Showing papers on "Job attitude published in 1992"
TL;DR: Using strict conformity with Porter and Steer's (1973) definition of met expectations, a subset of studies was identified that had nonsignificant between-studies variance for all correlations except job satisfaction and the mean correlations in these subgroups were very similar to those for the entire group.
Abstract: A review of research on the effects of met expectations for newcomers to organizations located 31 studies of 17,241 people. A meta-analysis found mean (corrected) correlations of .39 for job satisfaction and organizational commitment, .29 for intent to leave, .19 for job survival, and .11 for job performance. However, all of these mean correlations had significant between-studies variance. By using strict conformity with Porter and Steer's (1973) definition of met expectations, we identified a subset of studies that had nonsignificant between-studies variance for all correlations except job satisfaction. Furthermore, the mean correlations in these subgroups were very similar to those for the entire group. Future research should consider both the direction of the met expectations discrepancy (i.e., over- vs. underfulfillment) and alternative ways to measure organizational reality.
608 citations
TL;DR: The authors explored the relationship between job insecurity associated with a layoff and the work effort of employees who survived it and found that the relationship took the form of an in-depth field study.
Abstract: The field study reported here explored the relationship between the job insecurity associated with a layoff and the work effort of employees who survived it. The relationship took the form of an in...
450 citations
TL;DR: In this article, the demands on their time from both work and non-work activities and the degree of interrole conflict they experienced were examined, and job interference mediated the effect of time demands on satisfaction, organizational commitment, and psychological strain.
Abstract: Employed persons (N=120) were surveyed to examine the demands on their time from both work and nonwork activities and the degree of interrole conflict they experienced. Job interference with off-job activities and off-job interference with job commitments were separate but interrelated components of conflict. On-job time was associated with job interference, but off-job time was not linked with off-job interference. Job interference mediated the effect of time demands on satisfaction, organizational commitment, and psychological strain, whereas satisfaction linked interrole conflict and affective experiences
408 citations
TL;DR: This paper reviewed and summarized two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance and provided four guidelines for improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry.
377 citations
TL;DR: In this article, a hierarchical polynomial regression analysis was used to assess the form of the relations between tenure/age and job satisfaction, and to compare the stability of the relation as suggested by job experience and career stage models for separate samples of male and female respondents.
315 citations
TL;DR: In this paper, the impact of multi-faceted measures of job satisfaction on customer oriented behaviours demonstrated by service providers is discussed, together with recommendations for managers and suggestions for further research.
Abstract: Considers the impact of multi‐faceted measures of job satisfaction
on customer‐oriented behaviours demonstrated by service providers.
Reveals how overall job satisfaction, together with specific
satisfaction related to supervision, colleagues, promotion and work are
positively related to customer‐orientation, while satisfaction with pay
is not of significance in this case. Discusses recommendations for
management and suggestions for further research.
269 citations
TL;DR: In this paper, the authors examined the relation between feelings of job insecurity and various attitudes and opinions of employees towards their work and the organization and showed that JI is associated with more negative evaluations of all aspects of the company and the job, including more objective variables such as the quality of products and services.
Abstract: Examines the relations between feelings of job insecurity (JI) and various attitudes and opinions of employees towards their work and the organization. Analyses survey data from 11 European high‐tech organizations with a total of 8,483 respondents. Shows that JI is associated with more negative evaluations of all aspects of the company and the job, including more objective variables such as the quality of products and services. Particularly high correlations are observed between JI and negative judgements on management and the company in general. Further presents the development of a questionnaire to assess JI. The questionnaire is then used to study differential effects of JI on persons with internal and external locus of control, and with high and low social support.
266 citations
TL;DR: In this paper, the authors evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in correlations between fairness and job satisfaction scores and standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction.
Abstract: Brockner and Adsit (1986) found that satisfaction with an exchange relationship was more strongly related to perceptions of equity among men than women. Kahn (1972) reported that men were more likely than women to distribute outcomes to individuals in direct proportion to their input. We evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in (a) correlations between fairness and job satisfaction scores and (b) standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction. The fairness-satisfaction relationship was not higher for men, and there were no practical differences in fairness perceptions and job satisfaction between men and women.
