Showing papers on "Job attitude published in 1997"
Book•
26 Mar 1997
TL;DR: The Nature of Job Satisfaction The Assessment of job Satisfaction How people feel about work Antecedents of job satisfaction Potential Effects of job satisfaction Concluding Remarks as mentioned in this paper.
Abstract: The Nature of Job Satisfaction The Assessment of Job Satisfaction How People Feel about Work Antecedents of Job Satisfaction Potential Effects of Job Satisfaction Concluding Remarks
4,394 citations
TL;DR: The favorableness of high-discretion job conditions was found to be much more closely associated with POS than was the favorablness of low-discrete job conditions, and no relationship was found between job conditions and satisfaction.
Abstract: A diverse sample of 295 employees drawn from a variety of organizations was surveyed to investigate (a) whether the relationship between the favorableness of job conditions and perceived organizational support (POS) depends on employee perceptions concerning the organization's freedom of action and (b) whether POS and overall job satisfaction are distinct constructs. The favorableness of high-discretion job conditions was found to be much more closely associated with POS than was the favorableness of low-discretion job conditions. No such relationship was found between job conditions and satisfaction. To decide how much the organization values their contributions and well-being, employees distinguish job conditions whose favorableness the organization readily controls versus job conditions whose favorableness is constrained by limits on the organization's discretion.
1,506 citations
TL;DR: For example, this paper found that women's jobs are worse than men's, yet women report higher levels of job satisfaction than do men, while men's expectations are lower than women's.
1,460 citations
TL;DR: In this paper, an empirical investigation is presented which offers support for positive relationships between contact employee fairness perceptions and their prosocial service behaviors (customer service behaviors and cooperation with fellow employees) and job satisfaction.
834 citations
Book•
01 Jan 1997
TL;DR: The authors in this article provide an overview of the vast literature on this topic and discuss the nature of job satisfaction along with techniques for assessing job satisfaction including existing scales and new instruments.
Abstract: Job Satisfaction is the most frequently studied variable in organizational behavior research. This new book provides an overview of the vast literature on this topic. The nature of job satisfaction is discussed along with techniques for assessing job satisfaction including existing scales and new instruments. In addition, the book summarizes the findings concerning how people feel about workincluding coverage of cultural and gender differences in job satisfaction. Possible reasons for job satisfactionboth personal and organizationalare explored as well. The book concludes with a discussion of the potential consequences of job satisfaction and dissatisfaction. Those using this volume for study or classroom purposes will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix. Job Satisfaction is written for professionals and students in business, management, organization studies, human resources, industrial psychology and public administration.
810 citations
TL;DR: In this article, a longitudinal field study was designed to examine the relationships between job information sources, self-esteem, and perceptions of person-job and person-organization fit, as well as the relationship between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms and turnover).
Abstract: This longitudinal field study was designed to examine the relationships between job information sources, self-esteem, and perceptions of person-job (P-J) and person-organization (P-O) fit, as well as the relationships between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms, and turnover). The results indicate that the number of formal job information sources and self-esteem were positively related to perceptions of P-J fit, and formal job information sources were positively related to perceptions of P-O fit. Perceptions of P-J fit were positively related to job satisfaction, organizational commitment, organizational identification, and negatively related to stress symptoms and intentions to quit. Perceptions of P-O fit were negatively related to intentions to quit and turnover. In addition, perceptions of fit mediated the relationships between job information sources and self-esteem with job satisfaction, intentions to quit, and turnover. These results highlight the job applicant's perspective of fit, and demonstrate the importance of both P-J and P-O fit perceptions.
651 citations
TL;DR: In this paper, meta-analytic procedures were applied to determine the gen- eralizability of the relationship between job satisfaction and intent to leave, and the results were consistent with the hypotheses.
