Showing papers on "Job attitude published in 2003"
TL;DR: In this paper, a study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism, and the results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration.
1,120 citations
TL;DR: In this article, the authors make a rigorous empirical examination of the relationship between workplace spirituality and five prevalent employee job attitudinal variables and conclude that each of the three dimensions of spirituality used has a significant relationship with two or more of the five job attitude variables examined.
Abstract: One important question in the field of workplace spirituality concerns the relationship of this construct with employee work attitudes. This study attempts to make a rigorous empirical examination of the relationship between workplace spirituality and five prevalent employee job attitudinal variables. It assesses the validity and reliability of the measures used and discusses the results of the analysis, which indicate that each of the three dimensions of spirituality used has a significant relationship with two or more of the five job attitude variables examined. While acknowledging that spirituality at work is an abstract concept, this study attempts to provide some of the first empirical support that there is a positive association between spirituality at work and employee job outcomes. The paper concludes with a number of implications and research directions for both academics and business managers, including the need to investigate the comprehensive impact of spirituality at work on individuals and organizations.
1,083 citations
TL;DR: Using psychometric meta-analysis, a quantitative and qualitative review of the literature relating trait and state positive affect and negative affect to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout indicates substantial correlations.
Abstract: Using psychometric meta-analysis, the authors present a quantitative and qualitative review (k = 205, total pairwise N = 62,527) of the literature relating trait and state positive affect (PA) and negative affect (NA) to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout. Results indicated substantial correlations, ranging in absolute value from -.17 (PA and turnover intentions; NA and personal accomplishment) to.54 (NA and emotional exhaustion). Correlational results largely were consistent across hypothesized and exploratory moderator conditions. Meta-analytic multiple regression results generally supported the unique contribution of each affect to each attitude variable of interest. Implications and suggestions for future research on emotion-related aspects of job attitudes are discussed.
861 citations
TL;DR: In this paper, the predictive validity of the job demands and resources model for self-reported absenteeism and turnover intentions was examined among 477 employees working in the call centre of a Dutch telecom company.
Abstract: This study among 477 employees working in the call centre of a Dutch telecom company (response 88%) examined the predictive validity of the job demands – resources (JD – R) model for self-reported absenteeism and turnover intentions. The central hypothesis was that job demands would be the most important predictors of absenteeism, through their relationship with health problems (i.e., exhaustion and Repetitive Strain Injury—RSI), whereas job resources would be the most important predictors of turnover intentions, through their relationship with involvement (i.e., organizational commitment and dedication). Results of a series of SEM analyses largely supported these dual processes. In the first energy-driven process, job demands (i.e., work pressure, computer problems, emotional demands, and changes in tasks) were the most important predictors of health problems, which, in turn, were related to sickness absence (duration and long-term absence). In the second motivation-driven process, job resources (i.e., s...
860 citations
TL;DR: Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control over and over.
Abstract: Acceptance, the willingness to experience thoughts, feelings and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N = 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance.
733 citations
TL;DR: The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations as discussed by the authors, and results showed that job demands are primarily and positively related to the exhaustion component of burnout, whereas job resources are primarily related to cynicism (negatively) and professional efficacy.
Abstract: The job demands-resources (JD-R) model was tested in a study among 3,092 employees working in 1 of 4 different home care organizations. The central assumption in the model is that burnout develops when certain job demands are high and when job resources are limited because such negative working conditions lead to energy depletion and undermine worker motivation and learning opportunities, respectively. A series of multigroup structural equation modeling analyses provide strong evidence for the JD-R model. Specifically, results showed that job demands are primarily and positively related to the exhaustion component of burnout, whereas job resources are primarily related to cynicism (negatively) and professional efficacy (positively). The theoretical and practical implications of the JD-R model are discussed.
709 citations
TL;DR: In this paper, the authors present a model of interpersonal sensemaking and describe how this process contributes to the meaning that employees make of their work, and present examples from organizational research to illustrate this process.
681 citations
TL;DR: In this article, the authors examined the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross-section of firms in the USA and found that job satisfaction was positively related to clan and adhocracy cultures, and negatively related to market and hierarchy cultures.
Abstract: This empirical investigation examines the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross‐section of firms in the USA. Cameron and Freeman’s (1991) model of organizational cultures comprising of clan, adhocracy, hierarchy, and market was utilized as the conceptual framework for analysis. The results indicate that job satisfaction levels varied across corporate cultural typology. Within the study conceptual framework, job satisfaction invoked an alignment of cultures on the vertical axis that represents a continuum of organic processes (with an emphasis on flexibility and spontaneity) to mechanistic processes (which emphasize control, stability, and order). Job satisfaction was positively related to clan and adhocracy cultures, and negatively related to market and hierarchy cultures.
