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THE MEDIATING ROLE OF MOTIVATION AND JOB SATISFACTION IN WORK ENVIRONMENT-OUTCOME RELATIONSHIPS
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| Title | THE MEDIATING ROLE OF MOTIVATION AND JOB SATISFACTION IN WORK ENVIRONMENT-OUTCOME RELATIONSHIPS |
| Author | Guzman, Melissa
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| Keywords | work climate
work environment
motivation
job satisfaction
performance
turnover intentions
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| Abstract | Research that links various aspects of the work environment to important work outcomes can be traced back almost seventy years. Despite the history and proliferation of these studies, firm conclusions have not been reached regarding the ways through which the work environment impacts these outcomes. For example, mediating variables such as motivation and job satisfaction have been proposed as affective and cognitive states that could impact the environment-outcome relationships but have received little attention. Additionally, organizational and contextual moderators such as group size and demographics that could impact the relationships have been called for but have yet to be studied. Consequently, much remains to be examined in the environment-outcome relationships beyond the basic links. Therefore, the primary objective of the current study was to investigate the effects of motivation and job satisfaction as mediators, and group size, group tenure, and group gender composition as moderators, of work environment-work outcome relationships. Specifically, it was proposed that motivation and job satisfaction mediate the relationships between the feedback environment, learning environment, and reward and recognition environment and job performance and turnover intentions. Finally, it was expected that group size, group tenure, and group gender composition moderate these same environment-outcome relationships. It is suggested that findings gleaned from this study can provide a clearer picture of how certain work environment variables impact specific work outcomes, which can provide researchers and practitioners with information to improve the organizational setting and individual and organizational outcomes of interest. Support was found for several hypotheses and future research directions are noted. |
| Adviser | Pritchard, Robert
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| Publisher | University of Central Florida |
| Degree | Ph.D.
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| Degree Discipline | Department of Psychology
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| Degree Grantor | Sciences
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| Degree Program | Psychology PhD
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| Graduation Date | 2007-01-01 |
| Type | Doctoral dissertation
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| Access Level | Public - Allow Worldwide Access
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| Release Date | 2008-07-01 |
| Repository | University Archives
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| Repository Collection | Electronic Theses and Dissertations
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| Identifier | CFE0001724 |
| Access Link | http://purl.fcla.edu/fcla/etd/CFE0001724 |
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