Abstract: In this study, meta-analytic procedures were applied to determine the gen- eralizability of the relationship between job satisfaction and intent to leave. The results were consistent with the hypotheses: The relationship between job satisfaction and intent to leave was significantly different from zero and consistently negative. Furthermore, across levels of job satisfaction, employees from a large U.S. federal agency were less likely than employees within the private sector to leave the organization. Subsequent analyses on the federal agency studies showed that career stage indicators (age and tenure) moderated the relationship between job satisfaction and intent to leave.
480 citations
TL;DR: In this article, two field studies were undertaken to investigate the relationship between job security, job satisfaction, organizational commitment, and withdrawal cognitions, and the results from these studies provided strong support for the proposition that job satisfaction and organizational commitment mediate the effects of job security on withdrawal cognition.
Abstract: Two field studies were undertaken to investigate the nature of the relationships between job security, job satisfaction, organizational commitment, and withdrawal cognitions. Study 1 was conducted in an organization immediately following its acquisition by another company (N=137). Study 2 was conducted in an organization that had experienced a number of layoffs and expected more in the future (N=188). Covariance structure analysis was used to test for direct, complete mediating, and partial mediating effects. Study 2 was used to cross-validate the findings from study 1. Results from both studies provide strong support for the proposition that job satisfaction and organizational commitment mediate the effects of job security on withdrawal cognitions. The two studies diverge when explicating the nature of the relations between job security, satisfaction, and commitment. Study 1 suggests job satisfaction completely mediates the effects of job security on commitment. Study 2 suggests that both satisfaction and commitment mediate the relationship between job security and withdrawal cognitions. Contextual differences that may have contributed to these findings are discussed. © 1997 by John Wiley & Sons, Ltd.
385 citations
TL;DR: In this article, the authors propose and assess the argument that the job satisfaction of federal government employees is determined primarily by three sets of factors: job characteristics, organizational characteristics, and individual characteristics.
Abstract: What determines the job satisfaction of federal government employees? Using data reported in the Survey of Federal Government Employees, I propose and assess the argument that the job satisfaction of federal government employees is determined primarily by three sets of factors: job characteristics, organizational characteristics, and individual characteristics. The empirical findings show that job characteristics such as pay satisfaction, promotional opportunity, task clarity and significance, and skills utilization, as well as organizational characteristics such as organizational commitment and relationship with supervisors and co-workers have consistently significant effects on the job satisfaction of federal government employees. I also discuss the research and organizational implications of my findings.
354 citations
TL;DR: In this article, two kinds of dispositional variables may play significant roles in organizational citizenship behavior (OCB): an individual's motives for engaging in OCB and the prosocial personality orientation.
Abstract: It is a well-established fact that job attitudes and organizational variables are causally related to organizational citizenship behavior (OCB), but it is unlikely that they are the only causes of this important organizational behavior. This article concerns some other possible causes of OCB. On the basis of prior research on OCB and a conceptually related phenomenon-volunteerism-we propose that two kinds of dispositional variables may play significant roles in OCB. The first of these is an individual's motives for engaging in OCB. It is argued that because OCB may serve different needs or motives for different individuals, the measurement of these motives will improve the prediction of OCB. The other dispositional variable is a personality trait-the prosocial personality orientation. Because OCB is a prosocial action and this personality trait involves prosocial thoughts, feelings, and actions, it may predict OCB better than more general personality traits. Data are presented to support the argument that...
304 citations
TL;DR: In this paper, the influence of organizational communication on the relationship between job performance and job satisfaction was explored, and it was found that lateral communication was the strongest predictor of job satisfaction and satisfaction with work.
Abstract: Organizational communication received strong support as a predictor of job sat isfaction and weak support as a moderator of the job performance-job satisfaction relationship in this study. Using data collected from 302 employees at two manu facturing firms, moderated regression analyses explored the influence of organi zational communication on the relationship between job performance and job satisfaction. Lateral communication was found to moderate the relationship between satisfaction with pay and performance, while accuracy of information was shown to moderate the association between satisfaction with work and performance. Communication dimensions with the greatest support as predictors were accuracy of information, desire for interaction, communication load, trust in superior, influence of superior, and satisfaction with communication.
