Showing papers on "Job design published in 2016"
TL;DR: In this article, a three-wave weekbook study was designed to gain more knowledge about the influence of job crafting on person-job fit and meaningfulness, finding that individuals who crafted their job by increasing their job resources and decreasing their hindering job demands (e.g., less emotional job demands) reported higher levels of person -job fit the next week.
376 citations
TL;DR: The findings imply that turnover includes opportunities to optimize one’s circumstances and that CSE helps to attain resourceful jobs.
Abstract: Core self-evaluations (CSE) might account for relative gains in job resources across time, especially in situations when these individual differences affect behavior that is relevant for development of job resources. This longitudinal study tests CSE as an individual resource that predicts relative gain in job resources and job satisfaction among job beginners who change or stay with their employer. A questionnaire was filled in by 513 adolescents shortly before the end of vocational training and one year later. Our results replicate previous findings suggesting that job satisfaction is affected by CSE directly and indirectly through the perception of job resources. Multi-group structural equation analysis showed that only leavers had a longitudinal indirect effect of CSE on job satisfaction at the end of vocational training via job resources during their first year of employment. Our findings imply that turnover includes opportunities to optimize one’s circumstances and that CSE helps to attain resourceful jobs.
351 citations
TL;DR: It is concluded that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands.
Abstract: Absenteeism associated with accumulated job demands is a ubiquitous problem We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands Based on conservation of resources (COR) theory, we hypothesized that job demands can accumulate and together have an exacerbating effect on company registered absenteeism In addition, using job demands-resources theory, we hypothesized that perceived organizational support for strengths use can buffer the impact of separate and combined job demands (workload and emotional demands) on absenteeism Our sample consisted of 832 employees from 96 departments (response rate = 403%) of a Dutch mental health care organization Results of multilevel analyses indicated that high levels of workload strengthen the positive relationship between emotional demands and absenteeism and that support for strength use interacted with workload and emotional job demands in the predicted way Moreover, workload, emotional job demands, and strengths use interacted to predict absenteeism Strengths use support reduced the level of absenteeism of employees who experienced both high workload and high emotional demands We conclude that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands
293 citations
TL;DR: In this paper, the authors investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g., work engagement, job satisfaction and turnover intentions).
Abstract: Purpose
This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions).
Design/methodology/approach
Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables.
Findings
Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions.
Practical implications
This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions.
Originality/value
This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.
233 citations
22 Apr 2016
TL;DR: In this article, the authors explore the link between job satisfaction and organisational performance and determine if there is an empirically provable relationship between these two variables, and find that there is.
Abstract: The purpose of this study is to explore the link between job satisfaction and organisational performance and to determine if there is an empirically provable relationship between these two variable...
232 citations
TL;DR: A theoretical model concerning the connections between five facets of knowledge management (knowledge acquisition, knowledge sharing, knowledge creation, knowledge codification and knowledge retention) and job satisfaction is proposed in this paper.
Abstract: Purpose
This paper aims to propose that knowledge management (KM) could be a way to nurture job satisfaction and examine how KM can increase individual employees’ job satisfaction.
Design/methodology/approach
A theoretical model concerning the connections between five facets of KM (knowledge acquisition, knowledge sharing, knowledge creation, knowledge codification and knowledge retention) and job satisfaction is proposed. It is then empirically tested with a structural equation modelling partial least squares analysis of a survey data set of 824 observations, collected from the members of a Finnish municipal organisation.
Findings
Existence of KM processes in one’s working environment is significantly linked with high job satisfaction. Especially intra-organisational knowledge sharing seems to be a key KM process, promoting satisfaction with one’s job in most employee groups. Interestingly, significant knowledge-based promoters of job satisfaction differ as a function of job characteristics.
Practical implications
KM has a strong impact on employee job satisfaction, and therefore, managers are advised to implement KM activities in their organisations, not only for the sake of improving knowledge worker performance but also for improving their well-being at work.
Originality/value
This paper produces knowledge on a type of consequence of KM that has been largely unexplored in previous research, individual job satisfaction. Also, it promotes moving the KM literature to the next stage where the impact of KM practices is not explored as a “one size fits all” type of a phenomenon, but rather as a contingent and contextual issue.
