The relationship between hardiness, supervisor support, group cohesion, and job stress as predictors of job satisfaction

Purpose. This study tested a conceptual model based on research supporting the relationship between the predictors of hardiness, supervisor support, and group cohesion and the criterions of job stress and job satisfaction and between the predictor of job stress and the criterion of job satisfaction. Design. The study employed a cross-sectional research design. Survey data were collected us part of the baseline measures assessed prior to an organizational hardiness intervention. Setting. Worksite of Dell Computer Corporation in Austin, Texas. Subjects. The subjects included 160 full-time Dell employees recruited from a convenience sample representing nine work groups (response rate = 90%). Measures. Hardiness was measured using the Dispositional Resilience Scale (DRS), job stress was measured using the Perceived Work Stress Scale (PWSS), and super visor support, group cohesion, and job satisfaction were measured using a Proprietary employee attitude survey. Results. In the proposed model, high hardiness, sup M.-visor support, and group cohesion were related to lower levels of job stress, which in turn was related to higher levels of job satisfaction. The model also proposed direct paths from hardiness, supervisor support, and group cohesion to job satisfaction. Path analysis was used to examine the goodness of fit of the model. The proposed model was a good fit, for the data (chi(2)[1, N = 160] = 1.85, p = .174) with the exception of the direct path between group cohesion and job satisfaction. Substantial portions of the variances in job stress (R-2 = .19) and job satisfaction (R-2 = .44) were accounted for by the predictors. Conclusion. Implications for targeted worksite health promotion efforts to lower job stress and enhance job satisfaction are discussed.