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  1. Home
  3. An Empirical Study On The Influence Of New Generation Employees' Job Satisfaction On Contextual Performance In The Energy Industry.
  1. Home
  3. An Empirical Study On The Influence Of New Generation Employees' Job Satisfaction On Contextual Performance In The Energy Industry.

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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

View abstract on PubMed

Summary
This summary is machine-generated.

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.