Showing papers on "Core self-evaluations published in 1986"

The dispositional approach to job attitudes: A lifetime longitudinal test.

Abstract: This research was supported in part by grant AG 4178 from the National Institute of Aging to the Institute of Human Development (John Clausen, principal investigator) and by a University of California faculty research grant to Barry Staw. Correspondence regarding this paper should be sent to Barry M. Staw, School of Business Administration, University of California, Berkeley, CA 94720. Recent debates between the job enrichment and socialinformation-processing perspectives have led to a trend toward greater situationalism in organizational research. This paper, however, argues for a more dispositional approach in which the role of the person is emphasized. Using a longitudinal sample, measures of affective disposition from as early as adolescence were used to predict job attitudes in later life. Results showed that dispositional measures significantly predicted job attitudes over a time span of nearly fifty years. The implications of these findings are discussed in terms of both theories of job attitudes and organizational development activities that attempt to alter employee job satisfactions

Communication satisfaction, job satisfaction, and job performance

Abstract: This field study of 327 hospital nurses investigated the relationship between perceived satisfaction with organizational communication and job satisfaction and job performance. The researcher developed a research model incorporating nine dimensions of communication satisfaction and hypothesized their varying relationships with job satisfaction and job performance. Correlation, multiple regression, and canonical correlation analyses revealed significant positive relationships between communication satisfaction and job satisfaction, and communication satisfaction and job performance. The communication satisfaction-job satisfaction link was stronger. The same facets of communication—supervisor communication, communication climate, and personal feedback—were found to be most strongly related to both job satisfaction and performance. Although the importance of the superior-subordinate communication relationship was confirmed, top management communication also was substantially related to job satisfaction and, to a lesser degree, job performance. Rank-order correlation results of this study were compared to several other studies and some congruent patterns were found.

Confirmatory Analytic Tests of Three Causal Models Relating Job Perceptions to Job Satisfaction.

Abstract: : Three alternative models of causal relations between job perceptions and job satisfaction were tested using confirmatory analytic techniques. The three causal models are: (a) a postcognitive-nonrecursive model in which job satisfaction occurs after job perceptions in the causal order, and job perceptions and job satisfaction are reciprocally related; (b) a precognitive-recursive model in which job perception occur after job satisfaction in the causal order and are effects but not causes of job satisfaction; and (c) a precognitive-nonrecursive model in which job satisfaction occurs prior to job perceptions, and job satisfaction and job perceptions are reciprocally related. Results of confirmatory analyses indicated disconfirmation of all but the postcognitive-nonrecursive model. (Author)

Family Influences on the Job Satisfaction of Employed Mothers

Abstract: The purpose of this study was to explore the relationship between job satisfaction and selected family variables that might constrain or enhance the job satisfaction of employed mothers. Results of stepwise regression indicate that four family variables were more useful in explaining variation in job satisfaction than six background variables that had been expected to influence job satisfaction. Results suggest that job satisfaction could be enhanced by increasing family support for women's employment.

Locus of Control and Activity Level as Moderators in the Quantitative Job Demands—Satisfaction/ Psychological Anxiety Relationship: An Experimental Analysis

Abstract: The present study examined the impact the quantitative job demands on satisfaction and psychological anxiety. In addition, the moderating effects of locus of control and activity level were examined. Consistent with the literature, perceptions of job demands were found to negatively affect satisfaction and positively affect psychological anxiety. Individuals reporting high activity levels had the strongest positive relationship between perceived job demands and psychological anxiety. Finally, external locus of control strengthened the negative relationship between perceived job demands and satisfaction. Results and social implications are discussed.

Self‐Actualization Need Strength: Moderator of Relationships Between Job Characteristics and Job Outcomes

Abstract: The moderating effect of self-actualization need strength on the relationships between job characteristics and job outcomes was investigated. Results provide strong support for its effect on the relationships between job complexity and four of five outcome measures and suggest that responses of workers in the public and private sectors are similar.

Analysis of Relationships among Leader Behavior, Subordinate Job Performance and Satisfaction: A Path-Goal Approach

Abstract: The propositions are tested that (a) the more unstructured the task, the more positive the relationships between leader initiating structure and subordinate job satisfaction and performance, and (b) the more unstructured the task, the less positive the relationship between leader consideration and subordinate job satisfaction and performance. The correlations do not support the first proposition.