Showing papers on "Job attitude published in 2002"
TL;DR: In this paper, the authors developed a psychometrically sound and practically short EI measure that can be used in leadership and management studies, and provided exploratory evidence for the effects of the EI of both leaders and followers on job outcomes.
Abstract: Recently, increasing numbers of scholars have argued that emotional intelligence (EI) is a core variable that affects the performance of leaders. In this study, we develop a psychometrically sound and practically short EI measure that can be used in leadership and management studies. We also provide exploratory evidence for the effects of the EI of both leaders and followers on job outcomes. Applying Gross' emotion regulation model, we argue that the EI of leaders and followers should have positive effects on job performance and attitudes. We also propose that the emotional labor of the job moderates the EI–job outcome relationship. Our results show that the EI of followers affects job performance and job satisfaction, while the EI of leaders affects their satisfaction and extra-role behavior. For followers, the proposed interaction effects between EI and emotional labor on job performance, organizational commitment, and turnover intention are also supported.
2,787 citations
TL;DR: Support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model is indicated.
Abstract: This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were .29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model. Research on the dispositional source of job satisfaction has had a spotty history in job satisfaction research. The personological basis of job satisfaction was considered in the earliest treatments of job satisfaction. Hoppock (1935), for example, noted a strong correlation between workers’ emotional adjustment and their levels of job satisfaction. Similarly, Fisher and Hanna (1931) concluded that a large part of dissatisfaction resulted from emotional maladjustment. With some noteworthy exceptions (P. C. Smith, 1955; Weitz, 1952), these early considerations of the dispositional source of job satisfaction lay dormant until the 1980s, when a series of provocative studies (Arvey, Bouchard, Segal, & Abra
2,063 citations
TL;DR: To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers, strongly suggesting the importance of considering discrete emotions in job affect research.
Abstract: To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research.
1,842 citations
TL;DR: Meta-analytic techniques indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization.
Abstract: Meta-analytic techniques were used to estimate how job insecurity relates to its postulated outcomes. Consistent with the conceptual framework, the results indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization. Moderator analyses suggest that these relationships may be underestimated in studies relying on single-item measures of job insecurity and that the behavioral consequences of insecurity are more detrimental among manual, as compared with nonmanual, workers. Recommendations made for future research include utilization of multidimensional measures, consideration of a broader spectrum of outcomes and moderators, and use of longitudinal designs.
1,716 citations
TL;DR: The authors argue that standard treatments of job satisfaction have inappropriately defined satisfaction as affect and in so doing have obscured the differences among three separate, if related, constructs: overall evaluative judgments about jobs, affective experiences at work, and beliefs about jobs.
1,179 citations
TL;DR: A model of job performance is developed and test that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job and revealed striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance.
Abstract: Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality traits affect job performance. Specifically, striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance. Although Agreeableness was related to striving for communion, neither Agreeableness nor communion striving was related to success in this sales job. The importance of the proposed motivational orientations model is discussed.
757 citations
TL;DR: In this paper, the authors explored the relationship between participative management in the context of the strategic planning and job satisfaction in local government agencies and found that effective supervisory communications were positively associated with high levels of job satisfaction.
Abstract: Researchers and practitioners in both the public and private sectors agree that participative management improves employees' job satisfaction. Public agencies have also turned to strategic planning to enhance government performance and accountability. This study explores the relationship between participative management in the context of the strategic planning and job satisfaction in local government agencies. The results of multiple regression analysis show that managers' use of a participative management style and employees' perceptions of participative strategic planning processes are positively associated with high levels of job satisfaction. The study also finds that effective supervisory communications in the context of the strategic planning process are positively associated with high levels of job satisfaction. The study suggests that participative management that incorporates effective supervisory communications can enhance employees' job satisfaction. In this regard, organizational leaders in the public sector should emphasize changing organizational culture from the traditional pattern of hierarchical structure to participative management and empowerment.
662 citations
TL;DR: Self-acceptance, the centrality of one's identity, how "out" one is to friends and family, employer policies, and perceived employer gay-supportiveness were associated with disclosure behaviors at work for gay/lesbian employees.
