Webpage capture with ocb1/31/2024 In today's marketplace, where productivity is so critical, managers that want to achieve maximum job performance are already looking at two distinct, but related, aspects of the employee's work life. However, for each model a significant negative, rather than positive, association was found for the second hypothesis that predicted a positive correlation between OCB and stress.Īs the pace of industry and organizations rapidly increases in response to ever-expanding and competitive markets, the role of the individual worker's contribution to the work force has become equivalently more critical and the object of scrutiny. In sum, drawing upon Arab respondents, our findings partially supported both conceptual models: in both models, the first and third hypotheses were confirmed, namely, that positive associations exist, respectively, between organizational justice and OCB and between work-family conflict and stress. This second model points to OCB and work-family conflict as mediators between organizational justice and stress. 2) The second model proposes a positive relationship between (i) organizational justice and OCB, (ii) work-family conflict and OCB, and (iii) work-family conflict and stress. This first model indicates that the variables OCB and stress mediate between organizational justice and work-family conflict. This study proposed two plausible models regarding these inter-relationships: 1) The first model posited a positive relationship between (i) organizational justice and OCB, (ii) stress and OCB, and (iii) work-family conflict and stress. No obstante, en cada modelo se encontró una asociación significativa negativa más que positiva en la segunda hipótesis que predecía una correlación positiva entre CCO y estrés. En síntesis, utilizando una muestra árabe nuestros resultados apoyan en parte ambos modelos conceptuales: en ambos se han confirmado la primera y tercera hipótesis, es decir, que hay asociaciones positivas respectivamente entre justicia organizacional y CCO y entre conflicto trabajo-familia y estrés. Este segundo modelo apunta al CCO y al conflicto trabajo-familia como mediadores de la justicia organizacional y el estrés. 2) El segundo modelo propone una relación positiva entre (i) justicia organizacional y CCO, (ii) conflicto trabajo-familia y CCO y (iii) conflicto trabajo-familia y estrés. Este primer modelo indica que las variables CCO y estrés mediatizan la relación entre justicia organizacional y conflicto trabajo-familia. ![]() 1) El primer modelo plantea una relación positiva entre (i) justicia organizacional y conducta cívica organizacional (CCO), (ii) estrés y CCO y (iii) conflicto trabajo-familia y estrés. Este estudio propone dos modelos plausibles referentes a una serie de interrelaciones.
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