Showing papers on "Job attitude published in 1989"
TL;DR: In this article, team member exchange quality is proposed as a role-making construct complementary to leader-member exchange quality to predict job attitudes of blue-collar industrial workers, subject to the moderating effects of peer motivation.
661 citations
TL;DR: Multivariate analysis of a large database of general practitioners compiled from results of confidential questionnaire survey identified four job stressors that were predictive of high levels of job dissatisfaction and lack of mental wellbeing.
Abstract: As early as 1968 Mechanic stated that “the average doctor responds to his growing practice and increasing demands on his time … by practising at a different pace and style. Such a pattern of work requires doctors to practise on an assembly line basis, which diminishes the unique satisfaction possible in general practice.”1 Since that time there has been a growing amount of published work on job dissatisfaction and stress among general practitioners.2
627 citations
TL;DR: In this paper, the differential associations that job satisfaction and organizational commitment have with job performance and turnover intentions were studied in a sample of bank tellers and hospital professionals, finding that organizational commitment was more strongly related than job satisfaction with turnover intentions for the tellers, but not for the professionals.
Abstract: The differential associations that job satisfaction and organizational commitment have with job performance and turnover intentions were studied in a sample of bank tellers and hospital professionals. Results showed that organizational commitment was more strongly related than job satisfaction with turnover intentions for the tellers, but not for the professionals. Job satisfaction was related more strongly than organizational commitment with supervisory ratings of performance for both samples. The findings suggest that specific job attitudes are more closely associated with task-related out-comes such as performance ratings, whereas global organizational attitudes are more closely associated with organization-related outcomes like turnover intentions.
545 citations
TL;DR: In this paper, a new way of conceptualizing job design and job stress based on the balance among job elements is proposed, which integrates social psychological theories of job design with job stress concepts to develop a model of job balance.
438 citations
TL;DR: A serendipitious finding was that staff nurses reported fewer factors as important to their job satisfaction and perceived environment conducive to quality patient care than did other members of the nursing department, however, factors important to staff nurses were very important.
Abstract: A nationwide study on the impact of shared values on staff nurse job satisfaction and perceived productivity was done in 24 hospitals under different auspices, some of which were also Magnet Hospitals. Data were obtained from a 25% random sample of the staff nurse population (N = 2,336), 58% of the head nurse group, 65% of the clinical experts, and 66% of the top management. Staff nurses and clinical experts had more value congruence than did staff nurses and head nurses. A significant inverse correlation was found between value congruence and nurse job satisfaction and quality care. Explanations of the finding center on recent role changes for both staff nurses and head nurses, power differential, and evolving clarity of the staff nurse role. A serendipitious finding was that staff nurses reported fewer factors as important to their job satisfaction and perceived environment conducive to quality patient care than did other members of the nursing department. However, factors important to staff nurses were very important.
341 citations
TL;DR: In this article, the authors investigated the relationship between specific personality variables and job performance in a sample (N= 43) of accountants and found that three personality scales (orientation towards work, degree of ascendancy, and degree and quality of interpersonal orientation) are significantly related to important aspects of job performance.
Abstract: It is suggested that personality variables are significant predictors of job performance when carefully matched with the appropriate occupation and organization. The present study investigates the relationship between specific personality variables and job performance in a sample (N= 43) of accountants. The results indicate that even with the effects of cognitive ability taken into account, three personality scales (orientation towards work; degree of ascendancy; and degree and quality of interpersonal orientation) are significantly related to important aspects of job performance. It is suggested that the overall validity of selection strategies might be improved with the addition of measures of relevant personality dimensions when appropriately matched to an occupation and organization.
334 citations
TL;DR: In this paper, the authors analyzed gender differences in job satisfaction among full-time workers and found that women report equal or greater job satisfaction than men in spite of objectively inferior jobs than men.
