Showing papers on "Job attitude published in 2000"
TL;DR: Regression results indicate that challenge-related self-reported stress is positively related toJob satisfaction and negatively related to job search.
Abstract: This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge-related self-reported stress is positively related to job satisfaction and negatively related to job search. In contrast, hindrance-related self-reported stress is negatively related to job satisfaction and positively related to job search and turnover. Future research directions are discussed.
1,466 citations
TL;DR: Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood, and in Study 2 job complexity mediated part of the relationship between both assessments of coreSelf-evaluation and job satisfaction.
Abstract: This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and job satisfaction. Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the relationship between core self-evaluations and job satisfaction. Two studies were conducted to test the model. Results from Study 1 supported the hypothesized model but also suggested that alternative models fit the data well. Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood. Furthermore, in Study 2 job complexity mediated part of the relationship between both assessments of core self-evaluations and job satisfaction.
1,012 citations
TL;DR: Results confirm the strong effects of job demands and job resources on exhaustion and disengagement respectively, and the mediating role of burnout between the working conditions and life satisfaction.
Abstract: This study, among 109 German nurses, tested a theoretically derived model of burnout and overall life satisfaction. The model discriminates between two conceptually different categories of working conditions, namely job demands and job resources. It was hypothesized that: (1) job demands, such as demanding contacts with patients and time pressure, are most predictive of exhaustion; (2) job resources, such as (poor) rewards and (lack of) participation in decision making, are most predictive of disengagement from work; and (3) job demands and job resources have an indirect impact on nurses' life satisfaction, through the experience of burnout (i.e., exhaustion and disengagement). A model including each of these relationships was tested simultaneously with structural equations modelling. Results confirm the strong effects of job demands and job resources on exhaustion and disengagement respectively, and the mediating role of burnout between the working conditions and life satisfaction. These findings contribute to existing knowledge about antecedents and consequences of occupational burnout, and provide guidelines for interventions aimed at preventing or reducing burnout among nurses.
746 citations
TL;DR: In this paper, the authors investigated the hypothesis that the advantage corporate social performance (CSP) yields in attracting human resources depends on the degree of job choice possessed by the job seeking population.
Abstract: This study investigates the hypothesis that the advantage corporate social performance (CSP) yields in attracting human resources depends on the degree of job choice possessed by the job seeking population. Results indicate that organizational CSP is positively related to employer attractiveness for job seekers with high levels of job choice but not related for populations with low levels suggesting advantages to firms with high levels of CSP in the ability to attract the most qualified employees.
738 citations
TL;DR: In this article, the authors report two field studies that, taken together, provide an opportunity to simultaneously examine the relative contribution of psychological well-being and job satisfaction to job performance.
Abstract: The happy-productive worker hypothesis has most often been examined in organizational research by correlating job satisfaction to performance. Recent research has expanded this to include measures of psychological well-being. However, to date, no field research has provided a comparative test of the relative contribution of job satisfaction and psychological well-being as predictors of employee performance. The authors report 2 field studies that, taken together, provide an opportunity to simultaneously examine the relative contribution of psychological well-being and job satisfaction to job performance. In Study 1, psychological well-being, but not job satisfaction, was predictive of job performance for 47 human services workers. These findings were replicated in Study 2 for 37 juvenile probation officers. These findings are discussed in terms of research on the happy-productive worker hypothesis.
732 citations
TL;DR: Findings show independent cumulative effects of both the JD-C Model and the ERI Model on employee well-being are not significantly different in men and women as well as in young and old people.
674 citations
TL;DR: In this paper, the authors examined employees' perception of their organization's readiness for large-scale change in two divisions of a national sales organization transitioning to work teams and found that individual attitudes and preferences, work group and job attitudes, and contextual variables were important in understanding readiness for change.
Abstract: Employees' perception of their organization's readiness for large-scale change was examined in two divisions of a national sales organization transitioning to work teams Results indicated that individual attitudes and preferences, work group and job attitudes, and contextual variables were all important in understanding readiness for change Study findings are discussed in terms of strategies for implementing the transition to team-based work and large-scale organizational initiatives Implications for research and theory-building are also discussed
651 citations
TL;DR: In this paper, the authors investigate the mediating role of organizational commitment in the relationships of leadership behavior with the work outcomes of job satisfaction and job performance in a non-western country where multiculturalism is a dominant feature of the workforce.
