Job satisfaction has effects that touch both the employee and employer, these effects include career success, work-family facilitation, turnover intentions, engagement, absenteeism, and quality of work. Having work flexibility measures in the work place can lead to improved job satisfaction. In this dissertation, we study the relationship between work flexibility and job satisfaction through investigating the mediating role of employee empowerment. Building on extant theories, a partial least square structural model is developed to study the relationships between work flexibility, empowerment, and job satisfaction. Perceptions of pay and turnover intentions are included in the model as dependent constructs. The model shows strong links between work flexibility and job satisfaction. Also, it is concluded that empowerment plays an important role in mediating the relationship between work flexibility and job satisfaction. It is observed that empowerment leads to improved perceptions of pay and that improved perceptions of pay together with job satisfaction lead to lower turnover intentions.
| Identifer | oai:union.ndltd.org:GEORGIA/oai:scholarworks.gsu.edu:bus_admin_diss-1061 |
| Date | 01 May 2016 |
| Creators | Yaghi, Nizar |
| Publisher | ScholarWorks @ Georgia State University |
| Source Sets | Georgia State University |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Business Administration Dissertations |
Page generated in 0.0021 seconds