This study tested the relationship of the personality variable of hardiness to the organisational outcomes of job satisfaction, performance and intention to turnover. These relationships were also tested via two alternative transactional models, with a sequential and simultaneous structure for the appraisal and coping processes. Employees (N = 297) from a range of large New Zealand organisations completed a questionnaire on hardiness, appraisal, coping, affect and the three distal outcomes. Bivariate correlations revealed significant positive relationships between hardiness and job satisfaction, hardiness and performance, and a significant negative relationship with intention to turnover. Structural equation modelling results revealed that the direct relationship between hardiness and job satisfaction was the strongest path, which indicates that the higher an employees level of hardiness the higher their likely level of job satisfaction. The simultaneous model provided best fit to the data, revealing a positive path from hardiness through challenge appraisals to positive affect, and a negative path through threat appraisal and emotion-focused coping. This study concludes that higher levels of hardiness are associated with more positive situational appraisals and more effective coping responses.
Identifer | oai:union.ndltd.org:ADTP/269399 |
Date | January 2009 |
Creators | Cash, Melanie Lyndal |
Publisher | Massey University |
Source Sets | Australiasian Digital Theses Program |
Language | English |
Detected Language | English |
Page generated in 0.0019 seconds