Abstract: This article analyzes gender differences in job satisfaction among full-time workers Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis
285 citations
TL;DR: In this paper, an exploratory study was conducted to examine the organization of three often used measures of job satisfaction, and the relationships between these job satisfaction measures and affective (positive and negative) and cognitive attitudinal components were assessed.
Abstract: An exploratory study was conducted to examine the organization of three often used measures of job satisfaction. Employing a convenient sample of 144 workers, who also were enrolled in evening graduate school courses, relationships between these job satisfaction measures and affective (positive and negative) and cognitive attitudinal components were assessed. The job satisfaction measures were found to vary considerably in terms of their affective and cognitive content. These results were discussed in terms of their relevance to the study of job attitudes.
258 citations
166 citations
TL;DR: In this paper, a study comparing the career development models of Levinson et al. (1978) and Super (1957) was conducted, and support was found for both models.
Abstract: Using survey data collected from 535 salespeople, a study comparing the career development models of Levinson el at. (1978) and Super (1957) was conducted. Support was found for both models. The Levinson et al. model is more closely related to individuals' career decisions, while the Supermodel is more closely related to individual's job attitudes. Implications and future directions are proposed.
163 citations
TL;DR: An integrated model of turnover incorporating personal, organizational, and job experience variables as well as job attitudes and behavioral intentions as predictors of voluntary turnover among staff nurses confirmed the hypothesis that intention to leave would be the most immediate determinant of actual turnover.
Abstract: An integrated model of turnover incorporating personal, organizational, and job experience variables as well as job attitudes and behavioral intentions as predictors of voluntary turnover among staff nurses was tested. Results confirmed the hypothesis that intention to leave would be the most immediate determinant of actual turnover. Personal, organizational, and job experience variables were found to influence voluntary turnover only indirectly through their effects on three attitudinal variables: felt stress, job satisfaction and organizational commitment, and intention to leave. As hypothesized, the strength of the intention-turnover relationship decreased as the time interval between expressed intentions and turnover behavior increased.
TL;DR: In this paper, the relationship between perceived job security and employee health was examined in two manufacturing organizations and a significant relationship was found between health and job security using globa-calculus.
Abstract: The relationship between perceived job security and employee health was examined in two manufacturing organizations. A significant relationship was found between health and job security using globa...
TL;DR: In this article, a conceptual framework is proposed to guide researchers interested in the causal modeling of job performance, including theories involving general abilities, motivation, feedback, leadership, and group processes.
Abstract: A considerable amount of research has been and continues to be conducted concerning the determinants of individual job performance. A number of diverse perspectives have formed the basis of this research, including theories involving general abilities, motivation, feedback, leadership, and group processes. There is clearly a need for an integration of these theoretical perspectives so that researchers can gain a better understanding of the direct and indirect relationships associated with job performance. This article proposes a conceptual framework to guide researchers interested in the causal modeling of job performance.
TL;DR: In this article, the authors traced the paths to job satisfaction of employees at the workplace through the quality of life factors of job involvement and sense of competence, and found that personal, job, and organizational climate factors influenced the ego investment or job involvement of people in their jobs.
Abstract: Using a sample of 267 bank employees, this study traced the paths to the job satisfaction of employees at the workplace through the quality of life factors of job involvement and sense of competence. Results indicated that personal, job, and organizational climate factors influenced the ego investment or job involvement of people in their jobs, which in turn influenced the intrapsychic reward of sense of competence that they experienced, which then directly influenced employees' job satisfaction. Implications of these findings for managers are discussed.
TL;DR: This paper examined a sample of 210 Philadelphia police officers participating in a program of police and community education as to components of job satisfaction and attachment, and their effects on perceptions of the quality of community and police interaction.