638 citations
TL;DR: In this paper, the authors examined the main determinants of teachers' job satisfaction and found that teachers' perceptions of other school constituencies' behavior largely mediated the links between self- and collective-efficacy beliefs.
Abstract: Self- and collective-efficacy beliefs were examined as main determinants of teachers' job satisfaction. In 103 Italian junior high schools, 2,688 teachers filled out self-reports to assess self-efficacy beliefs, their perceptions of the extent to which other school constituencies, namely, the principal, colleagues, staff, students, and families, were behaving in accordance with their obligations toward school well-functioning, their collective-efficacy beliefs, and their job satisfaction. Multilevel structural equation functioning, modeling analyses corroborated a conceptual model in which individual and collective-efficacy beliefs represent, respectively, the distal and proximal determinants of teachers' job satisfaction. The perceptions that teachers have of other constituencies' behavior largely mediated the links between self- and collective-efficacy beliefs. Collective-efficacy beliefs, in turn, partially mediated the influence that teachers' perceptions of other school constituencies' behavior exerts on their own job satisfaction. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
573 citations
TL;DR: Investigation of nurse attitudes, context of care, and structure of care on job satisfaction and intent to leave supported the influence of nurse attitude onJob satisfaction relative to other contributing factors.
Abstract: BackgroundNurse job dissatisfaction has been the primary predictor of intent to leave; however, although many predictors of job satisfaction have been identified, little is known about the influence of variable nurse attitudes, such as psychological empowerment and hardiness, on job satisfaction.Obj
544 citations
TL;DR: In this article, the authors extend the recruitment literature by examining how and why firms' reputations affect job seekers, and by expanding the outcome variables that can be used to judge recruitment success.
Abstract: We extend the recruitment literature by examining how and why firms’ reputations affect job seekers, and by expanding the outcome variables that can be used to judge recruitment success. Results from 339 individuals suggested that job seekers’ reputation perceptions affected job pursuit because (a) individuals use reputation as a signal about job attributes, and (b) reputation affects the pride that individuals expect from organizational membership. Moreover, individuals were willing to pay a premium in the form of lower wages to join firms with positive reputations, and individuals’ familiarity with organizations affected the amount of information they could recall about a recruitment job posting after 1 week. Finally, the results suggested that reputation advertising did not affect job seekers’ reputation perceptions, suggesting that past research on fictitious companies may not generalize to actual organizations.
TL;DR: Parker et al. as mentioned in this paper used Karasek's demand-control-support model to determine whether either job control or job social support or both can reduce signs of fatigue and simultaneously enhance intrinsic motivation among employees facing high job demands.
Abstract: In this study, we used Karasek’s demand-control-support model to determine whether either job control or job social support or both can reduce signs of fatigue and simultaneously enhance intrinsic motivation among employees facing high job demands. Survey data on 555 nurses suggest that job control in particular reduces fatigue in highly demanding jobs, whereas high levels of instrumental support produce elevated levels of intrinsic motivation, regardless of the level of job control and job demands. In order to become successful or even more successful, today’s work organizations need to maximize the use of their employees’ actual and potential skills. More than ever before, organizations in both the private and public sector are introducing new forms of work and organizational design and management, such as total quality management, lean production, and empowerment (Parker & Wall, 1998). These initiatives may enhance intrinsic motivation and inspire employees to learn and develop the skills they need to meet increasing job demands, but simultaneously the initiatives may raise levels of job strain and other negative healthrelated outcomes among employees, generating significant costs in terms of sickness, lost time, and low productivity (Parker & Sprigg, 1999; Theorell & Karasek, 1996). Building on the demand-controlsupport model (DCS model) developed by Karasek and his associates (Karasek, 1979; Karasek & Theorell, 1990), the present study examines job conditions that minimize job strain and maximize intrinsic motivation in highly demanding jobs. The interaction between job demands and control has been studied frequently with respect to job strain (e.g., Ganster & Fusilier, 1989; Karasek, 1979; Schaubroeck & Merritt, 1997; Theorell & Karasek, 1996; Wall, Jackson, Mullarkey, & Parker, 1996; Xie, 1996), but has been largely neglected with respect to work motivation. Moreover, the role of job social support in the interaction between demands and control has drawn little empirical attention as far as job strain is concerned, and no empirical or theoretical attention with regard to intrinsic motivation (cf. Parker & Sprigg, 1999; Van der Doef & Maes, 1999). The present study contributes substantially to management theory and empirical knowledge by focusing on intrinsic work motivation and, more specifically, by examining the interaction between job demands, job control, and job social support on fatigue and intrinsic motivation simultaneously.