Abstract: This study examined disclosing sexual orientation at work for 220 gay men and 159 lesbians. Selfacceptance, the centrality of one’s identity, how “out” one is to friends and family, employer policies, and perceived employer gay-supportiveness were associated with disclosure behaviors at work for gay/ lesbian employees. Disclosing at work and working for an organization perceived to be more gay supportive was related to higher job satisfaction and lower job anxiety. Reactions of coworkers to gay or lesbian workers mediated the relationship between disclosure and gay/lesbian workers’ job attitudes. Implications and solutions for management are discussed.
532 citations
TL;DR: Support from different sources, including family, coworkers, and supervisors, was examined in 211 traffic enforcement agents and suggest that support may be associated with work-related outcomes through multiple pathways.
Abstract: Social support has been identified as an important correlate of a variety of work outcomes. Support from different sources, including family, coworkers, and supervisors, was examined in 211 traffic enforcement agents (92 men, 119 women). Outcomes included subjective variables (burnout and job satisfaction) and an objective measure of productivity (number of summonses). Support was negatively associated with burnout and positively associated with satisfaction and productivity. A cluster of support variables accounted for 7% of the variance in burnout and productivity and 12% of the variance in job satisfaction. Family support was more closely associated with burnout than with satisfaction or productivity, whereas immediate supervisor support was related to satisfaction and productivity but not burnout. Results suggest that support may be associated with work-related outcomes through multiple pathways.
479 citations
TL;DR: The relation between work-family conflict and job satisfaction was examined using a six-dimensional measure of WFC and both global and summed facet (i.e., composite) measures of job satisfaction.
464 citations
TL;DR: The authors explored the association between emotion regulation, defined as the conscious manipulation of one's public displays of emotion, and job satisfaction and intentions to quit, and found that the suppression of unpleasant emotions decreases job satisfaction, which in turn increases intention to quit.
Abstract: The present longitudinal study explored the association between emotion regulation, defined as the conscious manipulation of one's public displays of emotion, and job satisfaction and intentions to quit. We predicted, based on an emotional dissonance model, that the suppression of unpleasant emotions decreases job satisfaction and increases intentions to quit. We propose a social interaction model that predicts that the amplification of pleasant emotions increases job satisfaction and decreases intentions to quit by improving the quality of interpersonal encounters at work. Data from 111 workers were gathered at two time points separated by four weeks. Advantages of the design included the use of longitudinal data and the statistical control for several personality, job, and demographic factors. Longitudinal regression analyses and tests of mediation revealed that, as predicted, (a) the suppression of unpleasant emotions decreases job satisfaction, which in turn increases intentions to quit, and (b) the amplification of pleasant emotions increases job satisfaction. Applied implications are discussed and suggestions for future research are offered. Copyright © 2002 John Wiley & Sons, Ltd.
TL;DR: The authors found that job involvement, when assessed with a recently published measure, is a significant predictor of supervisor ratings of organizational citizenship behaviors (OCB) and in-role performance, controlling for work centrality and other individual difference variables.
Abstract: A recent meta-analysis by Brown (1996) concluded that job involvement was unrelated to job performance. The present investigation proposed that the null findings reported in this meta-analysis stem from the choice of performance criteria and the use of job involvement measures that are confounded with work centrality in the primary studies included in the meta-analysis. The current study found that job involvement, when assessed with a recently published measure (Paullay et al., 1994), is a significant predictor of supervisor ratings of organizational citizenship behaviors (OCB) and in-role performance, controlling for work centrality and other individual difference variables. Consistent with recent findings, there is evidence that sex moderates some of the job involvement and OCB relationships, with females having a stronger, positive relationship between these constructs than males. Copyright © 2001 John Wiley & Sons, Ltd.
TL;DR: In this article, the authors used data from a recent survey of over 1,200 full-time municipal employees to test the variables that explain variation in job satisfaction among municipal government employees.
Abstract: What variables explain variation in job satisfaction among municipal government employees? Using data from a recent survey of over 1,200 full-time municipal employees, this research tests the relat...
TL;DR: General job satisfaction, general job happiness, satisfaction with salary and promotion, institution, educational background, and age of nurses' youngest child were proved to be significant predictors of nurses’ intention to quit.
TL;DR: Findings suggest that through cultivating positive beliefs about the job and attitudes toward the employer, managers may counter the influence of external markets on IT workers' turnover intention.
