Showing papers on "Job attitude published in 2006"
TL;DR: In this paper, the antecedents and consequences of job and organization engagement based on social exchange theory were studied. But, the authors did not consider the relationship between job and organizational engagement.
Abstract: Purpose – Employee engagement has become a hot topic in recent years among consulting firms and in the popular business press. However, employee engagement has rarely been studied in the academic literature and relatively little is known about its antecedents and consequences. The purpose of this study was to test a model of the antecedents and consequences of job and organization engagements based on social exchange theory.Design/methodology/approach – A survey was completed by 102 employees working in a variety of jobs and organizations. The average age was 34 and 60 percent were female. Participants had been in their current job for an average of four years, in their organization an average of five years, and had on average 12 years of work experience. The survey included measures of job and organization engagement as well as the antecedents and consequences of engagement.Findings – Results indicate that there is a meaningful difference between job and organization engagements and that perceived organi...
4,239 citations
TL;DR: In this paper, the authors proposed that there are two parallel processes involved in work-related well-being among teachers, namely an energetical process (i.e., job demands→ burnout/engagement→ ill health) and a motivational process.
2,445 citations
TL;DR: In this paper, teachers' selfefficacy beliefs were examined as determinants of their job satisfaction and students' academic achievement, controlling for previous levels of achievement, and structural equation modeling analyses corroborated a conceptual model in which teachers' personal efficacy beliefs affected their job- satisfaction and student's academic achievement.
1,296 citations
TL;DR: The authors proposed that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined).
Abstract: Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined). The principle was sustained by a combination of meta-analysis and structural equations showing better fit of unified versus diversified models of meta-analytic correlations between those criteria. Overall job attitude strongly predicted a higher-order behavioral construct, defined as desirable contributions made to one’s work role (r .59). Time-lagged data also supported this unified, attitude-engagement model.
1,156 citations
TL;DR: In this article, the authors examined the relationship among employees' emotional intelligence, their manager's emotional intelligence and employees' job satisfaction, and performance for 187 food service employees from nine different locations of the same restaurant franchise.
715 citations
TL;DR: In this paper, a cross-sectional survey of university faculty showed that identification is uniquely aligned with the self-referential aspect of organizational membership, whereas commitment is uniquely related to perceived organizational support, job satisfaction, and turnover intentions.
Abstract: The psychological relationship between individual and organization has been conceptualized both in terms of identification and in terms of (affective) commitment. In the present study, we explore the differences between these two conceptualizations. Building on the proposition that identification is different from commitment in that identification reflects the self-definitional aspect of organizational membership whereas commitment does not, we propose that commitment is more contingent on social exchange processes that presume that individual and organization are separate entities psychologically, and more closely aligned with (other) job attitudes. In support of these propositions, results of a cross-sectional survey of university faculty (n=133) showed that identification is uniquely aligned (i.e., controlling for affective commitment) with the self-referential aspect of organizational membership, whereas commitment is uniquely related (i.e., controlling for identification) to perceived organizational support, job satisfaction, and turnover intentions. We conclude that the core difference between identification and commitment lies in the implied relationship between individual and organization: Identification reflects psychological oneness, commitment reflects a relationship between separate psychological entities. Copyright © 2006 John Wiley & Sons, Ltd.
664 citations
TL;DR: Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interpersonal justice, and job satisfaction.
Abstract: The authors tested a model, inspired by affective events theory (H. M. Weiss & R. Cropanzano, 1996), that examines the dynamic nature of emotions at work, work attitudes, and workplace deviance. Sixty-four employees completed daily surveys over 3 weeks, reporting their mood, job satisfaction, perceived interpersonal treatment, and deviance. Supervisors and significant others also evaluated employees' workplace deviance and trait hostility, respectively. Over half of the total variance in workplace deviance was within-individual, and this intraindividual variance was predicted by momentary hostility, interpersonal justice, and job satisfaction. Moreover, trait hostility moderated the interpersonal justice-state hostility relation such that perceived injustice was more strongly related to state hostility for individuals high in trait hostility.
