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The mediating effect of rewarding on the relationship between employee involvement and job satisfaction
Author(s) -
Bayraktar Cahit Ali,
Araci Ozlem,
Karacay Gaye,
Calisir Fethi
Publication year - 2017
Publication title -
human factors and ergonomics in manufacturing and service industries
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.408
H-Index - 39
eISSN - 1520-6564
pISSN - 1090-8471
DOI - 10.1002/hfm.20683
Subject(s) - job satisfaction , employee engagement , employee research , mediation , psychology , employee motivation , multilevel model , competitor analysis , personnel psychology , business , job attitude , job performance , marketing , public relations , organizational commitment , social psychology , political science , law , machine learning , computer science
Employee support provides enormous benefits to help sustain a competitive advantage, respond to changes more quickly than competitors, and position the organization ahead of others. Awareness of this fact triggers organizations to prepare new motivational programs and practices. Employee involvement and rewards are among the many ways to achieve employee job satisfaction and motivational needs. Employee involvement entails giving employees an opportunity to influence decisions and actions regarding their jobs. Furthermore, rewards have the potential to prompt employees to act in line with organizational goals. This study aims to examine the relationship between employee involvement and job satisfaction based on the mediation effect of rewarding. Four hundred employees from the financial sector responded to a questionnaire. The relationship between employee involvement and job satisfaction was tested using hierarchical linear regression analysis. Results revealed that rewarding does mediate the relationship between employee involvement and job satisfaction. Organizations that give priority to employee needs and motivational processes should take both employee involvement and rewarding into consideration.