Journal Article•
TL;DR: In this article, the authors explored the relation between leadership style and empowerment and its effect on job satisfaction among the nursing staff of a regional medical center and found that both transformational and transactional leadership were positively related to job satisfaction, as was empowerment.
Abstract: Objective The authors explore the relation between leadership style and empowerment and its effect on job satisfaction among the nursing staff of a regional medical center. Background Several empirical studies on transformational leadership-found that transformational leadership behaviors were positively related to work team success and leadership effectiveness. Transformational leadership processes have also been suggested to enhance followers' work-oriented values and shape the self-efficacies of followers. Employee empowerment may be influenced by the perception that the organization cares about its employees' well-being and that their work is valued. Empowering nurses may increase job satisfaction and improve patient care. Leadership style and empowerment influence job satisfaction among workers. Methods All nursing department staff were invited to complete a self-report questionnaire with no identifying information. Leadership style was measured using Bass's Multifactor Leadership Questionnaire, empowerment was measured with items from Spreitzer's Psychological Empowerment instrument, and job satisfaction was measured by Warr, Cook, and Wall's job satisfaction questionnaire. Results Both transformational and transactional leadership were positively related to job satisfaction, as was empowerment. Differences in the contributions of empowerment and leadership style in predicting job satisfaction for licensed and unlicensed workers was evident. Conclusion Designing interventions that allow for the relative influence of leadership style as well as empowerment on varying classifications of nursing personnel may be a more effective strategy and have a greater effect on staff attitudes and behaviors.
TL;DR: The authors examined aspects of academics' satisfaction with their job across eight nations (Australia, Germany, Hong Kong, Israel, Mexico, Sweden, UK, USA) and found that factors related to the environment in which academics work, including university atmosphere, morale, sense of community, and relationships with colleagues, are the greatest predictors of job satisfaction.
Abstract: This study examined aspects of academics' satisfaction with their job across the eight nations (Australia, Germany, Hong Kong, Israel, Mexico, Sweden, UK, USA). Interesting patterns emerged across countries reflecting differences in the international academic climate. The study also explored patterns of job satisfaction and dissatisfaction more closely for the Australian data, and examined the impact of context elements, including working climate and atmosphere, on general levels of job satisfaction. Results indicated that factors related to the environment in which academics work, including university atmosphere, morale, sense of community, and relationships with colleagues, are the greatest predictors of job satisfaction. Implications for university management and governing bodies are discussed.
TL;DR: The author discusses the findings of her study drawing comparisons to other studies and suggesting implications for improving managerial supervision, organizational performance and outcomes.
Abstract: How do managers influence their nurses' job satisfaction, productivity, and commitment to the organization? The author discusses the findings of her study, drawing comparisons to other studies and suggesting implications for improving managerial supervision, organizational performance, and outcomes.
TL;DR: Designing interventions that allow for the relative influence of leadership style as well as empowerment on varying classifications of nursing personnel may be a more effective strategy and have a greater effect on staff attitudes and behaviors.
Abstract: Objective The authors explore the relation between leadership style and empowerment and its effect on job satisfaction among the nursing staff of a regional medical center. Background Several empirical studies on transformational leadership-found that transformational leadership behaviors were positively related to work team success and leadership effectiveness. Transformational leadership processes have also been suggested to enhance followers' work-oriented values and shape the self-efficacies of followers. Employee empowerment may be influenced by the perception that the organization cares about its employees' well-being and that their work is valued. Empowering nurses may increase job satisfaction and improve patient care. Leadership style and empowerment influence job satisfaction among workers. Methods All nursing department staff were invited to complete a self-report questionnaire with no identifying information. Leadership style was measured using Bass's Multifactor Leadership Questionnaire, empowerment was measured with items from Spreitzer's Psychological Empowerment instrument, and job satisfaction was measured by Warr, Cook, and Wall's job satisfaction questionnaire. Results Both transformational and transactional leadership were positively related to job satisfaction, as was empowerment. Differences in the contributions of empowerment and leadership style in predicting job satisfaction for licensed and unlicensed workers was evident. Conclusion Designing interventions that allow for the relative influence of leadership style as well as empowerment on varying classifications of nursing personnel may be a more effective strategy and have a greater effect on staff attitudes and behaviors.