617 citations
TL;DR: In both studies, need for recovery mediated the effects of job characteristics and off-job activities on fatigue and poor well-being, respectively.
Abstract: Two empirical studies examined need for recovery (i.e., a person's desire to be temporarily relieved from demands in order to restore his or her resources) as a mediator in the relationship between poor job characteristics (high job demands, low job control) and high off-job demands, on the one hand, and fatigue and poor individual well-being, on the other hand. Multilevel data from a daily survey study in the health service sector (Study 1) showed that high job demands, low job control, and unfavorable off-job activities predicted a high need for recovery. Need for recovery in turn was negatively related to individual well-being. A large-scale survey with a representative sample of the Dutch working population (Study 2) confirmed these findings for fatigue. In both studies, need for recovery mediated the effects of job characteristics and off-job activities on fatigue and poor well-being, respectively.
611 citations
TL;DR: This article investigated the relationship between trait emotional intelligence (trait EI) and four job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment).
Abstract: This article investigated the relationships between trait emotional intelligence ("trait EI" or "emotional self-efficacy") and 4 job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment). Gender-specific data (N= 167, 87 females) were analyzed via multigroup structural equation modeling. Perceived job control had a negative effect on stress and a positive effect on satisfaction. Stress had a negative effect on satisfaction, which, in turn, had the strongest positive effect oil commitment. There were many gender differences in the model, mainly concerning age, which was negatively related to control and commitment in the female sample only. Trait El had specific, rather than widespread, effects in the model. Discussion focuses on trait EI's implications in the workplace.
608 citations
TL;DR: The study results underline the importance of the role of psychosocial work environment and the interrelationships among burnout, role conflict, job satisfaction and psychosomatic health among Hungarian health care staff.
579 citations
TL;DR: In this paper, four different measures of job satisfaction are related to a variety of personal and job characteristics: satisfaction with influence over job, amount of pay, satisfaction with sense of achievement, and satisfaction with respect from supervisors.
Abstract: Recently there has been a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labour market behaviour such as productivity, quits and absenteeism. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. The data used are from the 28 240 British employees in the Workplace Employee Relations Survey, 1997. This data set is larger and more recent than in any previous studies. Four measures of job satisfaction that have not previously been used are considered: satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement; and satisfaction with respect from supervisors. The paper contributes to the literature by analysing job satisfaction with respect to industrial composition and occupations. One of the striking findings is that those in the education and health sectors are less satisfied with their pay but more satisfied with their sense of achie...
TL;DR: In this paper, the authors considered the role of job insecurity on job satisfaction, organizational commitment, life satisfaction, and self-rated performance among permanent employees (N = 396) as compared with temporary ones (n = 148).
Abstract: Research on the impact of job insecurity for temporary employees has been largely exploratory and atheoretical in nature. This paper addresses this issue by considering the role of job insecurity on job satisfaction, organizational commitment, life satisfaction, and self-rated performance among permanent employees (N = 396) as compared with temporary ones (N = 148). Hypotheses are formulated using the tradition of transactional versus relational psychological contract types. Psychological contract theory assumes (1) that job insecurity effects are due to a violation of the relational psychological contract, and (2) that permanents as compared with temporaries engage more in relational psychological contracting. As a result, job insecurity is expected to be problematic in terms of outcomes for permanents, but not for temporaries. Results validate the assumptions made in psychological contract theory. Furthermore, job insecurity proved problematic for permanents but not for temporaries when job satisfaction and organizational commitment are concerned. No such differential effects are observed for life satisfaction and self-rated performance. Implications for future research are discussed.
TL;DR: For instance, this article found that perceptions of underemployment were associated with poor job satisfaction, particularly for facets with a direct causal relationship with the specific dimension of underenployment, such as overqualification and satisfaction with work.
