Showing papers on "Job attitude published in 1982"

A comparison of LISREL and two-stage least squares analysis of a hypothesized life–job satisfaction reciprocal relationship.

Abstract: The nature of the relationship between life satisfaction and job satisfaction was investigated using both two-stage least squares and the analysis of linear structural equations by LISREL. These techniques were chosen because both provide the possibility of evaluating causal relationships that are bidirectional. The results are consistent with a model that hypothesizes a reciprocal relationship between job and life domains. Further, results concerning estimates of structural parameters were consistent across analysis techniques. Some comparisons and cautionary remarks regarding the use of both techniques are presented. The interrelationship of job satisfaction and life satisfaction has long been an area of concern in the literature on job attitudes (for reviews see Kabanoff, 1980; Near, Rice, & Hunt, 1980; Rice, Near, & Hunt, 1980). For the most part, the nature of the relationship between job and life satisfaction has been portrayed in terms of three rival hypotheses: (a) that there is a positive relationship; (b) that there is a negative relationship; and (c) that there is no relationship. The first hypothesis (known as the generalized or spillover model) suggests that satisfaction in one domain of a person's life spills over into other areas. Thus, for example, workers who experience discontentment in their work do not compensate for this lack of psychological gratification by finding satisfaction in other aspects of their life, but rather are more likely to experience a greater incidence of unhappiness in nonwork activities. The spillover model suggests that the causal flow is either from job to life satisfaction or from life to job satisfaction, but not both simultaneously. In contrast, the second hypothesis (known as the compensation model) argues that individuals who have jobs deficient in need fulfillment will compensate for this deficiency by seeking out challenging and interesting nonwork activi

Job Satisfaction and Age: A Test of Two Views

Abstract: Previous impressionistic treatments of the sources of worker satisfaction have identified a stable, positive relationship between job satisfaction and age. But the current wisdom about this relationship remains largely at the level of zero-order associations and post-hoc explanations. Examining a national probability sample of 1,455 American workers drawn from the 1973 Quality of Employment Survey this research tests tzwo explanations commonly found in this literature: (1) that the relationship between age and satisfaction is the result of generational differences in education and value systems (i.e., a cohort explanation) and (2) that this relationship is simply a function of older workers having moved into better jobs across their careers (i.e., a life cycle explanation). Analyses of covariance suggest that neither explanation is adequate, leaving the question of what accounts for higher levels of satisfaction of older workers unresolved. Explanations for these findings and suggestions for further research are offered. Although there have been many studies of job satisfaction in recent years, findings have often been contradictory (Bockman), or marred by methodological problems (Kalleberg, a), and theoretical weaknesses. In this research we investigate the relationship between job satisfaction and age, one of the least explored theoretical issues in this literature. While detailed analyses of age and job satisfaction are scarce, incidental references are common. These range from the anecdotal observa

Differences in Job Motivation and Satisfaction Among Female and Male Managers

Abstract: This study examines the influence of sex on satisfaction with job related factors, overall job satisfaction, attitudes toward various motivators, and overall job motivation among managers. Using a statistical analysis of survey data, the study identifies many significant differences between male and female managers'perceptions and attitudes. The article then compares the findings to previous research, presents some questions pertinent to policy formation, and suggests avenues for future research.

Social support and managerial affective responses to job stress

Abstract: SUMMARY This research examines the moderating or buffering effects of two social support variables-support from the work group and from the supervisor-on the relationships of role conflict and ambiguity to intrinsic job satisfaction, job involvement and job anxiety. Data were collected from a sample of 89 middle-lower managerial personnel in a large, heavy equipment manufacturing firm in the Midwest. The moderated regression technique was used in data analysis. Significant interactions were obtained between the role variables and both social support variables. The results were in the predicted direction for positive work outcomes (i.e. job satisfaction and involvement) and contrary to prediction for negative work outcome (i.e. job anxiety). Implications of the findings for future research, the management of stress and leadership behaviour are discussed.

Accountants' job satisfaction: A path analysis☆

Abstract: This study analyzes job satisfaction and some of its correlates among Canadian chartered accounts (CAs). It focuses on the formulation and examination of influence paths between professional commitment, work need deprivation, organizational commitment, job satisfaction and intention to leave the organization (migrate). The empirical model with respect to the total sample mostly replicated the theoretical one. Migration tendencies of partners and sole practitioners in public practice were found unrelated to their job satisfaction and organizational commitment. Such tendencies of CAs in industry and government as well as those of employees in CA firms were related to their organizational commitment only. Professional commitment of CAs in nonprofessional organizations was found unrelated to the study variables.

