Showing papers on "Job attitude published in 1996"

Is job satisfaction U-shaped in age?

Abstract: It is generally believed that job satisfaction increases linearly with age. However, there are persuasive arguments, and some empirical evidence, that the relationship is Ushaped, declining from a moderate level in the early years of employment and then increasing steadily up to retirement. This paper investigates that relationship, using survey responses from a large sample of British employees. For overall job satisfaction, satisfaction with pay, and satisfaction with the work itself, a strongly significant U-shape is observed. Ordered probit techniques, which take account of the ordinality of satisfaction data, are used to analyse the relationship between these forms of satisfaction and a large set of individual and job characteristics. Despite the inclusion of 80 control variables, significant coefficients persist for the age and age-squared variables (the latter representing the non-linear component). The paper thus provides strong evidence for a U-shaped relationship between age and job satisfaction. Furthermore, it is shown that a similar age pattern occurs for employees' context-free mental health, suggesting that both job satisfaction and context-free mental health are affected by non-job factors of life-stage and personal circumstances. The importance of changes in expectations with increasing age is emphasized. There have been many investigations into the relationship between age and different forms of job satisfaction. Significant variations across age are commonly found, with older employees tending to report higher satisfaction than younger ones (e.g. Doering, Rhodes & Schuster, 1983; Glenn, Taylor & Weaver, 1977; Warr, 1992), Observed age differences in overall job satisfaction are greater than those associated with gender, education, ethnic background or income (Clark, 1993;. Weaver, 1980). However, two questions remain unanswered. First, given that there is a positive relationship between age and job satisfaction, is it simply linear or does it contain a nonlinear component? And, second, what underlying variables can account for the pattern of job satisfaction differences between age groups?

A meta-analysis and review of organizational research on job involvement.

Abstract: The author develops a theoretical framework relating job involvement to its antecedents, correlates, and consequences and reports meta-analyses of 51 pairwise relationships involving job involvement. Results of the meta-analyses support research suggesting that job involvement is influenced by personality and situational variables. Job involvement was strongly related to job and work attitudes but not to role perceptions, behavioral work outcomes, negative "side effects," or demographic variables. Moderator analyses indicated little difference in the strength of relationships based on involvement measure. The author found modest but systematic differences in the strength of relationships between studies of employees of public versus private organizations. He compares and contrasts the results of this study with meta-analytic findings regarding organizational commitment, discusses important theoretical considerations in the research stream, and offers suggestions for future research.

Job Satisfaction in Britain

Abstract: Little recent empirical work in economics or industrial relations has examined job satisfaction, despite its demonstrated correlation with labour market behaviour such as quits, absenteeism and productivity. This paper uses information from a study of 5000 British employees to investigate the relationship between three measures of job satisfaction and a wide range of individual and job characteristics. Notably, men, workers in their thirties, the well-educated, those working longer hours and workers in larger establishments have lower levels of job satisfaction. The estimated job satisfaction equations are used to calculate a measure of the shadow wage and to provide some evidence that is consistent with the existence of non-compensating differentials in the industry and occupational wage structure.

Meta-analysis of the relationships between Kerr and Jermier's substitutes for leadership and employee job attitudes, role perceptions, and performance.

Abstract: A meta-analysis was conducted to estimate more accurately the bivariate relationships between leadership behaviors, substitutes for leadership, and subordinate attitudes, and role perceptions and performance, and to examine the relative strengths of the relationships between these variables. Estimates of 435 relationships were obtained from 22 studies containing 36 independent samples. The findings showed that the combination of the substitutes variables and leader behaviors account for a majority of the variance in employee attitudes and role perceptions and a substantial proportion of the variance in in-role and extra-role performance; on average, the substitutes for leadership uniquely accounted for more of the variance in the criterion variables than did leader behaviors.