Abstract: Much of the current interest in community-oriented policing seeks to overcome tension between police officers and community residents, as a symbolic component of this new policing strategy. Similarly, many community-oriented policing programs seek to improve individual police officer attachment to the police occupation, generally by improving job satisfaction through some form of job enlargement or job enrichment. The current analysis examines a sample of 210 Philadelphia police officers participating in a program of police and community education as to components of job satisfaction and attachment, and their effects on perceptions of the quality of community and police interaction. Assessments of job satisfaction using job diagnostic instruments are examined in relation to perceptions of community conflict and support for the police, and greater police and community interaction. The implications of these findings for community-oriented policing are then discussed.
TL;DR: In this paper, the authors examined the role of social support and locus of control as determinants of job satisfaction and as moderators of the job stress, and concluded that the buffering effect of such support may be applicable to job stress only when that support is content specific (issues at work) and individuals receiving such support believe they can impact their outcomes (internals on locus-of-control).
Abstract: The present study examined the role of social support and locus of control as determinants of job satisfaction and as moderators of the job stress—job satisfaction relationship. Support from a variety of sources focusing on problems at work was found to be stress buffering for internals whereas supervisory support was directly related to job satisfaction for externals. Type of support (integration) was associated with job satisfaction depending on perceptions of locus of control. In addition, different dimensions of locus of control (internal, external-chance, external-powerful others) had differing effects on job satisfaction independent of levels of social support. It is concluded that the buffering effect of social support may be applicable to job stress only when that support is content specific (issues at work) and individuals receiving such support believe they can impact their outcomes (internals on locus of control). The implication of these findings are discussed in terms of practical application in work organizations.
TL;DR: In this paper, the impact of individual difference variables such as gender, school performance, and Type A behavior on job search and the influence of search on recruitment, interview performance, job offers, and job placement outcomes such as search stress and job satisfaction was evaluated.
TL;DR: The match between workers' expected and actual job conditions has long been recognized as one determinate of job satisfaction as mentioned in this paper, and it has been suggested that education is an important variable in cond...
Abstract: The match between workers' expected and actual job conditions has long been recognized as one determinate of job satisfaction. Research has suggested that education is an important variable in cond...
TL;DR: While job stress was the strongest predictor of job satisfaction, this stress had no direct relationship with health problems, an unexpected finding.
TL;DR: The authors found a positive curvilinear relationship between age and job satisfaction after controlling for social desirability and length of service, and discussed the significance of these findings, and their implications for human resources management.
Abstract: After controlling for social desirability and length of service, this study found a positive curvilinear relationship between age and job satisfaction. The significance of these findings, and their implications for human resources management, are discussed.
TL;DR: The authors examined gender differences in job satisfaction among faculty in one particular academic discipline-journalism and mass communication and found that women teachers are generally less satisfied than men teachers, whether women are paid less than men and whether pay is a strong predictor of job satisfaction.
Abstract: Women faculty members receive less pay, but have same degree of job satisfaction as men. During the last two decades, education researchers have increasingly focused their attention on the phenomena of job satisfaction among college and university faculty as a way of assessing the nature of work motivation in academia. Because the primary demographic change in faculties during this period has been an increase in the number of women professors, many of the studies have focused specifically on the influence of gender on motivation. This study further narrows the focus by examining gender based differences in job satisfaction among faculty in one particular academic discipline-journalism and mass communication. Specifically, it examines whether women teachers are generally less satisfied than men teachers, whether women are paid less than men and whether pay is a strong predictor of job satisfaction. It has been argued that the academic profession has a number of unique characteristics that differentiate it from other institutions. These include the inherent conflict between teaching and research, the dual orientation (both institutional and professional) of the work place, the tenure system of job security, the high level of autonomy based on academic freedom, among others.1 Because of this, theory from more general studies may not be totally appropriate for analysis of faculty job satisfaction. Traditionally, job satisfaction has been viewed as a single-factor concept