222 citations
TL;DR: The results of this survey indicated that employees who had their performance electronically monitored perceived their working conditions as more stressful, and reported higher levels of job boredom, psychological tension, anxiety, depression, anger, health complaints and fatigue.
211 citations
TL;DR: This article examined the concept of intercultural effectiveness, which integrates five dimensions: language and interpersonal skills, social interaction, cultural empathy, personality traits, and managerial ability, and found that effective cross-cultural adjustment and job performance are moderately correlated.
208 citations
TL;DR: In this article, the authors proposed that responses to job dissatisfaction differ in constructiveness versus destructiveness and activity versus passivity, defining four categories of response: exit, voice, loyalty, and neglect.
Abstract: The current theory proposes that responses to dissatisfaction differ in constructiveness versus destructiveness and activity versus passivity, defining four categories of response: exit, voice, loyalty, and neglect. The manner in which employees react to job dissatisfaction is determined by three variables: overall job satisfaction; quality of job alternatives, and magnitude of investments in the job. This article presents a meta-analysis of the results of five studies in a program of research designed to test the current theory. Ten of 12 theory predictions received good support: Greater job satisfaction was associated with greater tendencies toward voice and loyalty, and with lesser exit and neglect. Superior alternatives were associated with greater tendencies toward exit and voice, and with lesser neglect. Greater investment size was associated with greater tendencies toward voice and loyalty, and with lesser neglect.
TL;DR: A test of the complete Job Characteristics Model (Hackman & Oldham, 1976, 1980) was conducted, with particular emphasis on the little-investigated mediating and moderating effects specified by the model as mentioned in this paper.
TL;DR: In this article, the authors examined the impact of self-efficacy on the performance and attitudes of telecommunications field service technicians whose jobs had undergone a major technological change and found that TSE was positively correlated with satisfaction, commitment, and work quality and quantity and was negatively correlated with absenteeism and tardiness.
Abstract: We examined the impact of self-efficacy (the belief in one's ability to successfully perform a task) on the performance and attitudes of telecommunications field service technicians whose jobs had undergone a major technological change. Two hundred five technicians responded to a survey measuring technological self-efficacy (TSE) and job attitudes, behaviors, and performance. TSE was positively correlated with satisfaction, commitment, and work quality and quantity and was negatively correlated with absenteeism and tardiness. Job focus and TSE interacted to predict withdrawal behaviors.
TL;DR: In this paper, a model of the factors that enhance or hinder learning a new position is proposed and partially tested, and individual differences such as self-efficacy and immediate prior similar experience are strongly related to job learning.
Abstract: A model of the factors that enhance or hinder learning a new position is proposed and partially tested. Time on the job explained 27% of the variance in the facility with which a position was learned, and individual-differences, job-characteristics, context, and environmental factors explained an additional 24%. Job characteristics such as role complexity and lack of job challenge and individual differences such as self-efficacy and immediate prior similar experience were strongly related to job learning. In addition, contextual factors representing the organization's climate, pace, and stage contributed to the explanation of job learning along with the individual's marital status
TL;DR: The level of salary was not found to be a statistically significant factor in determining job satisfaction and the model presented had many statistically significant path coefficients including benefits, participation in decision making, education, routine, promotion, and opportunity for advancement outside their institution.
Abstract: Job satisfaction remains an important consideration for both employer and employee and, despite numerous investigations, many questions about it remain unanswered. Many research methodologies have been used with varying degrees of success. However, the trend is now away from simple correlational studies towards modelling techniques. Data from 221 female nurses working full-time in hospitals were collected using questionnaires delivered with monthly salary cheques. The model presented had many statistically significant path coefficients including (in order of size): benefits, participation in decision making, education, routine, promotion, and opportunity for advancement outside their institution. The level of salary was not found to be a statistically significant factor in determining job satisfaction.
