The impact of hardiness on organisational outcomes: investigating appraisal and coping processes through alternative transactional models : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Auckland, New Zealand
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Date
2009
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Massey University
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Abstract
This study tested the relationship of the personality variable of
hardiness to the organisational outcomes of job satisfaction,
performance and intention to turnover. These relationships were also
tested via two alternative transactional models, with a sequential and
simultaneous structure for the appraisal and coping processes.
Employees (N = 297) from a range of large New Zealand organisations
completed a questionnaire on hardiness, appraisal, coping, affect and
the three distal outcomes. Bivariate correlations revealed significant
positive relationships between hardiness and job satisfaction,
hardiness and performance, and a significant negative relationship
with intention to turnover. Structural equation modelling results
revealed that the direct relationship between hardiness and job
satisfaction was the strongest path, which indicates that the higher an
employees level of hardiness the higher their likely level of job
satisfaction. The simultaneous model provided best fit to the data,
revealing a positive path from hardiness through challenge appraisals
to positive affect, and a negative path through threat appraisal and
emotion-focused coping. This study concludes that higher levels of
hardiness are associated with more positive situational appraisals and
more effective coping responses.
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Keywords
Job satisfaction, Coping