Abstract: We surveyed three distinct samples of employees (Ns of 238, 102, and 981) in order to examine relations among various types of underemployment, job satisfaction, organizational commitment, and turnover intentions. Each dimension of underemployment is explored as a case of poor person-job fit, and the fit literature is used to produce hypotheses about these relations. We also developed and validated the 9-item Scale of Perceived Overqualification (SPOQ) to tap employee perceptions of surplus education, experience, and KSAs (knowledge, skills, and abilities). In general, perceptions of underemployment were associated with poor job satisfaction, particularly for facets with a direct causal relationship with the specific dimension of underemployment, such as overqualification and satisfaction with work. Perceived overqualification was also related to lower affective commitment, and higher intentions to turnover. For part-time work, negative attitudes were only found when employees expressed a preference for full-time work; a similar trend was not found for temporary workers, however. Implications for theory, research, and practice are delineated. Copyright © 2006 John Wiley & Sons, Ltd.
TL;DR: In this article, a model that incorporates the main constructs from agency theory and organizational psychology was used to find a negative, direct effect of effort and a positive effect of job performance on job satisfaction.
Abstract: The objective of this article is to clarify ambiguities in the literature regarding the relationships among three key constructs of work relationships: effort, job performance, and job satisfaction. The relationship between job performance and job satisfaction is of central interest to research in organizational psychology. However, empirical research in that area finds that the link between these constructs is weak at best. A negative effect of effort on job satisfaction is consistent with agency theory, but there is limited empirical evidence to support this assumption. Moreover, some studies have found a positive effect of effort on job satisfaction. Using a model that incorporates the main constructs from agency theory and organizational psychology, the current study finds a negative, direct effect of effort and a positive, direct effect of job performance on job satisfaction. The authors show that conflicting findings in the literature are the result of inconsistency in both the measurement ...
TL;DR: In this paper, the authors investigated the effects of ethical climate on salesperson's role stress, job attitudes, turnover intention, and job performance and found that ethical climate results in lower role conflict and role ambiguity and higher satisfaction, which leads to lower turnover intention and organizational commitment.
Abstract: This study builds on previous research to investigate the effects of ethical climate on salesperson’s role stress, job attitudes, turnover intention, and job performance. Responses from 138 salespeople who work for a large retailer selling high-end consumer durables at 68 stores in 16 states were used to examine the process through which ethical climate affects organizational variables. This is the first study offering empirical evidence that both job stress and job attitudes are the mechanisms through which a high ethical climate leads to lower turnover intention and higher job performance. Results indicate that ethical climate results in lower role conflict and role ambiguity and higher satisfaction, which, in turn, leads to lower turnover intention and organizational commitment. Also, findings indicate that organizational commitment is a significant predictor of job performance.
TL;DR: In this article, the authors address potential positive outcomes of job loss by focusing on specific career adaptability activities that individuals can undertake to obtain these outcomes, such as self and environmental career exploration and career planning.
TL;DR: Pro proactive personality significantly influenced the success of college graduates' job search, was partially mediated through job search self-efficacy and job search behavior, and was independent of self-esteem and conscientiousness.
Abstract: The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. Job seekers were surveyed at 2 separate points in time, once 3-4 months prior to graduation and once 2-3 months following graduation. The results suggest that proactive personality (a) significantly influenced the success of college graduates' job search, (b) was partially mediated through job search self-efficacy and job search behavior, and (c) was independent of self-esteem and conscientiousness. The findings are discussed in terms of their general implications for understanding the nature of the process through which distal personality factors, such as proactive personality, affect the nature and success of an individual's job search.
TL;DR: The importance of justice perceptions in fostering positive job attitudes and value-creating behaviors in organizations is well established in the literature as discussed by the authors. Despite this, only a handful of studie...
Abstract: The importance of justice perceptions in fostering positive job attitudes and value–creating behaviors in organizations is well established in the literature. Despite this, only a handful of studie...
TL;DR: Results of moderated structural equation modeling analyses generally supported the hypotheses that motivating job characteristics are positively related to flow at work and conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance.