Abstract: This paper presents and tests a conceptual model linking perceptions of the internal work environment and external markets to information technology (IT) worker turnover. The model focuses on organizational commitment (OC) as the primary predictor of turnover intention. We suggest that OC mediates perceptions of the workplace and external environment on turnover intention. Specifically, we hypothesize that OC mediates the influence of (1) job satisfaction, (2) perceived job characteristics, (3) perceived competitiveness of pay, and (4) perceived job alternatives on turnover intention. Also, perceived job alternatives are modeled as having a direct effect on turnover intention. Analysis provides moderate empirical support for the research model. OC and perceived job alternatives demonstrated distinct effects on turnover intention. In addition, OC mediated the influence of job satisfaction, perceived job characteristics, and perceived competitiveness of pay on turnover intention. Findings suggest that through cultivating positive beliefs about the job and attitudes toward the employer, managers may counter the influence of external markets on IT workers' turnover intention.
TL;DR: In this paper, a longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry, finding that job search behavior and career planning were positively related to pre-entry person-job and person-organization (P-O) fit perceptions.
Abstract: In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry. Job search behavior and career planning were positively related to pre-entry person-job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated the relationship between career planning and job attitudes. Further, the relationships between pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions. These results indicate that P-J and P-O fit perceptions play an important role in linking job search to employment quality.
TL;DR: Employees' attitudes and opinions about their colleagues and the work environment may make all the difference between workers' merely doing a good job and delivering exceptional guest service as mentioned in this paper, and this attitude and opinion about colleagues and work environment can make or break the performance of guest service.
Abstract: Employees' attitudes and opinions about their colleagues and the work environment may make all the difference between workers' merely doing a good job and delivering exceptional guest service.
TL;DR: In this article, a longitudinal test with multisource data, three typologies, which were shown by past research to be linked to both job and life satisfaction, were examined: Big Five, positive and negative affectivity, and core self-evaluations.
Abstract: Previous research has demonstrated a strong positive relationship between job and life satisfaction. Traditionally, this relationship has been explained in terms of a spillover model, wherein job experiences spill over onto life, and vice versa. This study directly tests a different explanation for this relationship: personality traits that influence both job and life satisfaction. In a longitudinal test with multisource data, three typologies, which were shown by past research to be linked to both job and life satisfaction, were examined: Big Five, positive and negative affectivity, and core self-evaluations. One hundred and fifty-three university employees working in a diverse set of occupations were surveyed twice, with a six month time interval; the first survey also included a second questionnaire to be completed by a ‘significant other.’ Analyses of concurrent and prospective zero-order and partial correlations, as well as structural equation modeling, supported the hypothesized confounding role of all three typologies, especially core self-evaluations. Though controlling for personality reduced the magnitude of the job–life satisfaction relationship, it did not entirely eliminate it. Overall, the results suggest the presence of both dispositional and environmental factors in job and life satisfaction. Finally, implications for organizational practice and theory development are discussed. Copyright © 2002 John Wiley & Sons, Ltd.
TL;DR: In this article, two levels of self-efficacy beliefs are introduced as moderators (i.e., generalized and computer selfefficacy) in the job demand-control (JD-C) model, and its effects on burnout (e.g., exhaustion and cynicism).
Abstract: The aim of the present study is to test the moderating role of levels of self-efficacy specificity (i.e., generalized and computer self-efficacy) in the Job Demand-Control (JD-C) Model, and its effects on burnout (i.e., exhaustion and cynicism). Previous research on Karasek's model failed to corroborate the demand control interaction effect on different strain variables. In order to refine and extend the JD-C model, we propose a specific measure for job demands (i.e., quantitative overload) as well as for job control (i.e. method and time control). Furthermore, research on self-efficacy beliefs shows that the more specific the self-efficacy beliefs, the more predictive they are. In the current study, two levels of self-efficacy beliefs are introduced as moderators (i.e., generalized and computer self-efficacy). Based on data collected from 405 workers using information technology in their jobs, the expected Job Demand Control Interaction effect was found in both burnout dimensions (i.e., exhaustion and cy...
01 Jan 2002
TL;DR: The path coefficient shows that job satisfaction has both direct and indirect effects on burnout, confirming job satisfaction as a significant predictor of burnout.