wherein attitudes toward work are classified as either satisfying or dissatisfying. The assumption has been that any job related item can elicit either a positive or negative response from the worker, and that a source of job satisfaction can, in different situations, be a source of dissatisfaction.2 In 1943, however, Maslow outlined the elements of an overall theory of job satisfaction based on a hierarchy of needs that had to be activated in order to motivate the individual.3 This "multi-dimensional" orientation in large part displaced the traditional notion, and was eventually extended by Herzberg et al. in 1959 who argued that the opposite of job satisfaction was no satisfaction rather than dissatisfaction and that "the opposite of job dissatisfaction is no job dissatisfaction, not satisfaction with one's job."4 Herzberg's two-factor theory held that certain job content features ("motivators") such as responsibility and achievement led to job satisfaction when present, but did not produce dissatisfaction when absent. These satisfiers are now commonly referred to as intrinsic factors. Other job context features (termed "hygienes") such as supervision, company policies and money were said to cause dissatisfaction when inadequate, but not to produce satisfaction, even when more than adequate. These dissatisflers are referred to as extrinsic factors.5 Research in higher education has tended to support Herzberg's two-factor theory, particularly when the "critical events" methodology is used. The method asks respondents to relate incidents which reflect satisfying and dissatisfying work episodes. Generally, satisfying incidents are associated with intrinsic factors while dissatisfying episodes are linked to extrinsic factors.6 Research in other work domains using other methodology has often produced results quite different from those predicted by the two-factor theory, however, and critics argue that the theory is contingent upon the use of the critical events methodology.7 Hill recently tested the theory on a sample of more than 1000 full-time faculty members using a factor-analytic approach rather than the critical events methodology. His findings provide support for Herzberg's two-factor theory and suggest that the model can be applied to institutions of higher learning, but that considerable doubt remains concerning the identification of intrinsic/extrinsic features. He suggests that, because of the marked individuality of the American professoriate and the equally diverse fields of intellectuai endeavor, additional research using methods other than the critical events technique is needed before the two-factor theory can be considered applicable to academics. …
TL;DR: The authors found that new employees are especially likely to use information from external sources to shape their perceptions of the job and the company and that long-term employees also respond to information provided by others.
TL;DR: In this article, a large-scale study has shown that general job satisfaction among secondary school teachers is primarily determined by the content of the work itself, and that roughly between the ages of 45 and 55, there is growing dissatisfaction with activities related to teaching for full-time personnel.
TL;DR: In this article, the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs were investigated and no evidence of gender bias was found.
Abstract: The present study investigates the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs. 406 compensation administrators assigned new pay rates to nine jobs in one of two matched job sets: either all predominantly female, or all predominantly male. The two sets were matched on all quantitative data (current rate, market rate, and job evaluation points), but varied in terms of job titles and descriptions. Multiple analyses of variance and regression analyses were performed to determine whether job gender had a significant effect on assigned pay rates, holding other factors constant. Regardless of the analysis employed, no evidence of gender bias was found. Limitations and suggestions for future research are offered.
Journal Article•
TL;DR: In this article, the authors examined one possible cause for job attribute dissonance and employee turnover and found that initial misconceptions on the part of the students as to what benefits their job will offer and subsequent changes in their perceptions of the relative importance of various job attributes will contribute to job dissatisfaction.
TL;DR: In this article, a large sample of managers from a cross-section of industries and job functions indicated that, compared to other job duties, certain ethical behaviors were moderate to somewhat major parts of their jobs.
Abstract: This study probed a crucial assumption underlying much of the ethics theory and research: do managers perceive ethical behavior to be an important personal job requirement? A large sample of managers from a cross-section of industries and job functions indicated that, compared to other job duties, certain ethical behaviors were moderate to somewhat major parts of their jobs. Some noteworthy differences by industry, organization size, tenure and job function were also found. These findings underscore the importance of ethics for business education. They also have implications for manager selection, training, and development by organizations.
TL;DR: A longitudinal study of job change among 1100 British managers is described in this paper, where repeated measures of perceived work characteristics, self concepts, and work preferences reveal that particular types of job changes (employer moves, status shifts, up and lateral), and function change have characteristic outcomes.