Abstract: The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees.
TL;DR: Data collected from a matched set of 136 private sector workers and their respective supervisors revealed that high FWC was more strongly related to lower job performance: among high- than low-conscientiousness workers and among workers reporting low rather than high levels of organizational support.
Abstract: Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from a matched set of 136 private sector workers and their respective supervisors revealed that high FWC was more strongly related to lower job performance: (1) among high- than low-conscientiousness workers and (2) among workers reporting low rather than high levels of organizational support. However, FWE was unrelated to job performance.
TL;DR: In this paper, the authors investigate the integrated effects of ethical climate and supervisory trust on salesperson's job attitudes and intentions to quit, and find that the effect of these two factors on quitting intentions is significant.
Abstract: This study builds on previous research to investigate the integrated effects of ethical climate and supervisory trust on salesperson’s job attitudes and intentions to quit. Responses from 344 sales...
TL;DR: Stress and burnout, excessive job demands, limited latitude in decision-making, and unhappiness about the place of MHSWs in modern services contributed to poor job satisfaction and most aspects of burnout.
Abstract: Background Previous research suggests that social workers experience high levels of stress and burnout but most remain committed to their work.
Aims To examine the prevalence of stress and burnout, and job satisfaction among mental health social workers (MHSWs) and the factors responsible for this.
Method A postal survey incorporating the General Health Questionnaire, Maslach Burnout Inventory, Karasek Job Content Questionnaire and a job satisfaction measure was sent to 610 MHSWs in England and Wales.
Results Eligible respondents ( n =237) reported high levels of stress and emotional exhaustion and low levels of job satisfaction; 111 (47%) showed significant symptomatology and distress, which is twice the level reported by similar surveys of psychiatrists. Feeling undervalued at work, excessive job demands, limited latitude in decision-making, and unhappiness about the place of MHSWs in modern services contributed to the poor job satisfaction and most aspects of burnout. Those who had approved social worker status had greater dissatisfaction.
Conclusions Stress may exacerbate recruitment and retention problems. Employers must recognise the demands placed upon MHSWs and value their contribution to mental health services.
TL;DR: This paper tested the usefulness of a new job search behavior measure to account for voluntary turnover beyond more frequently tested work attitude and withdrawal cognition variables, and found that active job search behaviour had a stronger relationship to voluntary turnover than prepartitioning or general effort job search.
Abstract: This study tested the usefulness of a new job search behavior measure to account for voluntary turnover beyond more frequently tested work attitude and withdrawal cognition variables. Using two samples, 339 registered nurses and 234 insurance company employees, three measures of job search were distinguished: preparatory job search behavior, active job search behavior, and general effort job search. Active job search behavior had a stronger relationship to voluntary turnover than preparatory job search behavior or general effort job search, and it accounted for significant additional turnover variance beyond work attitude and withdrawal cognition variables. Stronger results were found when unavoidable leavers were deleted from the turnover subsample.
TL;DR: In this article, the authors examined job stressors, job involvement, and recovery-related selfefficacy as predictors of psychological detachment in a sample of 148 school teachers, assessed by self-reports and by ratings provided by family members.
Abstract: Previous research has suggested that psychological detachment from work during off-job time is important in order to recover from stress encountered at the job. Psychological detachment refers to an individual's experience of being mentally away from work, to make a pause in thinking about work-related issues, thus to “switch off”. This study examines job stressors, job involvement, and recovery-related self-efficacy as predictors of psychological detachment in a sample of 148 school teachers. Psychological detachment was assessed by self-reports and by ratings provided by family members. Multiple regression analysis showed that workload, job involvement, and recovery-related self-efficacy were significant predictors of both self-rated and family-rated psychological detachment. The study findings suggest that with respect to practical implications it is crucial to manage workload and to increase recovery-related self-efficacy.
TL;DR: In this article, central assumptions of affective events theory (AET) are tested based on data from 2091 call centre representatives working in 85 call centres in the UK, and the results support these assumptions.