228 citations
TL;DR: Results show that authenticity positively and significantly mediates the relationship between CSR and employee engagement, and post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement.
Abstract: Research at the individual level of corporate social responsibility (CSR) has been growing rapidly. Yet we still lack a more complete understanding of why and how individuals (i.e., employees) are affected by CSR. This study contributes to that gap by exploring the relationship between CSR and employee engagement. Moreover, in order to address the problem of low levels of employee engagement in the workplace, CSR is proposed and tested as a pathway for engaging a significant part of the workforce. Building on engagement theory, a model is tested in which CSR enables employees to bring more of their whole selves to work, which results in employees being more engaged. Data from 15,184 employees in a large professional service firm in the USA was analyzed using structural equation modeling. Results show that authenticity (i.e., being able to show one's whole self at work) positively and significantly mediates the relationship between CSR and employee engagement. However, the other mediator tested in this study, perceived organizational support (POS; i.e., direct benefits to the employee), did not significantly mediate the relationship. In addition, results of moderated mediation suggest that when CSR is extra-role (i.e., not embedded in one's job design such as volunteering), it weakens the relationship between CSR and employee engagement. Moreover, post hoc analyses show that even when POS is controlled for, authenticity has an impact above and beyond POS on employee engagement. These results extend prior CSR literature which has often been top-down and has focused on how employees will be positively affected by what the organization can give them (e.g., POS). Rather, a bottom-up approach might reveal that the more that employees can give of their whole selves, the more engaged they might be at work.
191 citations
TL;DR: In this article, the role of work engagement as an affective-motivational mechanism through which transformational leadership may relate to proactive behavior was explored, and it was found that low job strain was a necessary precondition for work engagement to translate into higher proactivity.
Abstract: This study explores the role of work engagement as an affective–motivational mechanism through which transformational leadership may relate to proactive behaviour. In line with a resource-based approach (Hobfoll, 1989), we hypothesize that employees only invest resources provided through work engagement into proactivity when job strain is low. Under conditions of high job strain, work engagement is less likely to translate into proactive behaviours. In contrast, for core task-related job performance, we expect work engagement to be positively related to core job performance regardless of job strain. The hypotheses were tested in a multisource field study among 148 employee–colleague dyads. Focal employees self-rated their work engagement, job strain, and their supervisor's transformational leadership. Employee proactivity (personal initiative and voice behaviour) and core job performance were rated by colleagues. The findings support the moderated mediation model. Transformational leadership related positively to work engagement and in turn to proactivity in terms of both personal initiative and voice. Low job strain formed a necessary precondition for work engagement to translate into higher proactivity, whereas the relationship between work engagement and core job performance was independent from job strain.
Practitioner points
Organizations need to avoid high stress that might evoke strain in employees and thereby prevent work engagement from translating into proactivity. This can be achieved, for instance, through training interventions based on a cognitive-behavioural approach and through organizational interventions aimed at increasing employees’ job autonomy and decision-making, as well as the implementation of rest periods.
Organizations can improve transformational leadership skills in supervisors to increase employee proactivity. Transformational leadership skills can be developed through education, training, and coaching interventions that are based on action-oriented methods and are aimed at fostering self-reflection in supervisors.
190 citations
TL;DR: A review of the research and theory that have focused on the design of jobs in organizations can be found in this paper, where several streams of contemporary research have expanded the scope or deepened our understanding of job design.
184 citations
TL;DR: In this article, a longitudinal study examined whether job crafting behaviors (i.e., increasing structural and social job resources and increasing challenges) predict less job boredom and more work engagement.
180 citations
17 Nov 2016
TL;DR: In this paper, a review of green human resource management practices of organizations based on the existent literature is presented, where the authors have identified and highlighted several green HRM practices under the 12 functions of HRM such as job design, job analysis, human resource planning, recruitment, selection, induction, performance evaluation, training and development, reward management, discipline management, health and safety management and employee relations.