TL;DR: The hypothesis that working conditions influence psychological attributes and distress is supported, with workers in “active” jobs reporting the highest level of Type A behavior, job involvement, and positive attributional style.
Abstract: As a test of the “job strain” (job demands-control) model, 297 healthy men aged 30–60 were recruited at eight New York City worksites. The association among job demands and control, social support, and psychological outcomes was tested using both ANCOVA and moderated multiple regression, controlling for demographic variables. The job strain model was supported by various psychological outcome measures, with workers in “active” jobs reporting the highest level of Type A behavior, job involvement, and positive attributional style, workers in “low-strain” jobs reporting the lowest job dissatisfaction and trait anxiety, workers in “passive” jobs reporting the most external locus of control and trait anxiety, and workers in “high-strain” jobs reporting the highest job dissatisfaction. Low social support was associated with greater symptomatology, and a significant three-way interaction (demands×control×support) for job dissatisfaction was observed. While selection of subjects into jobs may partially explain these findings, the results support the hypothesis that working conditions influence psychological attributes and distress.
TL;DR: The authors found that the well educated are more likely than the poorly educated to engage in work that provides control over one's own work, control over people, and control over money, yet the total effect of education on job satisfaction is null.
TL;DR: A conceptual framework for the determinants of organizational turnover which identifies five panels of variables (job properties, affective/attitudinal reactions, intentions to leave/stay, job search behavior, and turnover occurrences) is presented in this article.
TL;DR: In this article, the authors report on an empirical study of the job characteristics of public sector professionals and the impact of these characteristics on motivation, job satisfaction, and work involvement in the public sector.
Abstract: This article reports on an empirical study of the job characteristics of public sector professionals and the impact of these characteristics on motivation, job satisfaction, and work involvement. W...
TL;DR: Age, organizational level, organizational tenure, job tenure, and number of years in the computer field are negatively correlated with the intention to leave the organization; education was found to be positively correlated with turnover intentions.
TL;DR: A two-phase study was conducted to test the Situational Occurrences Theory of Job Satisfaction as discussed by the authors, which posits that job satisfaction is a function of a relatively finite and stable set of variables called situational characteristics and a broader based, fluid set of variable called SitU-Occurrences.
Abstract: A two-phase study was conducted to test the Situational Occurrences Theory of Job Satisfaction. The theory was designed to address the following anomalies: (1) why do employees holding seemingly excellent jobs in terms of the traditional job facets such as pay and benefits sometimes report low satisfaction, (2) why do employees holding similar jobs at the same or different organizations with similar pay, etc. have different job satisfaction levels, and (3) why do employee job satisfaction levels change over time when pay, etc. remains relatively stable? The theory posits that job satisfaction is a function of a relatively finite and stable set of variables called Situational Characteristics and a broader based, fluid set of variables called Situational Occurrences. It was hypothesized that overall job satisfaction could best be predicted from a combination of Situational Occurrences and Situational Characteristics than by either alone. It was also hypothesized that Situational Occurrences play a dominant ...
TL;DR: In this paper, the authors examined the moderating effects of growth need strength (GNS) and context satisfactions (viz., pay, job security, co-worker, and supervision) on the relations among the core job characteristics, critical psychological states, and work outcomes.
TL;DR: This paper found that perceived have-want discrepancy scores were powerful predictors of facet job satisfaction, and that facet importance tended to moderate this relationship in the manner predicted by Locke, which supports the notion that facet satisfaction scores are implicitly weighted by facet importance.
Abstract: Two studies were designed to test hypotheses derived from Locke's (1969, 1976, 1984) model of job satisfaction. Consistent with the model, both studies found that perceived have-want discrepancy scores were powerful predictors of facet job satisfaction. In addition, facet importance tended to moderate this relationship in the manner predicted by Locke. Workers who viewed a job facet as having high importance were more satisfied with a small perceived have-want discrepancy and more dissatisfied with a large discrepancy than workers who viewed the facet as having low importance. Finally, as expected, facet importance failed to moderate the relationship between facet satisfaction and overall job satisfaction. This finding supports Locke's proposition that facet satisfaction scores are ‘implicitly weighted’ by facet importance. Implications and directions for future research are discussed.