Abstract: This article investigates the potential mediating role of organizational commitment in the relationships of leadership behavior with the work outcomes of job satisfaction and job performance in a non‐western country where multiculturalism is a dominant feature of the workforce. It also explores the moderating effects of national culture on the relationships of leadership behavior with organizational commitment, job satisfaction and job performance in such a setting. Results suggest (in support of many western studies) that those who perceive their superiors as adopting consultative or participative leadership behavior are more committed to their organizations, more satisfied with their jobs, and their performance is high. The results also indicate that national culture moderates the relationship of leadership behavior with job satisfaction.
647 citations
TL;DR: In this article, the authors explored several hypothesized relationships between real time affect while working and standard measures of job satisfaction, and concluded that affect is a missing piece of overall job attitude, as well as a phenomenon worthy of investigation in its own right.
Abstract: Job satisfaction is often described as an affective response to one's job, but is usually measured largely as a cognitive evaluation of job features. This paper explores several hypothesized relationships between real time affect while working and standard measures of job satisfaction. Experience sampling methodology was used to obtain up to 50 reports of immediate mood and emotions from 121 employed persons over a two week period. As expected, real time affect is related to overall satisfaction but is not identical to satisfaction. Moment to moment affect is more strongly related to a faces measure of satisfaction than to more verbal measures of satisfaction. Positive and negative emotions both make unique contributions to predicting overall satisfaction, and affect accounts for variance in overall satisfaction above and beyond facet satisfactions. Frequency of net positive emotion is a stronger predictor of overall satisfaction than is intensity of positive emotion. It is concluded that affect while working is a missing piece of overall job attitude, as well as a phenomenon worthy of investigation in its own right. Implications for further research and for improving the conceptualization and measurement of job satisfaction are discussed. Copyright © 2000 John Wiley & Sons, Ltd.
633 citations
TL;DR: The positive contribution of the cohesiveness of ward nursing staff is highlighted, but the potential for many current NHS staffing strategies and work environments to undermine the development of cohesive working relationships is also noted.
Abstract: Hospital nurses' job satisfaction, individual and organizational characteristics Using the Ward Organizational Features Scales (WOFS), relationships between aspects of the organization of acute hospital wards, nurses' personal characteristics and nurses' job satisfaction are examined among a nationally representative sample of 834 nurses in England. The analysis contributes to a growing body of evidence demonstrating the importance of interpersonal relationships to nurses' job satisfaction. In particular, the positive contribution of the cohesiveness of ward nursing staff is highlighted, but the potential for many current NHS staffing strategies and work environments to undermine the development of cohesive working relationships is also noted. Other influential factors are nurses' relationships with medical staff, perceptions of their workload and their evaluation of the appropriateness of the system of nursing being practised. The importance of measuring nurses' subjective assessments of their work environment is emphasized. A weak association was found between grade and job satisfaction. Individual nurse characteristics were found not to be associated with job satisfaction.
537 citations
TL;DR: In this paper, the relationship between perception of organizational politics, job attitudes, and several other work outcomes was examined among 303 public sector employees in Israel, and a weak negative relationship was found between perceived organizational politics and employees' performance as reported by supervisors.
TL;DR: This paper used verbal protocol analysis to explore the factors that job seekers consider when evaluating employers' reputations and found that the type of industry in which a firm operates, the opportunities that a firm provides for employee development, and organizational culture affect job seekers' reputation perceptions.
Abstract: Although job seekers' reputation perceptions may be based on different factors than other constituents (e.g., investors, consumers), we know little about the antecedents of job seekers' reputation perceptions. The present study utilizes verbal protocol analysis to explore the factors that job seekers consider when evaluating employers' reputations. Results from this qualitative investigation are complemented and cross-validated with an experimental policy capturing study and a field study of recruiting organizations. Data from all three methodologies suggest that some factors affecting job seekers' reputation perceptions are quite different from factors that have been revealed in previous reputation research, which has focused primarily on executives. For example, results from the present study reveal that the type of industry in which a firm operates, the opportunities that a firm provides for employee development, and organizational culture affect job seekers' reputation perceptions. Copyright © 2000 John Wiley & Sons, Ltd.
TL;DR: In this article, the authors examined the relationship between actual and comparison pay and job satisfaction and found that the higher expressed job satisfaction of women represents an innate difference rather than the results of self-selection into jobs with highly valued attributes.
