Academic journal article Public Personnel Management

Perceived Organizational Health as a Mediator for Job Expectations: A Multidimensional Integrated Model

Academic journal article Public Personnel Management

Perceived Organizational Health as a Mediator for Job Expectations: A Multidimensional Integrated Model

Article excerpt


The comparison between self-expectations and perceived situations of one organization usually affects people's perception of work. The present study proposes that perceived organizational health is a mediator for the relationships between job expectations and job self-efficacy, and between job expectations and job satisfaction. Also, job self-efficacy plays a mediating role between perceived organizational health and job satisfaction. The questionnaires were developed for Chinese participants. Data were collected from 477 junior employees in the public bus companies. Results indicated that the first two propositions had been confirmed. Both of them produced a complete mediating effect. Then they were combined and fitted in the same model, of which the fitness was good. The research outcomes were consistent with the social cognitive theory. Strengths, limitations, and future orientations have been discussed.


job expectations, perceived organizational health, job self-efficacy, job satisfaction, junior employee


A general perception about public services is often that of a stable position and solid pay. However, it is hard to avoid people's impression of poor efficiency to them. Then, the employee problem or the organization problem, which one of these is the cause of low work performance? With urgent needs of the social transformation in China (which requires an expansion in public services), on the one hand, the improvement of present situation is much required. On the other hand, millions of college graduates and unemployed youths have the dream to find a job in the public sectors, because of its advantages and benefits. The junior employees have more expectations for the future career development, as well as the successor of public services in times to come. This implies that they are either adapted to the low efficiency of organization's current situation, or counterproductive and preparing to quit. Both two states have certainly an adverse effect on changing and developing of the public services. Hence, the causes of this phenomenon are worth exploring.

Job satisfaction and job self-efficacy are often deemed to be important causes for low morale and sluggishness in a work environment. According to social cognitive theory, both employee factor and organization factor have an effect on them. The traditional view considers that low job satisfaction and low job self-efficacy are usually under the influence of individual personality, motivation, attribution, and demographic characteristics from the point of view of an employee. From an organizational point of view, they are mainly related to job characteristics, justice, payment, and management styles. The question is whether these predictors are broader, pettier, or more circumscribed. It is difficult to clarify a pattern briefly and clearly.

After entering the organization, individuals tend to compare their initial job expectations with present situation of one organization. The discrepancy between what people really encounter in the job and what they expected to encounter is conceptualized as the met-expectations hypothesis (Porter & Steers, 1973). Smaller discrepancies between pre-entry expectations and post-entry experiences result in higher levels of organizational commitment and job satisfaction, to a lower level of turnover intention (Irving & Meyer, 1995). This "post-entry experience" is actually a subjective feeling process about organizational environment, climate, and operating. Previous studies have demonstrated that met-expectations could better predict job satisfaction and turnover intention (Porter & Steers, 1973; Steers & Mowday, 1981; Taris, Feij, & Vianen, 2005). Nonetheless, there is a lack of exploration of the cognitive evaluation mechanism of met-expectations and explicit definition of work experience in an organization. From this perspective, this study explored the connections and mechanism that affect job satisfaction, and job self-efficacy for public bus company staffs, under the background of social transformation in China. …

Search by... Author
Show... All Results Primary Sources Peer-reviewed


An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.