Abstract: The objective of this review is to explore green human resource management practices of organisations based on the existent literature. In this emerging field, it has been generally observed that the existent literature has to be extended further from the perspective of functions of Human Resource Management (HRM). It reveals that much of the past research focused on a few functions of HRM such as recruitment, training and development, performance evaluation and reward management in integrating environmental management with HRM though HRM has more potential and scope in improving organisation’s environmental performance. Hence, this review incorporates diverse functions of HRM to explore the respective green HRM practices under those functions. The findings of the review have identified and highlighted several green HRM practices under the 12 functions of HRM such as job design, job analysis, human resource planning, recruitment, selection, induction, performance evaluation, training and development, reward management, discipline management, health and safety management and employee relations. The contribution of this paper lies in extending the scope and depth of green HRM in materializing sustainable environmental performance of organisations.
TL;DR: Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction.
Abstract: This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory–General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction.
TL;DR: In this paper, the effects of employee empowerment, teamwork, and employee training on job satisfaction in higher education sector were investigated. And the findings indicated that employee empowerment has a significant positive effect on job Satisfaction.
TL;DR: In this article, a study among 206 employees (103 dyads) followed the job demands-resources approach of job crafting to investigate whether proactively changing one's work environment influences employee's (actor's) own and colleague's (partner's) work engagement.
Abstract: In this study among 206 employees (103 dyads), we followed the job demands–resources approach of job crafting to investigate whether proactively changing one’s work environment influences employee’s (actor’s) own and colleague’s (partner’s) work engagement. Using social cognitive theory, we hypothesized that employees would imitate each other’s job crafting behaviours, and therefore influence each other’s work engagement. Results showed that the crafting of social and structural job resources and the crafting of challenge job demands was positively related to own work engagement, whereas decreasing hindrance job demands was unrelated to own engagement. As predicted, results showed a reciprocal relationship between dyad members’ job crafting behaviours – each of the actor’s job crafting behaviours was positively related to the partner’s job crafting behaviours. Finally, employee’s job crafting was related to colleague’s work engagement through colleague’s job crafting, suggesting a modelling process.
TL;DR: Chefs may be satisfied with creativity in their job but considerable occupational stress may press them to consider leaving their jobs as discussed by the authors, and a study was conducted to examine the relationships among creativity, job satisfaction, job stress and turnover intention among chefs.
01 Jan 2016
TL;DR: In this article, the authors examine what contributes to a satisfied employee by examining a number of factors such as job fit, good communication, appreciation and clear objectives, and also look at the roles of the organization and individual in employee satisfaction.
Abstract: Author’s Email: asns2010@gmail.com Successful organizations know that employee satisfaction, performance and employee engagement are crucial. This research was conducted to examine what contributes to a satisfied employee by examining a number of factors such as job fit, good communication, appreciation and clear objectives. The study will also look at the roles of the organization and individual in employee satisfaction. Job performance, another key success factor for organizations, will also be examined. The link between employee satisfaction and performance findings will be illuminated and related examples of what can be done to improve both variables will be provided. Finally, this study discusses employee engagement which combines the above topics and much more including definitions, organizational success, and how to develop a successful employee engagement program. This study will also provide compelling information that will help to understand the advantages of having satisfied and high performing employees as well as using the power of employee engagement to be competitive and profitable.
TL;DR: In this paper, the collective effect of the employee-organization relationship, the supervisor-employee relationship, and the worker-coworker relationship on job satisfaction was investigated.
TL;DR: In this paper, the authors explored the relationship between work-life balance, organizational pride and job satisfaction, and found that employee work life balance is positively related with organizational pride, and that organizational pride is positively associated with job satisfaction.
Abstract: Purpose – The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction. Design/methodology/approach – To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis. Findings – Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction. Practical implications – This study provides a useful measurement model that employers and employees can...
TL;DR: In this paper, the authors examined the relationship between emotional intelligence, frontline employee adaptability and job outcomes (Job Satisfaction and Job Performance) and found that all dimensions of emotional intelligence positively impacted FLE adaptability.
TL;DR: A model of job design is articulate that connects agile development practices to perceptions of job characteristics and, thereby, improves agile team members’ job satisfaction and finds direct effects between agile development-practice use and job satisfaction.
