Employees' job satisfaction and self-performance ratings : the role of instant messaging, extent of barriers implemented and employees' psychological empowerment
This paper studied the relationships between instant messaging (IM) and two other dependent variables, employees’ level of job satisfaction and self-performance ratings, mediated by psychological empowerment in Singapore. It was also hypothesized that the relationship between IM and psychological em...
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| Main Authors: | , , |
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| Other Authors: | |
| Format: | Final Year Project |
| Published: |
2008
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| Subjects: | |
| Online Access: | http://hdl.handle.net/10356/10343 |
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| Institution: | Nanyang Technological University |
| Summary: | This paper studied the relationships between instant messaging (IM) and two other dependent variables, employees’ level of job satisfaction and self-performance ratings, mediated by psychological empowerment in Singapore. It was also hypothesized that the relationship between IM and psychological empowerment was moderated by the extent of barriers that the organization have implemented.
Based on the data collected from 255 desk-bound white-collar employees, IM was found to be positively related to both their level of job satisfaction and self-performance ratings. However, partial mediation by psychological empowerment was only found for the relationship between IM and job satisfaction. Further, this paper showed that there was no moderating effect on the relationship between IM and psychological empowerment by the extent of barriers implemented.
This study serves to differentiate IM from the cyber-slacking bundle by highlighting the benefits that IM actually brings to organizations. The implications of the age-job satisfaction relationship, age-self-performance ratings relationship and gender-self-performance ratings relationship for the practitioners are also discussed in this paper. |
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