TL;DR: In this paper, a broad insight into the field of industrial relations, taking into account the economic, political, and social influences and the relative power of capital is provided, with a broad overview of the main players in industrial relations.
Abstract: Book Description: This major work offers a broad insight into the field of industrial relations, taking into account the economic, political, and social influences and the relative power of capital ...
TL;DR: In this paper, the authors investigated a specific job context, specifically, naval officer trainees undergoing their sea training, and found that a general model of stress is unhelpful in identifying the predictors of stress and job satisfaction in specific job contexts.
Abstract: Applied research indicates strong connections between dimensions of the work place, stress and job satisfaction. Yet, there is an absence of theory to provide conceptual understanding of these relationships. In 1999, Sparks and Cooper advocated using job‐specific models of stress as a way of developing a better understanding of the relationships. The current study adopted this recommendation and investigated a specific job context, specifically, naval officer trainees undergoing their sea training. The results indicate that a general model of stress is unhelpful in identifying the predictors of stress and job satisfaction in specific job contexts. Instead, the authors recommend identifying salient workplace dimensions rather than a broad‐brush approach when seeking workplace associations with stress.
TL;DR: The authors examined the influence of the work environment on public employee feelings of job satisfaction, linking characteristics of work context perceived to be more prevalent in public organi cation to job satisfaction.
Abstract: This study examines the influence of the work environment on public employee feelings of job satisfaction, linking characteristics of the work context perceived to be more prevalent in public organ...
TL;DR: It is found that perceptions of discrimination are influenced by job attitudes, prior experiences of discrimination, and work contexts, but prior health is not related to later perceptions.
Abstract: This study uses longitudinal data to examine the causal relationships between perceived work discrimination and women's physical and emotional health. Using data on 1,778 employed women in the National Longitudinal Survey of Mature Women, we investigate the structural and individual characteristics that predict later perceptions of discrimination and the effects of those perceptions on subsequent health. We find that perceptions of discrimination are influenced by job attitudes, prior experiences of discrimination, and work contexts, but prior health is not related to later perceptions. However, perceptions of discrimination do impact subsequent health, and these effects remain significant after controlling for prior emotional health, physical health limitations, discrimination, and job characteristics. Overall, the results provide even stronger support for the health impact of workplace discrimination and suggest a need for further longitudinal analyses of causes and consequences of perceived discrimination.
TL;DR: For example, the authors found that the average within-person correlation between momentary task satisfaction and concurrent perceived task performance was 0.57, indicating that people feel more satisfied than usual when they believe they are performing better than usual for them.
Abstract: Summary Decades of research have shown that the correlation between job satisfaction and job performance is modest in magnitude, yet lay people are thought to believe strongly that satisfied or ‘happy’ employees are more productive at work. This paper first documents the strength and pervasiveness of belief in several versions of the happy–productive worker hypothesis (Study 1), then proposes and explores potential substantive explanations for these beliefs (Study 2). It is possible that lay people base their beliefs on genuinely stronger relationships that occur at a different level of analysis than usually studied by researchers, and/or that exist between satisfaction-like and performance-like variables other than the constructs typically investigated by scholars. Study 2 provides data relevant to several of these possibilities. The most compelling findings were at the within-person level of analysis. The average within-person correlation between momentary task satisfaction and concurrent perceived task performance was 0.57. Individuals feel more satisfied than usual when they believe they are performing better than usual for them. If lay persons mistakenly generalize from their own within-person experiences of satisfaction–performance covariation to the between-persons level, this relationship may be the basis for the strong lay belief that satisfied workers perform better. Copyright # 2003 John Wiley & Sons, Ltd.
TL;DR: This paper found that the rank of an individual and the length of service he/she has worked within higher education are significant predictors of the level of the individual's overall job satisfaction.
Abstract: While several publications exist on the topic of job satisfaction, little is known about personal correlates of overall job satisfaction. This paper reviews the literature on single and multiple studies concerned about the relationships between age, gender, rank and length of service and job satisfaction. Collecting a large sample from UK universities, the paper finds that the rank of an individual and the length of service he/she has worked within higher education are significant predictors of the level of the individual's overall job satisfaction. However, while academic rank is positively and very strongly correlated with the overall job satisfaction, length of service in higher education is negatively related. In addition, while gender, age and length of service in present universities are not significantly associated directly with the overall job satisfaction, several of the interactive relationships of the variables, such as rank and gender or length of service in higher education and age, are statistically significant. The implications of the results are discussed as well as suggestions are given for further research.