Abstract: ObjectiveThis study assessed the impact of differential levels of job satisfaction on burnout among nurses, hypothesizing that higher levels of job satisfaction predict lower levels of burnout.BackgroundSocial environmental factors of the workplace arising from organizational restructuring cost cont
TL;DR: In this article, the authors investigated the potential mediating role of job satisfaction between role stressors, namely role conflict and role ambiguity as sources of stress, and various facets of organizational commitment, namely affective, continuance and normative, on the other.
Abstract: This paper investigates the potential mediating role of job satisfaction between role stressors, namely role conflict and role ambiguity as sources of stress, on the one hand, and various facets of organizational commitment, namely affective, continuance and normative, on the other. A sample of 361 employees in a number of organizations in the United Arab Emirates was used. Path analysis revealed that role ambiguity directly and negatively influences both affective and normative commitments. Results also revealed that job satisfaction directly and positively influences affective and normative commitments and negatively influences continuance commitment‐low perceived alternatives. Results further suggest that both role conflict and role ambiguity directly and negatively influence job satisfaction. It was also found that job satisfaction mediates the influences of role conflict and role ambiguity on various facets of organizational commitment, except continuance commitment‐high personal sacrifice. Implications, future lines of research and limitations are discussed.
TL;DR: In this article, the authors extended the work of Clevenger, Pereira, Wiechmann, Schmitt, and Harvey on the incremental validity of situational judgment tests as well as the meta-analytic results reported by McDaniel, Morgeson, Finnegan, Campion, and Braverman.
Abstract: Data from 160 civil service employees demonstrate the validity of a situational judgment test in predicting overall job performance as well as three performance dimensions: task performance (core technical proficiency), motivational contextual performance (job dedication), and interpersonal contextual performance (interpersonal facilitation). Situational judgment also provided incremental validity over the prediction provided jointly by cognitive ability, the Big Five personality traits, and job experience. These findings extended the work of Clevenger, Pereira, Wiechmann, Schmitt, and Harvey (2001) on the incremental validity of situational judgment tests as well as the meta-analytic results reported by McDaniel, Morgeson, Finnegan, Campion, and Braverman (2001). Implications are discussed in terms of research on the prediction and understanding of job performance.
TL;DR: In this article, the authors investigate the effects of a few previously studied factors such as job involvement, organizational commitment, and job satisfaction, and add two more individual factors (need for achievement and work ethic) as well as some situational variables (organizational uncertainty/fear of job loss and job fit) that, to the best of their knowledge, have not been investigated in previous research.
TL;DR: Through careful manipulation of the hospital environment, both structural and psychological empowerment can be increased, resulting in greater job and patient satisfaction and, ultimately, improved patient outcomes.
Abstract: Purpose This study reports on a secondary data analysis undertaken to better understand the determinants of job satisfaction for hospital nurses. Both workplace and personal factors can contribute to job satisfaction. Theoretical Framework Kanter’s theory of structural empowerment and Spreitzer’s theory of psychological empowerment explain logical outcomes of managerial efforts to create structural conditions of empowerment. Selected personal attributes were also considered. Method and Sample Instruments used were 1) Conditions for Work Effectiveness Questionnaire; 2) psychological empowerment tool; 3) a mastery scale; 4) an achievement scale; and 5) a job satisfaction scale. The sample of 347 nurses (58% response rate) came from all specialty areas. Results Structural and psychological empowerment predicted 38% of the variance in job satisfaction. Achievement and mastery needs were not significant. Other personal attributes can be found in future research to improve job satisfaction. Conclusions Through careful manipulation of the hospital environment, both structural and psychological empowerment can be increased, resulting in greater job and patient satisfaction and, ultimately, improved patient outcomes.
TL;DR: The empirical findings provide support for the climate-job satisfaction and climate-absenteeism relationships and certain climate dimensions should be improved to enhance job satisfaction and reduce distress, which in turn will reduce absenteeism.