Abstract: This paper examines sex differences in job satisfaction by utilizing data from the 1986 UK Social and Economic Life Initiative (SCELI) household survey. It attempts to ascertain the relationship between actual and comparison pay and job satisfaction. Employees were asked on a 0–10 scale how satisfied or dissatisfied they were with their present job. They were also asked to state whether they were equitably, over or underpaid and to say how much pay they thought they deserved. Uniquely, therefore, we are able to analyse the effects of both actual and objective and subjective comparative pay measures on job satisfaction. The paper rejects the view that the higher expressed job satisfaction of women represents an innate difference rather than the results of self-selection into jobs with highly valued attributes.
TL;DR: The LISREL results, based on a sample of 286 male employees from an open-cut coal mine in remote central Queensland, Australia, indicate that the community variables of family isolation and kinship support have the largest total (direct and indirect) effects on life satisfaction.
Abstract: Although the relationship between job and life satisfaction has attracted much attention, little research has been undertaken in geographically remote settings. The present study addresses this deficiency by testing a causal model that incorporates job-related, personal, environmental, and community-related variables. The LISREL results, based on a sample of 286 male employees from an open-cut coal mine in remote central Queensland, Australia, indicate that the community variables of family isolation and kinship support have the largest total (direct and indirect) effects on life satisfaction. Job satisfaction is found to be the next most important factor, and mediates the impact of routinization, industrial relations (IR) climate, promotional opportunity, work overload, family isolation, kinship support, positive affectivity, community participation, and negative affectivity on life satisfaction. In addition, job satisfaction is observed to have a stronger effect on life satisfaction than vice versa. The...
TL;DR: The authors integrated causal attribution research and the burnout and exhaustion literature to develop an attributional model of work exhaustion consequences and found that individuals experiencing work exhaustion will not exhibit all of the job attitudes and behaviors found to correlate with exhaustion.
Abstract: In an effort to clarify the literature on work exhaustion (or job burnout), the author integrates causal attribution research and the burnout and exhaustion literature to develop an attributional model of work exhaustion consequences. With this model the author suggests that individuals experiencing work exhaustion will not exhibit all of the job attitudes and behaviors found to correlate with exhaustion. Rather, individuals are likely to experience a subset of these, depending on their perceptions regarding the cause of exhaustion. The author also discusses implications and directions for future research.
TL;DR: The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research.
Abstract: This study extends previous theoretical and empirical research on Blau and Boal’s (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research.
TL;DR: In this paper, structural equation modeling is used to estimate the mediating effects of affective, continuance, and normative commitment on the relationship between job satisfaction and intent to leave.
Abstract: Structural equation modeling is used to estimate the mediating effects of affective, continuance, and normative commitment on the relationship between job satisfaction and intent to leave. Several competing configurational models are tested to determine whether the best fitting model is one whereby multidimensional commitment fully mediates, partially mediates, or does not mediate the relationship between job satisfaction and intent to leave. The results suggest that contrary to Meyer and Allen's (1991) fully mediated three-component model of organizational commitment, a partially mediated model fits the data best for this study. Copyright © 2000 John Wiley & Sons, Ltd.
TL;DR: The cross-sectional results supported the hypotheses and suggested that perceived overqualification has a negative effect on job satisfaction, however, the relationships varied by dimension of perceived overQualification and dimension of job satisfaction.
Abstract: The present study is an investigation of the effects of perceived overqualification on dimensions of job satisfaction. The data for this study came from a two-wave panel study of members of a midwestern American Postal Workers Union local. Job satisfaction was operationalized with 4 subscales from the Job Descriptive Index (R Smith, L. Kendall, & C. Hulin, 1969). The following three hypotheses were tested: (a) Perceived overqualification will be negatively related to facets of job satisfaction; (b) there is stability in the test-retest correlations of facets of job satisfaction; and (c) the effects of perceived overqualification on facets of job satisfaction will not change from Time 1 to Time 2 because of adaptation. The cross-sectional results supported the hypotheses and suggested that perceived overqualification has a negative effect on job satisfaction. However, the relationships varied by dimension of perceived overqualification and dimension of job satisfaction. Future researchers of overq...
TL;DR: Empirical intelligence and job control explained significant amounts of the variance in both job satisfaction and organizational commitment.