Abstract: Based on data from 2091 call centre representatives working in 85 call centres in the UK, central assumptions of affective events theory (AET) are tested. AET predicts that specific features of work (e.g. autonomy) have an impact on the arousal of emotions and moods at work that, in turn, co-determine job satisfaction of employees. AET further proposes that job satisfaction is an evaluative judgement that mainly explains cognitive-based behaviour, whereas emotions and moods better predict affective-based behaviour. The results support these assumptions. A clear separation of key constructs (job satisfaction, positive and negative emotions) was possible. Moreover, correlations between several work features (e.g. supervisory support) and job satisfaction were, in part, mediated by work emotions, even when controlling for gender, age, call centre type (in-house versus outsourced centres) and call centre size. Predictions regarding consequences of satisfaction and affect were partly corroborated as continuance commitment was more strongly related to job satisfaction than to positive emotions. In addition, affective commitment and health complaints were related to both emotions and job satisfaction to the same extent. Thus, AET is a fruitful framework for explaining why and how specific management strategies used for designing work features influence important organizational attitudes and well-being of employees.
TL;DR: In this paper, the authors examined the impact of total quality management practices on employees' work-related attitudes, such as job involvement, job satisfaction, career satisfaction, and organizational commitment.
Abstract: Purpose – The purpose of this paper is to examine the impact of total quality management (TQM) practices on employees' work‐related attitudes, such as job involvement, job satisfaction, career satisfaction, and organizational commitment.Design/methodology/approach – The paper proposes and tests 16 hypotheses on the relationship between TQM practices and work‐related attitude.Findings – The results indicate that training and education have a significant positive effect on job involvement, job satisfaction, and organizational commitment. Empowerment and teamwork significantly enhance job involvement, job satisfaction, career satisfaction, and organizational commitment. Continuous improvement and problem prevention significantly enhance job satisfaction and organizational commitment. Customer focus does not contribute to job involvement, job satisfaction, career satisfaction, or organizational commitment.Research limitations/implications – The study was unable to evaluate the wider dimensions of TQM practice...
TL;DR: In this paper, the authors examined the effects of selected individual characteristics on frontline employee performance and job satisfaction and found that the direct effect of self-efficacy on job satisfaction is stronger than that of effort.
TL;DR: In this article, the authors report the results of a survey of 2700 employees in business operations at a large public, research university and conclude that the work itself is the strongest predictor of job satisfaction after controlling for both personal and job characteristics.
Abstract: This study reports the results of a survey of 2700 employees in business operations at a large public, research university. The analysis tests Herzberg et al.’s (1959) well-known, duality theory of motivators and hygiene factors and the impact of personal characteristics and job characteristics on perceptions of the work environment and job satisfaction. The results offer inconclusive support of Herzberg’s theory although the work itself is the strongest predictor of job satisfaction after controlling for both personal and job characteristics. The study concludes by discussing both practical implications, for those in leadership positions in a university, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context.
TL;DR: In this paper, the impact of organizational commitment and commitment on job stress and performance was investigated in Taiwan and the USA, and no country level difference in stress and communication levels were found.
Abstract: Purpose – To further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational commitment and communication have been studied extensively but little attention has been paid to the relationship between them and other organizational variables such as job performance and stress. Also, differences between employees either in managerial or full time accounting positions and between respondents from the USA and Taiwan were evaluated.Design/methodology/approach – Differences and relationships were assessed using standardized and valid instruments measuring four organizational variables in Taiwan and the USA.Findings – No country level difference in stress and communication levels were found but organizational commitment and performance levels were higher in the USA. At the same time, higher levels of organizational communication led to higher levels of organizational commitment and job performance in both countries...
TL;DR: In this paper, the authors investigated the combined effect of leadership style and person-job fit on emotional exhaustion using a sample of employees that provided healthcare and social benefits to a large metropolitan county, and explored how the impact of emotional exhaustion on organizational deviance behaviors is mediated by employee's job satisfaction and organizational commitment.