TL;DR: In this paper, a case study of teacher morale and job satisfaction at an English primary school is presented, highlighting the importance of factors such as leadership and individuals' professionality orientations, relative perspectives and realistic expectations.
TL;DR: In this paper, the authors investigate explanations for job satisfaction and dissatisfaction in higher education using content analytical methodologies and find that teaching and research-related activities contribute significantly to both job satisfaction, and that several miscellaneous dimensions of the jobs of the workers, such as relative job security and changes in university funding mechanisms, contribute to job satisfaction or dissatisfaction.
Abstract: Several articles have reported and discussed the job satisfaction and dissatisfaction of workers in miscellaneous organizations. However, very few empirically‐supported explanations have been given to explain job satisfaction or dissatisfaction. Probes into explanations for job satisfaction and dissatisfaction in higher education using content analytical methodologies. Finds that teaching and research‐related activities contribute significantly to both job satisfaction and dissatisfaction of university teachers. Finds also that several miscellaneous dimensions of the jobs of the workers, such as relative job security and changes in university funding mechanisms, contribute to satisfaction and dissatisfaction respectively. Discusses these findings in the light of the two‐factor theory and the situational occurrences theory of job satisfaction.
TL;DR: A study of 532 scientists and engineers from 4 industrial research and development organizations showed that the scientist-engineer distinction had a moderating effect on the relationships between job involvement and 1-year later job-performance ratings and on counts of patents as discussed by the authors.
Abstract: A study of 532 scientists and engineers from 4 industrial research and development organizations showed that as hypothesized, the scientist–engineer distinction had a moderating effect on the relationships between job involvement and 1-year-later job-performance ratings and on counts of patents and
TL;DR: In this paper, the authors examined the relationship between relational demographic characteristics and subordinate job attitudes and perceptions using polynomial regression and found that relational race was correlated with perceptions of procedural justice and job satisfaction, but not job burnout.
Abstract: Summary Although research has shown that demographic dissimilarity within groups is negatively associated with organizational attachment-orientated variables, few studies have investigated its relations with other job-related variables. Focusing on relational demographics within the context of superior-subordinate dyads, associations between relational demographic characteristics and subordinate job attitudes and perceptions were examined using polynomial regression. Relational race was found to correlate with perceptions of procedural justice and job satisfaction, but not job burnout. The implications of these findings for future relational demographic research are discussed. ? 1997 by John Wiley & Sons, Ltd. J. Organiz. Behav. 18: 351-362 (1997)
TL;DR: The authors found that when one's job success depends on being able to handle people well, both women and men tend to experience higher levels of inauthenticity and fewer positive feelings about their work, while spending more time at work interacting with others and having greater control over that work tends to have the opposite effect on well-being.
Abstract: American workers face an economy that has shifted from the industrial production of goods to the postindustrial production of services. For many, job success depends on one's ability to produce speech, action, and emotion that symbolize a willingness to “do for” the customer or client. Such expectations comprise the affective requirements of today's service-sector jobs. Using a sample of employees within the health and banking industries, we examine the effects of affective requirements, interactive work, and other occupational conditions on women's and men's job-related emotional well-being. We find that when one's job success depends on being able to handle people well, both women and men tend to experience higher levels of inauthenticity and fewer positive feelings about their work. However, spending more time at work interacting with others and having greater control over that work tends to have the opposite effect on well-being. We also find that job involvement operates quite differently for women and men in ways that are sensitive to service-sector work conditions.
TL;DR: The role of unit tenure in nurses' affective experiences warrants more attention in future research, along with the role of job/nonjob conflict and other variables predictive of nurses' satisfaction and distress.
