Previous studies on uncertainty have acknowledged the efficacy of job control as a way to cope and enhance job satisfaction, although the literature using intolerance of uncertainty remains...Show morePrevious studies on uncertainty have acknowledged the efficacy of job control as a way to cope and enhance job satisfaction, although the literature using intolerance of uncertainty remains relatively scarce. Our study aimed to address this gap by investigating the mediating role of job control in the relationship between intolerance of uncertainty and job satisfaction. The proposed hypotheses were that (i) there would be a statistically significant negative association between intolerance of uncertainty and job satisfaction and that (ii) the relationship between intolerance of uncertainty and job satisfaction would be mediated by job control. The study was carried out on a sample of 109 adults, working in the Netherlands. Mediation analysis using PROCESS Procedure by Andrew Hayes was used. Contrary to expectations, hypotheses were not supported. A positive significant relationship was found between job control and job satisfaction. Results and implications of the study have been discussed.Show less
The present study aims to investigate the relationship between intolerance of uncertainty at workplace on employee’s intentions of turnover and the effect of perceived organizational support on...Show moreThe present study aims to investigate the relationship between intolerance of uncertainty at workplace on employee’s intentions of turnover and the effect of perceived organizational support on this relationship. The study hypothesizes that employees who are intolerant to uncertainty will report more intentions of turnover. Furthermore, it is also expected that perceived organizational support will moderate this relationship. The hypotheses were investigated on 137 working participants, age ranged from 18 to 64 years old, via online survey. Participants filled out demographics form, intolerance of uncertainty scale, perceived organizational support scale and turnover intention scale. Findings have found no significant support for both hypotheses. However, a significant, negative relationship between perceived organizational support and turnover intention has found, suggesting that when organizational support is perceived high, employees are less intended to turnover.Show less