TL;DR: This paper found that approximately 11 percent of all secondary agriculture teachers left the profession annually for reasons other then death or retirement, and that there is a causal link between leaving the profession and job satisfaction.
Abstract: Between 1970 and 1975, Knight (1978) found that 263 Ohio agriculture teachers left the profession for reasons other than retirement or death. Similarly, Morgan (1988) concluded that approximately 11 percent of all secondary agriculture teachers left the profession annually for reasons other then death or retirement. Is there a casual link between leaving the profession and job satisfaction ? If one can hypothesize that there is a causal link, then it becomes important that agricultural educators assess the level of job satisfaction among agriculture teachers.
TL;DR: A review of 31 case studies and experiments in job re-design showed only limited support lor the Job Characteristics Model as discussed by the authors, which suggests that the determinants of performance are different from the determinant of satisfaction, and there is no strong evidence that in and of itself it motivates them to higher performance.
Abstract: A review of 31 methodologically rigorous case studies and experiments in job re-design showed only limited support lor the Job Characteristics Model. Where job re-design led to employee perceptions of improved job content then employees were also likely to experience higher job satisfaction. Job performance improvements however were not significantly associated with job perceptions, intrinsic work motivation, or job satisfaction, although they were associated with pay rises and job losses among employees. These findings are accounted for by a twin-track model which suggests that the determinants of performance are different from the determinants of satisfaction. While job re-design appears to give employees higher job satisfaction, there is no strong evidence that in and of itself it motivates them to higher performance.
TL;DR: This study involved 530 nursing staff working in 25 for-profit and nonprofit nursing homes, two of which failed to meet resident care standards required for state recertification.
Abstract: This study involved 530 nursing staff working in 25 for-profit and nonprofit nursing homes, two of which failed to meet resident care standards required for state recertification. Staff members' job attitudes, opinions regarding elderly residents, and perceptions of the organization climate varied between the successful for-profit and non-profit homes. The organization climate in the failed homes was significantly different from the climate in either the successful for-profit or successful nonprofit homes.
TL;DR: In this article, the authors examined the impact of type of part-time work arrangements, type of referent others used by parttime employees to make equity assessments, and demographic variables on parttime workers' reactions to their jobs.
01 Jan 1992
TL;DR: In this paper, the authors explored the relationship over time between changes in clinical state and changes in job perceptions, and found significant relationships between change in symptom levels and job satisfaction and in attitudes towards opportunity for control, skill use, feeling valued and interpersonal contact.
Abstract: As part of a larger study looking at the processes and outcomes of psychological treatments for white-collar workers suffering from stress at work, changes in job perceptions and symptoms which took place over the course of psychotherapy were assessed in order to explore the relationship over time between changes in clinical state and changes in job perceptions.
Following psychological treatment, clients showed both a reduction in symptomatology and anxiety, and viewed their jobs more positively. Moreover, there were significant relationships between changes in symptom levels and changes in job satisfaction and in attitudes towards opportunity for control, skill use, feeling valued and interpersonal contact. Other attitude change, such as perceptions of variety and clarity in the job, showed little relationship with clinical improvement. This suggests that while some job perceptions may be related to the levels of stress or clinical symptoms suffered by individuals, other perceptions are more independent and are likely to reflect the influence of organizations on individual health. This supports the need for stress management to be targeted at both the individual and organizational level.
TL;DR: The authors investigated the curvilinear relationships between job scope and affective outcomes and the moderating effect of work context satisfactions on those relationships using a multivariate design to examine main and interaction effects.
Abstract: This study investigated the curvilinear relationships between Job Scope and Affective Outcomes and the moderating effect of work context satisfactions on those relationships. The analysis used a multivariate design to examine main and interaction effects. The results showed several different relationships between job design and the work context. Those relationships included distraction, enhancement, and compensatory effects of the work context and the job itself. The theoretical and practical implications of the results are discussed.