Exploring the Theory of Employee Planned Behavior: Job Satisfaction as a Key to Organizational Performance.

This article introduces a significant advancement with the "Theory of Employee Planned Behavior" (TEPB), a novel extension of the well-established Theory of Planned Behavior (TPB). The TEPB uniquely positions job satisfaction as a central determinant in driving organizational performance. Using data from county-level government institutions in the United States, this research offers a nuanced exploration into how employee satisfaction influences organizational commitment and citizenship behaviors, which, in turn, substantially impact organizational performance. Our approach utilizes a significant dataset involving 372 dyads across hierarchical levels in government institutions. Through the application of Structural Equation Modeling (SEM), we rigorously validate the TEPB model. The results highlight a significant relationship where enhanced job satisfaction leads to stronger organizational commitment. This heightened commitment further fosters organizational citizenship behaviors, crucial in achieving superior organizational performance. This work notably extends the TPB model by integrating organizational performance as a consequential outcome. It also provides empirical evidence of the direct relationship between job satisfaction and organizational performance, specifically in the context of government institutions. Such findings are invaluable for organizational executives and policymakers in recognizing the paramount importance of employee satisfaction for organizational success. Overall, the TEPB model presented in this study offers a holistic and practical framework for organizations seeking to understand and effectively manage employee behavior. By focusing on job satisfaction, organizations can foster a more committed and proactive workforce, significantly improving performance and efficiency.

The resource-based reflective risk assessment model for understanding the quality of work life of nurses.

BACKGROUND: There is a need to examine the psychological traits that impact the "personal quality of life" and "personal well-being" of caregivers in the workplace. PURPOSE: This research proposes the resource-based reflective risk assessment model using a "at risk" framework to integrate mental health traits, producing a "portrait" of nursing quality of life and well-being. METHODS: Cross-sectional surveys on the quality of work life of nurses in Australia and Mexico were used to collect data. FINDINGS: Significant differences based on the ProQOL "at-risk" categories were found in all the 10 constructs with a similar pattern between the 2 countries. The proposed model was shown to be a useful framework for integrating mental health constructs that have a "draining" and "gaining" effect on nurses' well-being. DISCUSSION: The proposed model provides framework for understanding nursing well-being as well an integrating structure to add additional constructs to construct a comprehensive portrait of nurses' quality work life and personal well-being.

Integrating Implicit Leadership Theories, Leader-Member Exchange, Self-Efficacy, and Attachment Theory to Predict Job Performance.

The impact of implicit leadership theories on performance and the mechanism linking them have received insufficient theoretical and research attention. Drawing on Bandura's social cognitive theory, the present study contributes theory through examining the assertion that higher congruence between followers' implicit leadership theory and the characteristics of supervisors enhance job performance through higher quality of leader-member exchange and self-efficacy. Moreover, in the proposed model, attachment insecurity was considered as the antecedent of the congruence and leader-member exchange in addition to the moderator of the relationship between them. Capitalizing upon Structural Equation Modeling (SEM), this study tested the model in a field study using a sample of employees in knowledge-oriented firms in Iran. The results suggest that the congruence between followers' implicit leadership theory and the characteristics of supervisors does not directly impact performance and leader-member exchange and self-efficacy are the full mediators. The results also showed that attachment insecurity is the predictor of neither the congruence nor the leader-member exchange. Additionally, attachment insecurity moderates the relationship between these two variables in a way that when attachment insecurity is high, the congruence has more positive impact on leader-member exchange.