TL;DR: In this article, the authors tested a model in which empowerment was hypothesised to mediate the relationship between psychological climate and job satisfaction, and found that the dimensions of meaning and competence were largely responsible for mediating effects of empowerment.
Abstract: This study tested a model in which empowerment was hypothesised to mediate the relationship between psychological climate and job satisfaction. Individual levels of negative affectivity were controlled for. The sample consisted of 174 customer service employees (59% female and 39% male). Support was found for a model in which empowerment mediated the relationship between climate and job satisfaction, the dimensions of meaning and competence were largely responsible for the mediating effects of empowerment. Theoretical and practical implications of the findings were explored.
TL;DR: In this paper, the authors investigated the relationship between job satisfaction, individual job facets, socio-demographic variables and job performance in the Lebanese commercial banking sector and found that job satisfaction is not independent in all job facets and that satisfaction with one facet might lead to satisfaction with another.
Abstract: This paper investigates the relationships between job satisfaction, individual job facets, socio‐demographic variables and job performance in the Lebanese commercial banking sector. The sample consists of 202 employees from nine commercial banks. The results indicate that job satisfaction is not independent in all job facets and that satisfaction with one facet might lead to satisfaction with another. Female employees were found to be less satisfied with all facets except pay. Those with lower educational qualifications were least satisfied. Self‐reported job performance was found to increase with tenure.
TL;DR: In this paper, two studies were conducted to investigate the predicted effect of empowerment on employees' job knowledge and found that there was a substantial increase in job knowledge, particularly among less experienced employees.
Abstract: Two studies were conducted to investigate the predicted effect of empowerment on employees' job knowledge. Study 1 developed a measure of job knowledge, based on knowledge elicitation techniques, for use in work settings. Study 2 used that measure to examine change in employee knowledge following an empowerment initiative. Findings showed a substantial increase in job knowledge, particularly among less experienced employees. Improvements were also recorded for employee self-confidence and strain, but not for motivation or job satisfaction. The wider theoretical and practical implications are discussed.
TL;DR: In this paper, the terms job and work need to be more carefully distinguished when examining satisfaction data, giving more attention to the terms of the employment contract, skill data, and the mobility implications of jobs, and relatively less weight to employee involvement, empowerment and self-actualization.
Abstract: Sharply varying levels of job satisfaction in occupations in the UK are documented and explained primarily by reference to individual level data for a large sample of current employees collected in 1999-2000. An accompanying critique of the approach to job satisfaction in some applied and organizational psychology makes two points. First, the terms job and work need to be more carefully distinguished when examining satisfaction data, giving more attention to the terms of the employment contract, skill data, and the mobility implications of jobs, and relatively less weight to employee involvement, empowerment and self-actualization. Second, job satisfaction data supply evidence of the competent rational evaluation of utility on the part of employees, though individual affectivity undoubtedly conditions such assessments. The findings support a re-balancing in explanation between extrinsic and intrinsic sources of job satisfaction, while showing that work-related stress and excessive hours may in practice co...
TL;DR: This article found that intrinsic job characteristics tend to produce motivating satisfaction in countries with good governmental social welfare programs irrespective of the degree of power distance, while they do not tend to work so in countries having poor governmental Social Welfare programs as well as a large power distance culture.
Abstract: This study sought for national characteristics that moderate the individual-level relationship between job characteristics and job satisfaction. Data from two distinct questionnaire surveys administered to 107,292 employees in 49 countries was analyzed by employing multilevel modeling. Results showed that the link between intrinsic job characteristics and job satisfaction is stronger in richer countries, countries with better governmental social welfare programs, more individualistic countries, and smaller power distance countries. By contrast, extrinsic job characteristics are strongly and positively related to job satisfaction in all countries. In addition, we found that intrinsic job characteristics tend to produce motivating satisfaction in countries with good governmental social welfare programs irrespective of the degree of power distance, while they do not tend to work so in countries with poor governmental social welfare programs as well as a large power distance culture. Socio-economic and cultural approaches to explaining cross-national variation in work motivation are discussed. Copyright (C) 2003 John Wiley Sons, Ltd.
TL;DR: In this article, a model of perceptions of organizational politics was developed and tested using a sample of 208 Malaysian employees from diverse occupations and organizations using a path analysis on the survey data, which showed that job ambiguity, scarcity of resources, and trust climate were significant predictors of perceived organizational politics and mediated the effects of these situational antecedents on job stress, job satisfaction, and turnover intention.