Job Insecurity and Its Outcomes: Moderating Effects of Work-Based and Nonwork-Based Social Support

Abstract: The moderating effects of work-based support on the relationship between job insecurity and several work-related outcomes, namely (i) job dissatisfaction, (ii) proactive job search, (iii) noncompliant job behaviors; and nonwork based support on the relationship between job insecurity and a nonwork-related outcome, (iv) life dissatisfaction, were examined. Data were gathered through a mail survey to MBA graduates of a large northeastern university in the U.S. The findings of this study suggested that support derived from others at the workplace can contribute significantly in buffering individuals against job dissatisfaction, proactive job search, and noncompliant job behaviors when their job security is at stake. Equally important is support provided by family and friends which may buffer individuals against negative outcomes such as life dissatisfaction associated with job insecurity. Implications of the study are discussed.

A test of a multidimensional model of job insecurity: The case of Israeli teachers.

Abstract: Summary The research reported here adopted a multidimensional approach to studying job insecurity, using Israeli teachers as a case in point. Based on two determinants of job insecurity-unionization and kibbutz affiliation-four distinct employment types were identified: unionized city teachers, unionized kibbutz members, unionized kibbutz hirees, and non-unionized personal contract teachers. The a priori job insecurity status of the four employment types matched the subjective reports of these teachers, supporting the external validity of the job insecurity scale used. The study explored the effect of job insecurity on work attitudes. Results indicated that job insecurity had an adverse effect on organizational commitment, perceived performance, perceived organizational support, intention to quit and resistance to change, supporting predictions in related literature. The results of this study have implications on the management of job insecurity in changing environments.

The impact of ethical climate types on facets of job satisfaction: An empirical investigation

Abstract: This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction with pay. A professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction.

Comparing Job Satisfaction among Public- and Private-Sector Employees:

Abstract: Over the past several decades a number of empirical studies have demonstrated that job-satisfaction levels vary widely in the American labor force. The effect of age, tenure, salary, job type, job ...

Karasek's Model in the People's Republic of China: Effects of Job Demands, Control, and Individual Differences

Abstract: A study of 1,200 employees from five Chinese cities found support for the cross-cultural applicability of Karasek's job demands-decision latitude model. The highest anxiety and depression were related to high job demands and low control, and the highest job satisfaction and life satisfaction were related to high job demands and high control. However, there were individual differences in the interactive effects of job demands and control and group differences in the applicability of the model, suggesting that Karasek's model needs to be amended and extended to take individual and socioeconomic differences into account. During the last two decades, job stress has been of particular interest to both academic researchers and practicing managers. Among the studies of the antecedents of stress, Karasek's (1979) job demands-decision latitude model has captured much attention. "Job demands are defined as psychological stressors, such as requirements for working fast and hard, having a great deal to do, not having enough time, and having conflicting demands. ... Job decision latitude comprises two components: the worker's authority to make decisions on the job (decision authority), and the variety of skills used by the worker on the job (skill discretion). Operationally these

Increasing employee productivity, job satisfaction, and organizational commitment.

Abstract: Healthcare administrators endeavor to maximize the productivity of employees in an era of chaotic change and financial pressure. This study examines five leadership behaviors that were identified through the research of James Kouzes and Barry Posner and measures the use of these behaviors by hospital managers. It then identifies the relationships (both correlational and predictive) between the use of these behaviors and employee productivity, job satisfaction, and organizational commitment. The findings of this study have implications for health care managers and executives in identifying critical skills needed by leaders.

Intelligence and job performance: Economic and social implications.

