Journal of Occupational and Organizational Psychology 

About: Journal of Occupational and Organizational Psychology is an academic journal published by British Psychological Society. The journal publishes majorly in the area(s): Job satisfaction & Job performance. It has an ISSN identifier of 0963-1798. Over the lifetime, 1135 publications have been published receiving 115578 citations. The journal is also known as: Occupational and organizational psychology.

Re‐examining the components of transformational and transactional leadership using the Multifactor Leadership

Abstract: A total of 3786 respondents in 14 independent samples, ranging in size from 45 to 549 in US and foreign firms and agencies, completed the latest version of the Multifactor Leadership Questionnaire (MLQ Form 5X), each describing their respective leader Based on prior literature, nine models representing different factor structures were compared to determine the best fit for the MLQ survey The models were tested in an original set of nine samples, and then in a second replication set comprised of five samples Results indicated the factor structure for the MLQ survey was best represented by six lower order factors and three correlated higher-order factors

Job demands, perceptions of effort-reward fairness and innovative work behaviour

Abstract: Building on person-environment fit theory and social exchange theory, the relationship between job demands and innovative work behaviour was assumed to be moderated by fairness perceptions of the ratio between effort spent and reward received at work. This interaction of job demands with perceptions of effort-reward fairness was tested among 170 non-management employees from a Dutch industrial organization in the food sector. Results demonstrated a positive relationship between job demands and innovative work behaviour when employees perceived effort-reward fairness rather than under-reward unfairness.

Work engagement and financial returns: A diary study on the role of job and personal resources

Abstract: This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self-efficacy, self-esteem, and optimism), work engagement, and financial returns Forty-two employees working in three branches of a fast-food company completed a questionnaire and a diary booklet over 5 consecutive workdays Consistent with hypotheses, multi-level analyses revealed that day-level job resources had an effect on work engagement through day-level personal resources, after controlling for general levels of personal resources and engagement Day-level coaching had a direct positive relationship with day-level work engagement, which, in-turn, predicted daily financial returns Additionally, previous days' coaching had a positive, lagged effect on next days' work engagement (through next days' optimism), and on next days' financial returns

Schema, promise and mutuality: The building blocks of the psychological contract

Abstract: Understanding the dynamics of the psychological contract in employment is difficult without research into its formation. Unfortunately, far less research exists on the antecedents and formation of the psychological contract than on the consequences associated with it. Three concepts frequently studied in psychology are particularly important to advancing research on psychological contract formation: schemas, promises, and mutuality (i.e. objective and perceptual agreement). This article develops the implications these three concepts have for future research on psychological contract formation.

Is job satisfaction U-shaped in age?

Abstract: It is generally believed that job satisfaction increases linearly with age. However, there are persuasive arguments, and some empirical evidence, that the relationship is Ushaped, declining from a moderate level in the early years of employment and then increasing steadily up to retirement. This paper investigates that relationship, using survey responses from a large sample of British employees. For overall job satisfaction, satisfaction with pay, and satisfaction with the work itself, a strongly significant U-shape is observed. Ordered probit techniques, which take account of the ordinality of satisfaction data, are used to analyse the relationship between these forms of satisfaction and a large set of individual and job characteristics. Despite the inclusion of 80 control variables, significant coefficients persist for the age and age-squared variables (the latter representing the non-linear component). The paper thus provides strong evidence for a U-shaped relationship between age and job satisfaction. Furthermore, it is shown that a similar age pattern occurs for employees' context-free mental health, suggesting that both job satisfaction and context-free mental health are affected by non-job factors of life-stage and personal circumstances. The importance of changes in expectations with increasing age is emphasized. There have been many investigations into the relationship between age and different forms of job satisfaction. Significant variations across age are commonly found, with older employees tending to report higher satisfaction than younger ones (e.g. Doering, Rhodes & Schuster, 1983; Glenn, Taylor & Weaver, 1977; Warr, 1992), Observed age differences in overall job satisfaction are greater than those associated with gender, education, ethnic background or income (Clark, 1993;. Weaver, 1980). However, two questions remain unanswered. First, given that there is a positive relationship between age and job satisfaction, is it simply linear or does it contain a nonlinear component? And, second, what underlying variables can account for the pattern of job satisfaction differences between age groups?