Abstract: A model of perceptions of organizational politics was developed and tested using a sample of 208 Malaysian employees from diverse occupations and organizations. Results of a path analysis on the survey data showed that job ambiguity, scarcity of resources, and trust climate were significant predictors of perceptions of organizational politics. Perceptions of organizational politics, in turn, mediated the effects of these situational antecedents on job stress, job satisfaction, and turnover intention. Specifically, employees who perceived a high level of politics in their workplace reported higher levels of stress, lower levels of job satisfaction, and higher levels of intention to quit than did employees who perceived a low level of politics. Implications of the findings and suggestions for future research are discussed.
TL;DR: In this article, a meta-analysis was conducted (k =38, N =51,231) to examine the size of the difference between full- and part-time employees on job attitudes.
Abstract: A meta-analysis was conducted (k =38, N =51,231) to examine the size of the difference between full- and part-time employees on job attitudes. Results indicated that there was little difference between full-time (FT) and part-time (PT) employees on job satisfaction, organizational commitment, intentions to leave and facets of job satisfaction. Full-time employees were found to be more involved with their jobs than PT employees (dc=0.39). Moderating variables were examined (type of job, sex of the sample and sampling strategy used), but these variables explained little of the variability in effect sizes across the studies. An additional analysis of voluntary vs. involuntary employment status was conducted on job satisfaction, but only small differences were found. The theoretical implications are discussed.
TL;DR: In this article, the authors investigated the role of psychological contract breach in employees' experience of emotional exhaustion and job dissatisfaction and found that psychological contract breaches contribute to employee experience of job strain.
Abstract: The present study investigated the role of psychological contract breach in employees' experience of emotional exhaustion and job dissatisfaction. Employees (N = 161) from a large financial corporation completed questionnaires assessing work-related attitudes and behaviors. Fulfillment of organizational obligations predicted both emotional exhaustion and job satisfaction, and job demands predicted only emotional exhaustion. Supervisory support and control did not predict emotional exhaustion or job satisfaction when controlling for fulfillment of organizational obligations and job demands. The results suggest that psychological contract breach contributes to employee experience of job strain.
TL;DR: Four findings emerge from this study along with recommendations for improving the measurement and management of job satisfaction, and four findings emerge in a study that reviews 44 articles that address these impacts.
Abstract: The decline in physician job satisfaction is well documented, but its impact on physicians and patients is not. This article reviews 44 articles that address these impacts. Four findings emerge from this study along with recommendations for improving the measurement and management of job satisfaction.
TL;DR: This article examined the construct validity of Meyer and Allen's (1991) three-component model of organizational commitment in a Chinese context and compared levels of OC between the Chinese sample and previously published data from Canada and South Korea.
TL;DR: In this paper, the authors investigated the role of effective and ineffective recruiting practices in the job search and choice process and provided theoretical and practical insights into the organizational and job attributes important to job choice, as well as how specific recruiting practices may exert a significant influence on job-choice decisions.
Abstract: The present research is intended to contribute to the understanding of how job-choice decisions are made and the role of effective and ineffective recruiting practices in that process. The issues are examined by tracking job seekers through the job search and choice process. At multiple points in the process, structured interviews are used to elicit information from the job seekers pertaining to how they are making their decision and what factors play a role. Results provide theoretical and practical insights into the organizational and job attributes important to job choice, as well as how specific recruiting practices may exert a significant influence, positive or negative, on job-choice decisions. For example, our findings reinforced the importance of providing job seekers the opportunity to meet with multiple (and high-level) organizational constituents, impressive site-visit arrangements, and frequent and prompt follow-up. Also, imposing a deadline (i.e., “exploding offer”) showed little effect on job-choice decisions. Recommendations for recruitment practice and continued research are provided. © 2003 Wiley Periodicals, Inc.
TL;DR: In this article, a comparison of call centre agents with 572 workers in traditional jobs with long lasting training revealed lower job control and task complexity/variety and higher uncertainty among call agents.
Abstract: A comparison of 234 call centre agents with 572 workers in traditional jobs with long lasting training revealed lower job control and task complexity/variety and higher uncertainty among call agents. However, time pressure, concentration demands, and work interruptions were lower in call agents. Within the call agent sample, controlling for negative affectivity and other working conditions, job control predicted intention to quit, and job complexity/variety predicted job satisfaction and affective commitment. Social stressors and task-related stressors predicted uniquely indicators of well-being and job-related attitudes. Furthermore, data confirm the role of emotional dissonance as a stressor in its own right, as it explained variance in irritated reactions and psychosomatic complaints beyond other working conditions. Results indicate that strong division of labour may be a rather general phenomenon in call centres. Therefore, working conditions of call agents require a redesign by means of job enrichmen...