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The nature and causes of job satisfaction
Edwin A. Locke
- pp 1297-1349
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The article was published on 1976-01-01 and is currently open access. It has received 6982 citations till now. The article focuses on the topics: Job attitude & Job satisfaction.read more
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Understanding information systems continuance: an expectation-confirmation model
TL;DR: The results suggest that users' continuance intention is determined by their satisfaction with IS use and perceived usefulness of continued IS use, and that post-acceptance perceived usefulness is influenced by users' confirmation level.
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Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.
TL;DR: Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents.
Journal ArticleDOI
Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit
TL;DR: In this article, a meta-analysis investigated the relationships between person-job (PJ), person-organization (PO), person group, and person-supervisor fit with pre-entry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure).
Journal ArticleDOI
Satisfaction and comparison income
Andrew E. Clark,Andrew J. Oswald +1 more
TL;DR: In this paper, the authors tried to test the hypothesis that utility depends on income relative to a "comparison" or reference level using data on 5,000 British workers and found that workers' reported satisfaction levels are inversely related to their comparison wage rates.
Journal ArticleDOI
Job engagement: antecedents and effects on job performance
TL;DR: In this paper, a study of 245 firefighters and their supervisors found that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performance dimensions: task performance and organizational citizenship behavior.