Further Evidence on Education and Job Satisfaction

Abstract: Regression analysis of data from recent U.S. national surveys was used to estimate, for white men and women separately, the total effect of amount of education on job satisfaction and the effect net of extrinsic rewards (money, prestige, authority, and autonomy). We reasoned that education which does not lead to extrinsic rewards would lead to dissatisfaction with work by producing unfulfilled expectations and aspirations, and thus we hypothesized that the estimated effect of education on job satisfaction net of extrinsic rewards would be negative. The hypothesis was not supported for women and was only weakly supported for men, and thus the findings of this study do not suggest that any increase in overeducated workers will have a major negative impact on job satisfaction., The indicated total effect of education is positive for both sexes but is considerably stronger for women than for men.

A Survey of Classroom Teachers of the Emotionally Disturbed: Attrition and Burnout Factors:

Abstract: This study surveyed 33 teachers of the emotionally disturbed to obtain information to help in teacher recruitment, and to learn about teacher attrition and burnout Information was gathered through

The job characteristics of industrial salespersons: Relationship to motivation and satisfaction.

Abstract: The job characteristics model of worker motivation has been applied in many organizational settings. An empirical application of this model to the industrial sales position is presented in this art...

A Job is a Job is a Job... or is it?: Behavioral Observations in the Adolescent Workplace

Abstract: Researchers and policy makers have treated adolescent work experience as a unidimensional phenomenon and have ignored possible differences among jobs along the very dimensions of working posited as...

Job Commitment and the Organizational Woman.

Abstract: The research literature suggests that women may be committed to their jobs through the same process as men, but their reactions to certain variables differ. Previous models do not include those variables. In the model presented here three independent variables are major direct influences on job commitment. These are (I) sex role conflict, (2) satisfaction of needs, and (3) work commitment Two other variables—intrinsic need strength and job circumstances—exercise direct as well as indirect influences.

A Test of the Self-Consistency Theory of the Job Performance-Job Satisfaction Relationship

Abstract: The employment of multidimensional measures of self-esteem, job performance, and job satisfaction on separate samples of male and female employees was found to enhance the self-consistency predicti...

Antecedents of Grievance Filing Behavior: Attitude/Behavioral Consistency and the Union Steward

Abstract: In this study the grievance behavior of stewards, unlike rank and file members, was found to vary systematically with company commitment, union commitment, and job satisfaction. In addition, the re...

Job Satisfaction and Life Satisfaction: An Empirical Evaluation of Their Interrelationship

Abstract: A survey of job satisfaction, life satisfaction, and work related attitudes was administered to 129 employees of an auto parts manufacturer. The purpose of this study was to investigate the relationship between job and life satisfaction. Using three-stage least squares, the results suggest that the two variables are jointly determined.

Background, Personality, Job Characteristics, and Satisfaction with Work in a National Sample

Abstract: The impact on job satisfaction of job attributes, biographic characteristics, and personality is examined. Data from a 1977 national survey of 3288 adult Canadians revealed that personality and job characteristics have strong, independent associations with a multidimensional job satisfaction index. Personal alienation and internal-external control had sizable correlations with the index when job characteristics and personal background were controlled. All variables considered together account for 30% of the variance in job satisfaction. The reciprocal nature of cause and effect in the association between personality and job satisfaction is discussed in light of other recent analyses of panel data on response to work.

Job satisfaction as mediated by the value congruity of supervisors and their subordinates.

Abstract: SUMMARY This study represents an attempt to individualize values and job satisfaction. Using a specifically designed Value Scale and the J.D.I., a sample of 48 supervisors and 337 subordinates in six production organizations was investigated. It was found that those subordinates who indicate high job satisfaction tend to have value structures more similar to their superiors than do subordinates who evidence lower satisfaction. The implications of this value homogeneity within work groups were advanced and further research suggested. This thrust toward individualization-not just the generalized employee but 'each employee' with his/her own personality and range of expectations-proposes that job satisfaction is a function of the extent to which a worker feels that 'needs' are fulfilled by his job (Possick, 1969). Some of the more prominent theorists in organizational psychology hold that the fulfillment of ego or higher order needs such as the needs for achievement, status, and self-actualization relate to Herzberg's (Herzberg, Mausner, and Syderman, 1959; Possick, 1969) intrinsic factors and thus to job satisfaction. Thus, the attainment of such higher order needs is the means whereby individuals achieve job satisfaction. Locke's (1976) review of a number of job satisfaction constructs suggests that 'job satisfaction results from the perception that one's job fulfills or allows the fulfillment of one's important job values, providing and to the degree that those values are congruent with one's needs' (p.1307). Research examining the relationship between higher-order need fulfillment and job satisfaction indicates that certain factors (e.g. recognition, safety, salary) are vital to job satisfaction and human needs. However, these factors are dealt with on the whole (i.e. group) and not on an individual basis (Carroll, 1973). Thus, the posited existence of each factor is an average of many individuals. It is important to