Abstract: To facilitate nurses' job satisfaction and reduce their psychological distress, it is useful for a nursing manager to know whether factors within the workplace provide greater prediction of these affective states than variables outside the domain of work, and whether there are common predictors of satisfaction and distress The relative importance of occupational and nonoccupational variables in the prediction of job satisfaction and psychological distress was investigated in a survey of hospital nurses (N = 376) Perceived relations with the head nurse, coworkers, physicians, and other units/departments, along with unit tenure and job/nonjob conflict, were predictors of job satisfaction Personal disposition (anxiety-trait), social integration, unit tenure, professional experience, position level, and job/nonjob conflict, along with the relations with the head nurse and physicians, were predictors of psychological distress The relations with the head nurse and physicians, as well as unit tenure and job/nonjob conflict, were predictors of both satisfaction and distress The prediction by unit tenure is noteworthy Unit tenure had a negative relationship to satisfaction and a positive one to distress, whereas total experience had a negative relationship to psychological distress and none with job satisfaction The role of unit tenure in nurses' affective experiences warrants more attention in future research, along with the role of job/nonjob conflict and other variables predictive of nurses' satisfaction and distress
TL;DR: This paper found that education alone alone cannot enhance correctional outcomes and lead to the professionalization of correctional officers and that there were no apparent effects of education on job performance, job involvement, and career development needs.
Abstract: Some prison managers assume that recruitment of correctional officers with postsecondary educational credentials promotes job satisfaction and offender rehabilitation. This assumption was tested using a sample of 218 officers. Results supported earlier findings that postsecondary education correlates with endorsement of rehabilitation and job dissatisfaction. However, university graduates were not more willing than less-educated officers to engage in offender treatment and there were no apparent effects of education on job performance, job involvement, and career development needs. The findings imply that education alone cannot enhance correctional outcomes and lead to the professionalization of correctional officers.
TL;DR: The authors synthesized empirical findings on job satisfaction published in the first 26 volumes of Educational Administration Quarterly (EAQ) and used a 14-stage model for quantitative synthesis to classify, record, and analyze study characteristics found in the synthesis population of EAQ articles.
Abstract: This inquiry synthesized empirical findings on job satisfaction published in the first 26 volumes of Educational Administration Quarterly. A 14-stage model for quantitative synthesis was developed and validated to classify, record, and analyze study characteristics found in the synthesis population of EAQ articles. This synthesis yielded 330 distinct job satisfaction research hypotheses and 613 relational effect sizes. Nearly three fourths of these effect sizes were less than .30, that is, less than moderate in magnitude. Meta-analyses were performed for 6 of the 330 research hypotheses; the largest mean effect sizes were found for the relationships between overall job satisfaction and both role ambiguity and role conflict. These findings seem to lend preliminary support to the Situational Model of Job Satisfaction. Recommendations for reporting research findings and future research into job satisfaction follow from these and other findings.
TL;DR: A self-report questionnaire was administered to 125 adults between the ages of 20 and 46 to examine the predictive values of substitutes of leadership, leadership behavior, and work motivation in relation to job satisfaction as mentioned in this paper.
Abstract: A self-report questionnaire was administered to 125 adult Americans between the ages of 20 and 46 years, to examine the predictive values of substitutes of leadership, leadership behavior, and work motivation in relation to job satisfaction The results of independent regression analyses revealed that all but subordinate substitutes were significant predictors of job satisfaction In the stepwise analysis, task substitutes, organizational substitutes, consideration leadership behavior, initiating structure leadership behavior, and work motivation were significant and together accounted for 54% of the total variance of job satisfaction In both the stepwise and independent analyses, work motivation (expectancy theory) and consideration leadership style affected levels of job satisfaction more than any other variables The study included an analysis of the aggregate population by occupation The individual results from assembly workers, middle managers, and executives were used to examine the predi
TL;DR: Turnover in this study was unrelated to a survey measure of job satisfaction as well as to wages; however, job satisfaction was frequently cited in open ended responses as a reason for staying on the job.