Abstract: Job control may be defined as the latitude to make decisions and the freedom to select the most appropriate skills to complete the task. Emotional dissonance may be defined as the conflict between expressed and experienced emotions. In this study, job control and self-efficacy were theorized to jointly affect emotional dissonance. Individuals with high self-efficacy were found to be more satisfied under conditions of little job control, whereas those with low self-efficacy favored high job control. The impact of job control on emotional intelligence was also studied. Emotional intelligence may be defined as the set of skills that contribute to accurate self-appraisal of emotion as well as the detection of emotional cues in others and the use of feelings to motivate and achieve in one's life. Emotional intelligence and job control explained significant amounts of the variance in both job satisfaction and organizational commitment. Theoretical and practical implications are discussed.
TL;DR: This article examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees and found that the effect of PDM on job satisfaction was robust at high levels of perceived politics.
Abstract: The present study examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees. We hypothesized that perceptions of organizational politics would reduce job satisfaction and that the detrimental effect of poltics on job satisfaction would be weakest among workers who engage in consensus decision-making with their supervisors. We used confirmatory factor analyses to determine whether the variables used in this study reflected distinct constructs. Then, we used correlational analysis and hierarchical moderated multiple regression analyses to test the hypotheses. Results indicated that the variables reflected distinct constructs and confirmed the hypotheses. Examination of the interaction indicated that the effect of PDM on job satisfaction was robust at high levels of perceived politics.
TL;DR: This article investigated the effects of gender on the job satisfaction of UK academics and found that female academics at higher ranks of higher education were more satisfied with their jobs than male academics of comparable ranks.
Abstract: In recent years there has been a substantial rise in the number of women entering the work force One consequence of this trend is that it has generated considerable interest in the relationship between gender and job satisfaction The objective of this study was to investigate the effects of gender on the job satisfaction of UK academics A questionnaire including several demographic questions such as gender, rank and age was administered to 1,102 university teachers A total of 554 responses was received, giving a response rate of 503 per cent The results indicated that gender does not affect the job satisfaction of university teachers directly However, the interaction effect of gender and rank was statistically significant (p < 005) Overall, female academics at higher ranks namely, senior lecturers, readers and professors, were more satisfied with their jobs than male academics of comparable ranks The implications of this finding and other results are explored
TL;DR: In this article, the authors examined the relations between the affective reactions of 114 technical consultants and both intragroup interdependence and job complexity, and found that the positive relations between task and outcome interdependencies were stronger in high outcome interdependent teams than in low outcome inter-dependent teams.
TL;DR: Differences in cultural differences and efficacy perceptions influence the role of job control in coping with job demands appear to be explained by the individual attributes of idiocentrism and allocentrisms that are linked to the societal norms of individualism and collectivism, respectively.
Abstract: This study examined how cultural differences and efficacy perceptions influence the role of job control in coping with job demands. Perceiving higher control mitigated the effects of demands on psychological health symptoms and turnover intentions only among American bank tellers reporting high job self-efficacy. Among American tellers reporting low job self-efficacy, perceived control exacerbated the effects of demands. However, in a matched Hong Kong sample, collective efficacy interacted in the same way with control and demands as job self-efficacy had in the American sample. These differences appear to be explained by the individual attributes of idiocentrism and allocentrism that are linked to the societal norms of individualism and collectivism, respectively.
TL;DR: In this paper, the authors analyse the determinants of an academic's overall satisfaction at work as well as satisfaction with promotion prospects, job security and salary comparison salary is found to be an important influence on academics' overall job satisfaction.
Abstract: This paper considers job satisfaction in the academic labour market drawing upon a particularly detailed data set of 900 academics from five traditional Scottish Universities Recent studies have revealed that in the labour force as a whole women generally express themselves as more satisfied with their jobs than men Our results show that reports of overall job satisfaction do not vary widely by gender This result is explained through the nature of our dataset, limited as it is to a highly educated workforce, in which female workers are likely to have job expectations comparable to their male counterparts Ordered probit analysis is used to analyse the determinants of an academic’s overall satisfaction at work as well as satisfaction with promotion prospects, job security and salary Comparison salary is found to be an important influence on academics’ overall job satisfaction although evidence suggests that academics place a lower emphasis on pecuniary relative to non pecuniary aspects of work than other sectors of the workforce
TL;DR: In this paper, the authors examined the change in job-search behaviors and employment outcomes of 121 recent university graduates who had not found employment in their final term prior to graduation, and found that job seekers increased their active job search behavior, formal job-source usage, and search intensity and decreased their job search anxiety.
