Core self-evaluations, perceived organizational support, and work-related well-being. Testing a moderated mediation model
| DOI | https://doi.org/10.1108/PR-04-2018-0128 |
| Pages | 659-671 |
| Published date | 01 April 2019 |
| Date | 01 April 2019 |
| Author | Hui-Hsien Hsieh,Yung-Chuan Wang,Jie-Tsuen Huang |
| Subject Matter | HR & organizational behaviour,Global HRM |
Core self-evaluations, perceived
organizational support, and
work-related well-being
Testing a moderated mediation model
Hui-Hsien Hsieh
Department of Technology Application and Human Resource Development,
National Taiwan Normal University, Taipei, Taiwan, and
Yung-Chuan Wang and Jie-Tsuen Huang
Department of Human Resource Development,
National Kaohsiung University of Science and Technology, Kaohsiung, Taiwan
Abstract
Purpose –The purpose of this paper is to propose a moderated mediation model involving core
self-evaluations (CSE), perceived organizational support (POS) and work-related well-being in terms of job
burnout and job satisfaction. Drawing on conservation of resources theory, the authors examine the
mediating effect of job burnout on the relationship between CSE and job satisfaction, while also investigating
the moderating role of POS on the above effect.
Design/methodology/approach –Survey data were collected from a sample of 396 full-time employees
from four restaurant and food service companies in Taiwan. Hierarchical regression analyses were conducted
to test the hypotheses.
Findings –The results show that job burnout partially mediates the relationship between CSE and job
satisfaction. Moreover, the results indicate that POS moderates the negative relationship between CSE and
job burnout, as well as the mediated relationship between CSE and job satisfaction via job burnout.
Specifically, both the CSE-job burnout relationship and the CSE-job burnout-job satisfaction relationship
become stronger for employees with high POS than for those with low POS.
Practical implications –The results highlight the importance of raising employees’POS by creating a
supportive work environment in organizations, because it can serve as an important job resource that
complements the impact of employees’CSE on their work-related well-being.
Originality/value –This study contributes to the literature by suggesting that work-related well-being
should be viewed as the results of interplay between personal characteristics and perceptions of the work
environment, highlighting the importance of the person-environment interaction in explaining employees’
work-related well-being.
Keywords Well-being, Jobsatisfaction, Perceived organizational support, Coreself-evaluations, Job burnout
Paper type Research paper
Introduction
Employee well-being has received growing research attention from scholars because of its
contributions to organizational performance and success (De Cuyper et al., 2011; Taris and
Schreurs, 2009). The present study selects job burnout and job satisfaction to reflect
negative and positive aspects of work-related well-being, respectively, as scholars have paid
much attention to studying these two types of work-related well-being. For example, studies
have shown that job burnout results in poor job performance and increased absenteeism,
turnover and psychological and physical health problems (Bakker et al., 2014; Swider and
Zimmerman, 2010). Moreover, studies have found job satisfaction to be positively related to
job performance and organizational citizenship behavior and negatively related to turnover Personnel Review
Vol. 48 No. 3, 2019
pp. 659-671
© Emerald PublishingLimited
0048-3486
DOI 10.1108/PR-04-2018-0128
Received 10 April 2018
Revised 28 August 2018
Accepted 15 October 2018
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/0048-3486.htm
The third author’s contribution was supported by the Ministry of Science and Technology in Taiwan
under Grant Number MOST106-2410-H-992-327.
659
Testing a
moderated
mediation
model
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