TL;DR: The results of the study indicate that hospitals may be able to enhance job satisfaction of nurses by influencing the organization's ethical climate.
Abstract: This article examines the impact of ethical climate types (shared perception of how ethical issues should be addressed and what is ethically correct behavior) on various facets of job satisfaction of nurses in a large nonprofit private hospital. The results of the study indicate that hospitals may b
TL;DR: In this article, the authors surveyed the job satisfaction of 395 diversely employed adults to determine whether personality dimensions recognized in the five-factor model of personality contributed to prediction of job satisfaction beyond the contribution of congruence personality also was examined as a primary predictor.
TL;DR: In this paper, the authors developed a current and comprehensive model of physician job satisfaction by analyzing open-ended responses from a large group practice physician survey in 1988 and analysis of focus group data of diverse physician subgroups from 1995.
Abstract: The purpose of this study was to develop a current and comprehensive model of physician job satisfaction. Information was gathered by (1) analysis of open-ended responses from a large group practice physician survey in 1988, and (2) analysis of focus group data of diverse physician subgroups from 1995. Participants were 302 physicians from large-group practices and 26 participants in six focus groups of HMO, women, minority, and inner-city physicians. Data were used to develop a comprehensive model of physician job satisfaction. The large group practice survey data supported the key importance of day–to–day practice environment and relationships with patients and physician peers. Future concerns focused on the effect of managed care on the physician–patient relationship and the ability of physicians to provide quality care. Focus groups provided contemporary data on physician job satisfaction, reinforcing the centrality of relationships as well as special issues for diverse physician subgroups of practicing physicians. New variables that relate to physician job satisfaction have emerged from economic and organizational changes in medicine and from increasing heterogeneity of physicians with respect to gender, ethnicity, and type of practice. A more comprehensive model of physician job satisfaction may enable individual physicians and health care organizations to better understand and improve physician work life.
TL;DR: In this paper, the authors identify the ambiguity of the meaning of job satisfaction, emanating from the distinction between the meanings of "satisfactory" and'satisfying' and suggest that neglect of this ambiguity, along with a more general prevalent conceptual vagueness, has led to problems of construct validity in much research in this field.
Abstract: Summary The purpose of this paper is to address methodological issues arising out of the conceptual problems associated with the study of job satisfaction. It does not aim to present research findings, but refers to those findings which elucidate the conceptual and methodological issues raised. The paper identifies the ambiguity of the meaning of job satisfaction, emanating from the distinction between the meanings of ‘satisfactory’ and of ‘satisfying’. It is suggested that neglect of this ambiguity, along with a more general prevalent conceptual vagueness, has led to problems of construct validity in much research in this field. The importance of this ambiguity issue in relation to construct validity is demonstrated by examples from the author's own, and from other, qualitative research. Addressing the problems identified, a reconceptualization of job satisfaction is suggested, focusing upon a bifurcation into two constituents: job fulfilment and job comfort. Finally, ways in which the research process m...
TL;DR: In this article, the authors examined the moderating effects of work-based support (i.e. support provided by work colleagues and supervisor) on the relationship between job insecurity and job dissatisfaction, and non-compliant job behaviours.
Abstract: This study examined the moderating effects of work-based support (i.e. support provided by work colleagues and supervisor) on the relationship between job insecurity and (1) job dissatisfaction, and (2) non-compliant job behaviours. Data were collected through a questionnaire sent by post to MBA alumni of a large university in the USA (n = 306). The results of moderated regression analysis showed that supervisor support and work colleague support significantly moderated the relationship between job insecurity and the two outcomes examined. These findings suggest that support derived from others at the workplace can contribute significantly in buffering individuals against job dissatisfaction and non-compliant job behaviours when their job security is at stake. The processes through which work-based support operates in moderating the relationship between job insecurity and its outcomes are discussed.