimate fiscal criterion or productivity of an organization. Employee job satisfaction can be catalytic in an individual’s personal, professional, and their organizational goals. This paper seeks to explore job satisfaction as an outcome variable of workplace civility. Additionally, both employee engagement and organizational commitment will be assessed as potential mediators for the relationship between workplace civility and job satisfaction. Looking to the data comprised from a state agency we find evidence to suggest further research should be conducted on the antecedents and correlates of job satisfaction. In particular, we suspect workplace civility is a predictor of job satisfaction and employee engagement alongside organizational commitment mediate the relationship between the predictor and the outcome of interest.
Copyright Status
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Additional Rights Information
Copyright held by author(s).
Included in
Knee Jerk Satisfaction: Displaying Satisfaction as an Outcome of Interest
Satisfaction among applied psychological literature has been often viewed as a correlate to constructs of interest in the same field (Mathieu & Zajac, 1990; Shuck, Adelson & Reio, 2017). While literature exists in promotion of employee job satisfaction, satisfaction is often tied to the ultimate fiscal criterion or productivity of an organization. Employee job satisfaction can be catalytic in an individual’s personal, professional, and their organizational goals. This paper seeks to explore job satisfaction as an outcome variable of workplace civility. Additionally, both employee engagement and organizational commitment will be assessed as potential mediators for the relationship between workplace civility and job satisfaction. Looking to the data comprised from a state agency we find evidence to suggest further research should be conducted on the antecedents and correlates of job satisfaction. In particular, we suspect workplace civility is a predictor of job satisfaction and employee engagement alongside organizational commitment mediate the relationship between the predictor and the outcome of interest.
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