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Start Date

16-8-2018 12:00 AM

Description

In this study, we adopt a stress-strain-outcome framework and conceptualize work overload as a stress, work exhaustion as a strain, and job satisfaction as an outcome. We argue that professional self-efficacy is a coping mechanism, place it as a moderator, and hypothesize that it would attenuate the effects of 1) work overload on work exhaustion and 2) work exhaustion on job satisfaction. We test the model by using survey data collected from 144 IT professionals in Finland by means of the Partial Least Squares technique. The findings suggest that work overload has a significant positive effect on work exhaustion, work exhaustion has a significant negative effect on job satisfaction, and professional self-efficacy attenuates both of these relationships. These findings imply that managers need to keep in mind the possible risks from work overload and exhaustion. Furthermore, they should try to improve their employees’ professional self-efficacy to mitigate these risks.

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Aug 16th, 12:00 AM

A Stress-Strain-Outcome Model of Job Satisfaction: The Moderating Role of Professional Self-efficacy

In this study, we adopt a stress-strain-outcome framework and conceptualize work overload as a stress, work exhaustion as a strain, and job satisfaction as an outcome. We argue that professional self-efficacy is a coping mechanism, place it as a moderator, and hypothesize that it would attenuate the effects of 1) work overload on work exhaustion and 2) work exhaustion on job satisfaction. We test the model by using survey data collected from 144 IT professionals in Finland by means of the Partial Least Squares technique. The findings suggest that work overload has a significant positive effect on work exhaustion, work exhaustion has a significant negative effect on job satisfaction, and professional self-efficacy attenuates both of these relationships. These findings imply that managers need to keep in mind the possible risks from work overload and exhaustion. Furthermore, they should try to improve their employees’ professional self-efficacy to mitigate these risks.