Abstract: General mental ability (intelligence) is the dominant determinant of the large individual differences in work output on the job revealed by research, but highly visible individual differences in citizenship behavior on the job make the intelligenceperformance relationship harder to observe in everyday life. Over time, the validity of job experience for predicting performance declines, while that of ability remains constant or increases. Path analyses indicate that the major reason ability predicts performance so well is that higher ability individuals learn relevant job knowledge more quickly and learn more of it. The current social policy that strongly discourages use of mental ability in hiring is counterproduc tive and has produced severe performance decrements. This policy should be changed to encourage the use of ability measures. However, it should also encourage the use of personality measures that increase overall predictive validity while simultaneously reducing differences in minority-majority hiring rates. General mental ability (intelligence) plays a dominant role in the determination of individual differences in job performance. This statement is no longer controversial among researchers who study job performance. However, both laypeople and psychologists from other areas often find this statement controversial. Many people believe that this statement cannot be true even though it has been confirmed by thousands of empirical studies. There are two reasons why many people find it hard to believe that intelligence is the main determinant of variation in job performance. First, most people greatly underestimate the extent of differences in performance. Thus, they underestimate the importance of job performance in the evaluation of workers. Second, most people confuse two different dimensions of personnel evaluation: (a) performance (i.e., productivity) and (b) citizenship behavior (i.e., social behavior at work). These background problems are so strong that they interfere with the ability of readers to follow discussions of findings on performance. Therefore, we will first discuss citizenship behavior and the word performance. We will then discuss the extent of individual differences in performance. After discussing these two preliminary issues we will return to our main topic: the strong relationship between intelligence and job performance.

Wage equity and female faculty job satisfaction: The role of wage differentials in a job satisfaction causal model

Abstract: The present study examined the role of female/male wage differentials in a model of job satisfaction Female/male wage differentials were initially derived in a manner designed to eliminate much of past discriminatory practices Subsequently, wage differentials were incorporated in a causal model to predict multiple aspects of academic job satisfaction for female faculty It was hypothesized that the magnitude of the gender-based wage differential not only affected global job satisfaction but also intentions to remain in the academy, perceived stress level, perceptions of collegiality, and perception of the institution among female faculty The findings indicated that as gender-based wage differentials increased, global job satisfaction of female faculty decreased This significant effect was manifested predominantly through faculty perceptions of the institution

Effects of work stressors and work climate on long-term care staff's job morale and functioning

Abstract: Relationships between work stressors and work climate, and job morale and functioning were examined. Initial and 8-month follow-up data were obtained from 405 staff in 14 long-term care facilities. Relationship and workload stressors were related to less job satisfaction and intent to stay in the job, and more job-related distress, depression, and physical symptoms. Patient care task stressors were associated with better outcomes. More positive work climates were linked to higher job morale. Initial work stressors predicted poorer functioning, and coworker cohesion predicted more intent to stay in the job at follow-up.

Longitudinal analysis of ability-job complexity fit and job change

Abstract: The study examines job mobility as a function of congruence between individuals' abilities and their job's complexity. The gravitational hypothesis (McCormick, DeNisi, & Staw, 1979; McCormick, Jeanneret, & Mecham, 1972), a keystone of this objective, posits that individuals will sort into jobs that are commensurate with their ability level. This study used various analytical techniques to examine the relationship between ability, person-job fit, and occupational mobility. First, the gravitational hypothesis was tested. Second, the direction of mismatch between ability and job complexity was hypothesized to predict direction of change in job complexity over time. Two national, longitudinal databases, the National Longitudinal Study of the Class of 1972 (NLS-72) and the National Longitudinal Survey of Labor Market Experience-Youth Cohort (NLSY), were used to test these relationships. Results were supportive in both the NLS-72 and the NLSY. Additional analyses examined the difference between measures of objective job complexity and subjective job complexity (Gerhart, 1988) for the gravitational process and the difference in employer- and employee-initiated job changes. These results have implications for employers, vocational counselors and job applicants. Suggestions for improving the ability-job complexity match are provided.

Time-Management Training: Effects on Time Behaviors, Attitudes, and Job Performance

Abstract: This quasi-experimental field study examined the effects of a time-management training program on 44 employees' self-reports of time-management behavior control over their time, job satisfaction, and stress responses, and on supervisor's ratings of these employees' job performance. Contrary to expectations, respondents did not report more frequent use of time-management behaviors, more job satisfaction, or less job-induced tension after training, compared with those not receiving training. Job performance did not significantly change after training. The training-group participants' perceptions of control over time, however, increased 4 to 5 months after training, approaching the level maintained by the no-training group. Thus, in general, the assertions made about time management were not supported.

