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The Joint Effect of Social Comparison and Social Distance on Evaluation of Intertemporal Choice Outcomes in Event-related Potential Studies
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An empirical study on the influence of new generation employees' job satisfaction on contextual performance in the

Hu Xiao1, Wei Xie2, Bo Liu2

  • 1Department of Admissions and Employment, Southwest Petroleum University, Chengdu, 610500, China.

Heliyon
|May 6, 2024
PubMed
Summary

Job satisfaction positively impacts the contextual performance of new energy industry employees. Organizational commitment mediates this relationship, while self-efficacy moderates it, enhancing employee development.

Keywords:
Contextual performanceJob satisfactionNew generation employees in the energy industryOrganizational commitmentSelf-efficacy

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Area of Science:

  • * Organizational psychology
  • * Human resource management
  • * Energy industry studies

Background:

  • * New generation energy industry employees face challenges like low psychological endurance and professional literacy.
  • * These issues negatively impact individual performance and labor market stability during the energy transition.
  • * Addressing these challenges is crucial for the sustainable development of the energy sector's future workforce.

Purpose of the Study:

  • * To investigate factors influencing the contextual performance of next-generation employees in the energy industry.
  • * To establish a theoretical model examining job satisfaction, organizational commitment, and self-efficacy.
  • * To provide practical insights for improving employee performance and retention in the evolving energy sector.

Main Methods:

  • * Development of a theoretical model incorporating job satisfaction (independent variable), organizational commitment (mediator), self-efficacy (moderator), and contextual performance (dependent variable).
  • * Hypothesis testing based on established theories: two-factor theory, psychological contract theory, and self-efficacy theory.
  • * Data collection through questionnaire investigation of new generation employees in the energy industry.

Main Results:

  • * Job satisfaction was found to have a significant positive effect on contextual performance.
  • * Organizational commitment demonstrated a mediating role between job satisfaction and contextual performance.
  • * Self-efficacy significantly moderated the relationships between job satisfaction, organizational commitment, and contextual performance, revealing mediated moderation and regulated mediation effects.

Conclusions:

  • * Enhancing job satisfaction is key to improving the contextual performance of young energy sector professionals.
  • * Fostering organizational commitment can amplify the positive effects of job satisfaction.
  • * Leveraging self-efficacy strategies can optimize both job satisfaction and organizational commitment for better performance outcomes.
  • * The findings offer valuable guidance for the healthy development and integration of the next generation in the energy industry.