Abstract: Agile software-development advocates claim that an important value proposition of agile methods is that they make people more motivated and satisfied with their jobs. While several studies present anecdotal evidence that agile methods increase motivation and satisfaction, research has not theoretically explained or empirically examined how agile development practices relate to team members’ feelings about their work. Drawing on the management and software-development literature, we articulate a model of job design that connects agile development practices to perceptions of job characteristics and, thereby, improve agile team members’ job satisfaction. Using data collected from 252 software-development professionals, we tested the model and found a positive relationship between agile projectmanagement and software-development practices and employees’ perceptions of job characteristics. Further, we found direct effects between agile development-practice use and job satisfaction. Finally, we found interaction effects between the use of agile project-management and software-development approaches and the perception of job autonomy. With this study, we contribute to the literature by theoretically explaining and directly evaluating agile development practices’ impact on individuals’ perceptions about their job characteristics and on their job satisfaction.
TL;DR: This paper applied a meta-analysis to the public administration literature on job satisfaction to find out what can be learned by applying a meta analysis to public management scholars on the job satisfaction of public administration workers.
Abstract: What can we learn by applying a meta-analysis to the public administration literature on job satisfaction? More generally, how can public management scholars use this method to capitalize on the de...
TL;DR: In this paper, the authors analyzed three intra-organizational forms of support, administrative, supervisory and coworker, and one extraorganizational form, family/friends support, as antecedents of job stress, job involvement, job satisfaction, and organizational commitment.
Abstract: The literature suggests that social support, in general, is linked to positive outcomes among correctional staff, but the different types of social support may differ in their effects. Using survey data from staff working at a privately-owned, maximum security prison for juveniles sentenced as adults, this study analyzes three intra-organizational supports, administrative, supervisory, and coworker, and one extra-organizational form, family/friends support, as antecedents of job stress, job involvement, job satisfaction, and organizational commitment. Personal variables serve as controls. Administrative and supervisory support are inversely related to job stress, while job involvement is affected positively by supervisory support and negatively by family/friends support. All three intra-organizational forms of support are significant antecedents of job satisfaction and organizational commitment however family/friends support is not. These findings hold implications for improving job outcomes among correctional staff and for future research.
TL;DR: The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice by taking into account all the attributes that influence it in the nursing field.
Abstract: Aim
This study aims to undertake a concept analysis of job satisfaction in the nursing profession.
Background
Around current global shortage of nurses, it is important to stabilize the nursing workforce. Nurses' job satisfaction has been found to be related to intention to leave.
Introduction
In the nursing profession, there is a lack of evidence to support the attributes of nurses' job satisfaction.
Methods
Walker and Avant's approach of concept analysis was used.
Results
The main attributes of job satisfaction from this study are (1) fulfillment of desired needs within the work settings, (2) happiness or gratifying emotional responses towards working conditions, and (3) job value or equity. These attributes are influenced by antecedent conditions like demographic, emotional, work characteristics and environmental variables. Additionally, the consequences of nurses' job satisfaction have a significant impact on both nurses and patients.
Discussion
This study integrated both the content and process of motivational theories to generate the attributes of job satisfaction in nursing that overcome the limitation of the previous studies, which looked only at the definitions of nurses' job satisfaction based on content motivational theories.
Conclusion and Implications for Nursing and Health Policy
The findings of this study can facilitate both nursing researchers to develop a cultural adaption instrument and policy makers to improve clinical nursing practice. This analysis provides nurse managers with a new perspective to deal with nurses' job satisfaction by taking into account all the attributes that influence it in the nursing field.
TL;DR: In this article, the authors argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support is an important moderating variable that moderates the relationship between P-O fit and job stress.
Abstract: Purpose – Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model. Design/methodology/approach – Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated. Findings – The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported. Research limitations/implications – The question of causality cannot be determined because of the cros...
TL;DR: Wang et al. as mentioned in this paper analyzed data collected from 346 hotel employees in China and analyzed using structural equation modeling (SEM) and a series of hierarchical regression analyses (HRA).
Abstract: Purpose – This study aims to theoretically construct the role of hospitality job characteristics (HJCs), conceptually identify specific HJCs and empirically examine the relationships of these to work–family conflict and job stress. Hospitality employees work in a “smile factory” – often under stress. Design/methodology/approach – Data were collected from 346 hotel employees in China and analyzed using structural equation modeling (SEM) and a series of hierarchical regression analyses (HRA). Findings – The SEM results confirmed the general role of HJCs as a job stressor, and the HRA findings differentiated the specific impacts of the characteristics on work–family conflict and job stress. Research limitations/implications – The survey was cross-sectional and correlational in nature. Furthermore, the results were also from selected hotels, and the respondents do not fully represent all hotel employees. Finally, the measures of hospitality job uniqueness were employees’ subjective agreement on the given stat...