Objective job conditions, social support and perceived stress among blue collar workers†

Abstract: The hypothesis that perceived supportive relations mediate the association between extra-individual (objective) job conditions and perceptions of occupational stress is tested in a population of blue collar workers. Responses to a mailed questionnaire (N = 1830) include measures of social support from four sources (supervisor, coworkers, spouse, friends/relatives) and measures of perceived stress (five job pressures and four need deprivations). In addition, company records and expert ratings by company, union and study personnel provide measures of objective job conditions which are commensurate with the subjective reports. Associations between objective job conditions and perceived stress are significant but modest in size. Controls for age, education, exposure to noxious agents and physical effort on the job do not alter associations between objective conditions and perceived stress. For five of the nine indicators of perceived stress, social support and objective conditions interact in determining perceptions. This is interpreted as a buffering effect in which social support provides a context that significantly alters perceptions of job conditions. The effect of supervisor support is especially important in regard to buffering. It is suggested that research on the quality of work should be especially aware of the conditional nature of the relationship between objective job conditions and perceptions.

A Job Is a Job Is a Job...Or Is It

Abstract: Researchers and policy makers have treated adolescent work experience as a unidimensional phenomenon and have ignored possible differences among jobs along the very dimensions of working posited as developmentally significant: opportunities for learning, initiative and autonomy, and interaction with others. Behavioral observations support the hypothesis that different work settings expose adolescent workers to substantially different experiences. The six job types differ on all indices of opportunity for initiative and autonomy and half the indices of opportunity for social interaction. But, work settings differ little in opportunities for learining and provide few such opportunities. The implications of the place of work experience in the socialization and education of youth are discussed.

Human stress, work, and job satisfaction

Abstract: Human stress work and job satisfaction , Human stress work and job satisfaction , کتابخانه دیجیتالی دانشگاه علوم پزشکی و خدمات درمانی شهید بهشتی

Evaluation of the job characteristics theory of work attitudes and performance

Abstract: The evidence for the job characteristics theory of work attitudes and performance (Hackman & Oldham, 1975, 1980) was reviewed. This theory states that employee job satisfaction, intrinsic work motivation, and productivity are a function of the characteristics of a job. The central characteristics are skill-variety, task identity, task significance, autonomy, and feedback. The theory also states that employee attitudes and performance are moderated by the employee's need for psychological growth. Employees with low growth need strength are less responsive to job characteristics than employees with high growth need strength. Results obtained from studies designed to test the theory showed that the propositions related to job satisfaction and intrinsic motivation were weakly supported. Propositions relating to productivity were not supported. Furthermore, the moderating effects of growth need strength on the relationships between job characteristics and outcome measures were overstated. It was found...

Factors related to job turnover in physical therapy.

Abstract: The purpose of this study was to determine the relative importance of personal and work-related factors in relation to job turnover in the physical therapy profession. A survey questionnaire was mailed to a nationwide sample of 820 physical therapists, and 567 responses (69%) were used in the data analyses. The two most important reasons for leaving a job were “desire to pursue a different area of physical therapy” and “insufficient salary to meet financial needs.” Significant differences were found in the relative importance of job-turnover factors when the sample was stratified according to physical therapy education level, percentage of time in direct patient care, years in the physical therapy profession, and sex. A careful look at the factors contributing to job turnover will help physical therapy administrators retain staff members.

The Effect of Social Support on Reactions to Role Ambiguity and Conflict: A Study among White and Black Clerks in South Africa

Abstract: The moderating effects of perceived peer and leader support on the relations between role ambiguity and role conflict and job satisfaction and job performance respectively were examined in a sample of 90 black and 93 white clerks in South Africa. Subgroup analysis indicated that peer and leader support moderated the job stress-performance and job stress-satisfaction relationships among the black clerks, but not among the white clerks. It is argued that this is because blacks attach much more importance to social support in the work situation that do whites in South Africa because of their different background and position in South African society. This points to the need for further cross-cultural research if the reactions of people to different aspects of the work situation are to be fully understood.