Abstract: Background. Stress-related outcomes of job satisfaction and absenteeism among nurses should receive more attention in Hong Kong because absenteeism is costly. Many nurses' complaints are due to organizational change in privatization since the establishment of the Hong Kong Hospital Authority in 1991. Organizational climate is found to be an antecedent of job dissatisfaction and absenteeism in many studies in western societies. Aim. To investigate the role of organizational climate and psychological distress on job satisfaction; and the role of climate, distress and job satisfaction on absenteeism in Hong Kong nurses, while controlling for demographic variables. Methods. A self-administered questionnaire survey method was used to collect data from two samples of nurses within a 8-month period. They are, respectively, 144 (74 general nurses, 70 psychiatric nurses; 47 males, 97 females) and 114 (85 general nurses, 29 psychiatric nurses; 17 males, 97 females) nurses. Results. Multiple regression analyses revealed that occupational type (psychiatric/general), environment (the physical conditions in the work area) and psychological distress were significant predictors of job satisfaction for sample 1; and well-being (social relations, welfare and health issues) was the only significant predictor of job satisfaction for sample 2. However, age, involvement (the degree of commitment displayed towards employees by the organization), psychological distress and job satisfaction were significant predictors of absenteeism for sample 1; and occupational type, organization (the interaction between the worker and the organization), and involvement were significant predictors of absenteeism for sample 2. Conclusions. The empirical findings provide support for the climate–job satisfaction and climate– absenteeism relationships. Psychological distress could be an antecedent of job satisfaction; and job satisfaction could be an antecedent of absenteeism. Certain climate dimensions should be improved to enhance job satisfaction and reduce distress, which in turn will reduce absenteeism.
TL;DR: In this paper, the authors investigated the relationship between personality traits and aspects of job satisfaction, and concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of satisfaction.
TL;DR: Analyses of survey data show that organizational change, fear of job loss, heavy workloads, and lack of organizational and peer support lead to increased job stress and decreased levels of job satisfaction.
Abstract: Changes in the social organization of home care work due to health care restructuring have affected the job stress and job dissatisfaction of home care workers. This article reports the results of a survey of 892 employees from three nonprofit home care agencies in a medium-sized city in Ontario, Canada. Survey results are complemented by data from 16 focus groups with 99 employees. For the purposes of this study, home care workers include both office workers (managers, supervisors, coordinators, office support staff, and case managers) and visiting workers (nurses, therapists, and visiting homemakers). Focus group participants indicated that health care restructuring has resulted in organizational change, budget cuts, heavier workloads, job insecurity, loss of organizational support, loss of peer support, and loss of time to provide emotional laboring, or the “caring” aspects of home care work. Analyses of survey data show that organizational change, fear of job loss, heavy workloads, and lack of organiz...
TL;DR: It is indicated that perceived organizational support is related to nurses' health and job satisfaction and current interventions to increase support may be limited in their effectiveness unless nurses' perceptions of organizational support are taken into account.
Abstract: Recruitment and retention of nurses is a major concern in healthcare provision in several countries. This study explored the relationship between perceived social support, job stress, health, and job satisfaction among nurses from 4 organizations in northwest England. A total of 350 usable questionnaires measuring stressors, perceived support, health, and job satisfaction, was obtained from a sample of 1,162 nurses drawn from 4 healthcare organizations. A follow-up study was conducted after 6 months. Results indicate that perceived organizational support is related to nurses' health and job satisfaction. Current interventions to increase support, which typically operate at individual or group level, may be limited in their effectiveness unless nurses' perceptions of organizational support are taken into account.
TL;DR: In this paper, the authors examined the relationship between diversity characteristics, sense of inclusion, fairness, stress and social support and the outcome variables of job satisfaction and well-being, and found that women and members of racial/ethnic minorities are more likely to feel excluded, and that exclusion is linked to job dissatisfaction and lower sense of wellbeing.
Abstract: Research over the past two decades indicates that exclusion from organizational information networks and from important decision-making processes is one of the most significant problems facing today's diverse workforce. Employees' sense of exclusion may play a critical role in explaining the connection between lack of opportunities experienced by employees who are different from the corporate 'main stream' and their job satisfaction and well-being. This study examines the relationship between diversity characteristics, sense of inclusion, fairness, stress and social support and the outcome variables of job satisfaction and well-being. A sample of 3400 employees of diverse racial and ethnic backgrounds in the high-tech industry in Southern California completed a self-report questionnaire. Findings support the hypotheses that women and members of racial/ethnic minorities are more likely to feel excluded, and that exclusion is linked to job dissatisfaction and lower sense of well-being. The study further exp...