Job level as a systemic variable in predicting the relationship between supervisory communication and job satisfaction

Abstract: Four dimensions of superior–subordinate communication (positive relationship communication, upward openness communication, negative relationship communication, and job-relevant communication) were used to test a role theory explanation for the moderating effect of job level on the communication–job satisfaction relationship. Consistent with a role theory explanation for such a moderating effect, results indicated that the influence of a superior's communication on job satisfaction was significantly greater for supervisors than for hourly employees. All four communication dimensions were significant predictors of hourly employees' job satisfaction. However, while supervisors reported receiving more positive relationship and more upward openness communication, these two dimensions were not significant predictors of their job satisfaction. Implications for both research and management practice are offered.

Ethics, success, and job satisfaction: A test of dissonance theory in India

Abstract: A survey of middle level managers in India (n=150) showed that when respondents perceived that successful managers in their organization behaved unethically their levels of job satisfaction were reduced. Reduction in satisfaction with the facet of supervision was the most pronounced (than with pay or promotion or co-worker or work). Results are interpreted within the framework of cognitive dissonance theory. Implications for ethics training programs (behavioral and cognitive) as well as international management are discussed.

The relation of job satisfaction and degree of openness about one's sexual orientation for lesbians and gay men.

Abstract: The social environment of the workplace is an important component of job satisfaction. Different groups perceive that environment in different ways. For gay men and lesbians an important factor may be how "open" they can be about their sexual orientation in the workplace. This study assesses the relation between openness about one's sexual orientation in the workplace and job satisfaction among gay men and lesbians. Results based on responses to the Job Descriptive Index from samples in Indianapolis and San Francisco indicated a strong relationship between openness and satisfaction with co-workers. In addition, individuals who were not completely "out" in the workplace were more satisfied with their pay and tended to make more than those who were "out" to both their bosses and their co-workers. Possible implications of these results regarding job satisfaction issues for lesbians and gay men are discussed.

The relationship between job satisfaction and managerial remuneration in small and medium-sized enterprises: an empirical test of ‘comparison income’ and ‘equity theory’ hypotheses

Abstract: The relationship between job satisfaction levels and the remuneration of non-owner managers employed by a sample of 97 UK small and medium sized enterprises (SMEs) is investigated. The main empiric...

Job Satisfaction of UK Academics

Abstract: The topic of job satisfaction is of importance, not only because of its intrinsic humanitarian interest, but also because of its implications for a variety of job-related behaviours such as productivity, absenteeism and turnover. This paper attempts to provide a greater understanding of the overall as well as some of the more important specific determinants of the level of job satisfaction of university teachers. Employing a questionnaire survey to collect information, the study found that while academics appeared to be very satisfied with the core tasks of teaching, and, to a lesser extent, research, they were clearly dissatisfied with other aspects of their job including their salaries and promotion prospects.

A model of financial securities salespersons’ job stress

Abstract: According to a recent study, one of the ten most stressful occupations in the USA is that of a financial services salesperson. Severe job stress has been linked to decreased satisfaction, commitment and productivity, and increased absenteeism, burnout and turnover. Aims to test a model of job stress in the financial services profession, focussing on two central sources of stress: individual characteristics and organizational factors. Based on a sample of 288 stockbrokers in nine mid‐south metropolitan areas, finds that the major determinant of job stress is role overload. Recommends that managers impart better time management skills to salespeople, and hire highly competent sales assistants to handle much of the routine work. In order to reduce role conflict and role ambiguity, suggests that sales managers grant salespeople a high degree of autonomy and provide a high level of constructive feedback.

Factors Affecting the Professional Well-Being of Child Life Specialists

Abstract: Survey responses from 156 child life specialists in the United States and Canada were analyzed for the purpose of testing a conceptual model depicting predictors of three measures of professional well-being: burnout, job dissatisfaction, and intentions to leave a job Predictor variables included individual factors, measures of workload, attributes of role stress, and sources of social support Social support was viewed both as a variable exerting a direct influence on professional well-being and as a moderating variable Results indicated that role stress (especially role ambiguity) was the best predictor of burnout and job dissatisfaction Lack of supervisor support was found to be the best predictor for job dissatisfaction and intentions to leave a job Implications for practices in the workplace are discussed