TL;DR: In this paper, the authors employ two distinct lenses of emotional labor (EL as occupational requirements and EL as intrapsychic processes of surface acting) and examine their relationship with job satisfaction.
TL;DR: This article integrated the job demands-resources model and the concept of psychological contract fulfillment into a social exchange theory process framework to improve our understanding how and when job characteristics interact to influence job outcomes, and found evidence to support their hypothesized relationships between job characteristics (job demands and job resources) and job outcomes (job satisfaction and organizational commitment).
Abstract: This study integrated the Job Demands-Resources (JD-R) model and concept of psychological contract fulfillment into a social exchange theory process framework to improve our understanding how and when job characteristics interact to influence job outcomes. Using survey data (n = 334), we found evidence to support our hypothesized relationships between job characteristics (job demands and job resources) and job outcomes (job satisfaction and organizational commitment); and the mediating role of psychological contract fulfillment (transactional and relational), such that when job resources (job control and support) were high, the negative effects of high job demands on psychological contract fulfillment were attenuated. Theoretical and managerial implications are discussed.
TL;DR: In this article, the authors explored the influence of emotional intelligence on job performance and job satisfaction as well as the mediating role of job satisfaction in relation between emotional intelligence and job performance among administrative employees of the University of Jordan.
Abstract: Recent research findings are accumulating evidence that Emotional Intelligence (EI) is associated positively with important work manners. However, the research on Emotional Intelligence is mainly conducted in business field and in western countries; therefore there is a shortage of research on Emotional Intelligence in the context of public sector in Jordan. The aim of this study is to explore the influence of Emotional Intelligence on job performance and job satisfaction as well as the mediating role of job satisfaction on job performance among the administrative employees of the University of Jordan. The present study is based on Mayer and Salovey’s (2000) ability model of Emotional Intelligence. A sample consisted of 354 employees from the University of Jordan who completed self-report questionnaire. Structural equation modeling (SEM) was used in order to test the proposed hypotheses. The research found that Emotional Intelligence is positively correlated with job performance and job satisfaction. The findings of this study also confirm the mediatory role of job satisfaction in relationship between Emotional Intelligence and job performance. It is suggested that Emotional Intelligence can be used to predict job performance and job satisfaction, therefore the understanding of Emotional Intelligence theory and its applications can be promoted for managerial and human resource practices throughout public sector organizations.
TL;DR: Job satisfaction problems in nursing might be co-responsive to stress management intervention and participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes.
Abstract: Aim: To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction.
Background: Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction.
Evaluation: Comparative scoping review of studies (2000–2013) and location of their outcomes within the ‘job demands–job resources’ (JD-R) model of stress to identify commonalities and trends.
Discussion: Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of ‘emotional demands’ as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of ‘shift work’ as a common issue in later studies points to further implications for nurses’ psychosocial well-being.
Conclusions: Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required.
Implications for nursing management: Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes.
TL;DR: In this article, the authors examined the relationship between perceived corporate social responsibility, organizational identification, job satisfaction, and job performance, and developed a sequential mediation model by fully integrating these links and found that perceived CSR was indirectly and positively associated with job performance.
Abstract: In spite of the increasing importance of corporate social responsibility (CSR) and employee job performance, little is still known about the links between the socially responsible actions of organizations and the job performance of their members In order to explain how employees’ perceptions of CSR influence their job performance, this study first examines the relationships between perceived CSR, organizational identification, job satisfaction, and job performance, and then develops a sequential mediation model by fully integrating these links The results of structural equation modeling analyses conducted for 250 employees at hotels in South Korea offered strong support for the proposed model We found that perceived CSR was indirectly and positively associated with job performance sequentially mediated first through organizational identification and then job satisfaction This study theoretically contributes to the CSR literature by revealing the sequential mechanism through which employees’ perceptions of CSR affect their job performance, and offers practical implications by stressing the importance of employees’ perceptions of CSR Limitations of this study and future research directions are discussed