TL;DR: In this paper, the authors used alternative, more focused, and multifaceted measures of both job demands and job control that are relevant and applicable to today's working contexts to test the Demand Control Model (DCM), accompanied by three goals.
Abstract: The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job demands and job control that are relevant and applicable to today's working contexts. Secondly, this study intended to focus on particular demands in human services work and to incorporate these demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job demands and job control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high demand, low control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high demands, high control) give rise to positive outcomes (i.e., job challenge, job satisfaction).
TL;DR: In this article, the authors investigated whether academic workers' length of service is related to their level of job satisfaction, based on the assumption that less satisfied workers tend to resign while the more satisfied ones tend to remain in a job, as some literature suggests.
Abstract: Asks whether academic workers’ length of service is related to their level of job satisfaction. The enquiry is premised on the assumption that the less satisfied workers tend to resign while the more satisfied ones tend to remain in a job, as some literature suggests. The research distinguishes between length of service in higher education (LSHE) as a whole and length of service in present university (LSPU) in order to separate academics who remain within one university since employment from those who hop from one higher educational institution to another. Two‐way analyses of variance confirm the results of the frequency analyses and indicate that, for direct effects and a 0.05 significance level, LSHE is not statistically significant but LSPU is with a p value of 0.022. This means that the overall job satisfaction of university teachers is significantly correlated with LSPU but not LSHE. The implications are explored.
TL;DR: Results showed new graduates were most satisfied with coworkers and least satisfied with professional opportunities for advancement, and sense of belonging and total satisfaction were highest in the home healthcare setting.
Abstract: This study investigated the relationship between sense of belonging and job satisfaction in the new graduate RN. Ninety-five new graduate RNs answered a survey about demographic information and work setting, as well as their satisfaction and sense of belonging in the work environment. McCloskey-Mueller's Satisfaction Scale and a modified version of the Hagerty-Patusky Sense of Belonging Instrument were used. The conceptual framework was derived from Marlene Kramer's work on Reality Shock (1974). Results showed new graduates were most satisfied with coworkers and least satisfied with professional opportunities for advancement. Sense of belonging and total satisfaction were highest in the home healthcare setting. A Pearson r was used to determine relationships between sense of belonging, total satisfaction, and satisfaction sub-scales. Sense of belonging had significant positive relationships with total satisfaction, interaction opportunities, praise, control, coworkers, and scheduling. Possible future research suggested examining how orientation and work group numbers may affect job satisfaction and sense of belonging.
TL;DR: The authors empirically examined these and other commonly held beliefs about the consequences of job insecurity among white-collar employees and highlighted the critical role human resource professionals play in helping organizations to understand the consequences that create job insecurity and finding ways to minimize negative outcomes.
Abstract: Are insecure employees actually less loyal to their companies, more concerned about their careers, and less willing to go the extra mile at work? Do employees who view job insecurity as a violation of their psychological contract have more severe reactions to being insecure? This article empirically examines these and other commonly held beliefs about the consequences of job insecurity among white-collar employees. The critical role human resource professionals play in helping organizations to understand the consequences of actions that create job insecurity (i.e., restructuring) and finding ways to minimize negative outcomes is highlighted. © 2000 John Wiley & Sons, Inc.
TL;DR: The authors investigated underemployment among managers in overseas assignments and found that many expatriates are overqualified, as well as underqualified, for their overseas assignments, which is negatively related to expatriate's job attitudes, general mental health, and self-reported job performance.
Abstract: While most previous research has studied underemployment among laid-off workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational firms, the results here suggest that several important job- and organizational-level factors may contribute to underemployment among expatriates: hierarchical job level, assignment tenure, the extent to which expatriates have specific projects to complete, the degree of free choice in the decision to go overseas, the amount of on-site mentoring, and the strategic importance of the overseas site. In contrast to previous research, then, the present study suggests that many expatriates are overqualified, as well as underqualified, for their overseas assignments. Moreover, this underemployment is negatively related to expatriates' job attitudes, general mental health, and self-reported job performance. In addition, mediated regression analyses revealed that underemployment is an important intervening link between antecedent and outcome variables. The implications of the results for future theory development, empirical research, and management practice on underemployment are discussed as well. Copyright © 2000 John Wiley & Sons, Ltd.