Showing papers on "Job attitude published in 2011"
TL;DR: In this article, the authors identify an agreed-upon definition of engagement, investigate its uniqueness, and clarify its nomological network of constructs using a conceptual framework based on Macey and Schneider (2008).
Abstract: Many researchers have concerns about work engagement's distinction from other constructs and its theoretical merit. The goals of this study were to identify an agreed-upon definition of engagement, to investigate its uniqueness, and to clarify its nomological network of constructs. Using a conceptual framework based on Macey and Schneider (2008; Industrial and Organizational Psychology, 1, 3–30), we found that engagement exhibits discriminant validity from, and criterion related validity over, job attitudes. We also found that engagement is related to several key antecedents and consequences. Finally, we used meta-analytic path modeling to test the role of engagement as a mediator of the relation between distal antecedents and job performance, finding support for our conceptual framework. In sum, our results suggest that work engagement is a useful construct that deserves further attention.
2,170 citations
TL;DR: It is found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout and that engagement motivated employees and was positively related to working safely.
Abstract: In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries.
1,294 citations
TL;DR: In this article, the authors present an overview of the concept of work engagement and discuss the antecedents and consequences of engagement, and show that job and personal resources gain their salience in the context of high job demands and that engaged workers are more open to new information, more productive and more willing to go the extra mile.
Abstract: Employees who are engaged in their work are fully connected with their work roles. They are bursting with energy, dedicated to their work, and immersed in their work activities. This article presents an overview of the concept of work engagement. I discuss the antecedents and consequences of engagement. The review shows that job and personal resources are the main predictors of engagement. These resources gain their salience in the context of high job demands. Engaged workers are more open to new information, more productive, and more willing to go the extra mile. Moreover, engaged workers proactively change their work environment in order to stay engaged. The findings of previous studies are integrated in an overall model that can be used to develop work engagement and advance job performance in today's workplace.
1,014 citations
TL;DR: A mediation analysis confirms theoretical models of emotional labor which suggest that surface acting partially mediates the relationship of emotion-rule dissonance with well-being and indicates implications for future research as well as pragmatic ramifications for organizational practices.
Abstract: This article provides a quantitative review of the link of emotional labor (emotion-rule dissonance, surface acting, and deep acting) with well-being and performance outcomes. The meta-analysis is based on 494 individual correlations drawn from a final sample of 95 independent studies. Results revealed substantial relationships of emotion-rule dissonance and surface acting with indicators of impaired well-being (ρs between .39 and .48) and job attitudes (ρs between -.24 and -.40) and a small negative relationship with performance outcomes (ρs between -.20 and -.05). Overall, deep acting displayed weak relationships with indicators of impaired well-being and job attitudes but positive relationships with emotional performance and customer satisfaction (ρs .18 and .37). A meta-analytic regression analysis provides information on the unique contribution of emotion-rule dissonance, surface acting, and deep acting in statistically predicting well-being and performance outcomes. Furthermore, a mediation analysis confirms theoretical models of emotional labor which suggest that surface acting partially mediates the relationship of emotion-rule dissonance with well-being. Implications for future research as well as pragmatic ramifications for organizational practices are discussed in conclusion.
876 citations
Posted Content•
TL;DR: In this paper, the authors show that job satisfaction represents one of the most complex areas facing today's managers when it comes to managing their employees and that the level of motivation has an impact on productivity, and hence also on performance of business organizations.
Abstract: Job satisfaction represents one of the most complex areas facing today's managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations.
632 citations
TL;DR: In this article, the authors offer a new theoretical perspective on the unique nature and function of job satisfaction change, or systematic improvement or decline in job satisfaction over time, using four diverse groups.
Abstract: This study offers a new theoretical perspective on the unique nature and function of job satisfaction change, or systematic improvement or decline in job satisfaction over time. Using four diverse ...
429 citations
TL;DR: The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work, and when the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.
Abstract: Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.
400 citations
TL;DR: In this article, the authors investigated the effects of ethical leadership on a hotel middle manager's job satisfaction and affective commitment, which in turn influence that manager's behavioral outcomes (e.g., extra effort and turnover intention) that can also impact the hotel's performance.
332 citations
TL;DR: The authors found that faculty members are more satisfied with their jobs when they perceive that their colleagues respect their research work and they are paid what they are worth, while women tend to be less satisfied and the tenured are more.
Abstract: We find that faculty members are more satisfied with their jobs when they perceive that their colleagues respect their research work and they are paid what they are worth. Women tend to be less satisfied, and the tenured are more satisfied. Industry and university research center affiliations do not predict job satisfaction.
296 citations
TL;DR: The authors investigated the additive, synergistic, and moderating effects of job demands and job resources on well-being (burnout and work engagement) and organizational outcomes, as specified by the job Demands-Resources (JD-R) model.
277 citations
Journal Article•
TL;DR: In this paper, the authors examined what motivates employees in the retail industry, and examined their level of job satisfaction, using Herzberg's hygiene factors and motivators, and found that hygiene factors were the dominant motivators of sales personnel job satisfaction.
Abstract: This paper examines what motivates employees in the retail industry, and examines their level of job satisfaction, using Herzberg's hygiene factors and motivators. In this study, convenience sampling was used to select sales personnel from women's clothing stores in Bandar Sunway shopping mall in the state of Selangor. The results show that hygiene factors were the dominant motivators of sales personnel job satisfaction. Working conditions were the most significant in motivating sales personnel. Recognition was second, followed by company policy and salary. There is a need to delve more deeply into why salespeople place such a high importance on money. Further analysis was performed to assess how much the love of money mediates the relationship between salary and job satisfaction. Based on the general test for mediation, the love of money could explain the relationship between salary and job satisfaction. The main implication of this study is that sales personnel who value money highly are satisfied with their salary and job when they receive a raise.
Journal Article•
TL;DR: In this paper, the relationship among job satisfaction, organizational commitment and turnover intention was investigated to determine statistically significant relations, and the results of the study support the hypotheses that job satisfaction has a significant and positive relationship with three dimensions of organizational commitment.
Abstract: This study conducted on 100 employees from production sector and 82 employees from service provider sector. The relationship among job satisfaction, organizational commitment and turnover intention are investigated to determine statistically significant relations. The results of the study support the hypotheses. Job Satisfaction has a significant and positive relationship with three dimensions of organizational commitment and turnover intention has a significant and negative relationship with job satisfaction and organizational commitment. Keywords: Job Satisfaction; Organizational Commitment; Turnover Intention JEL Classifications: D23; J28; J63;, L29
TL;DR: In this paper, the authors assess the degree to which perceived corporate ethical values work in concert with group creativity to influence both job satisfaction and turnover intention, using a self-report questionnaire, information was collected from 781 healthcare and administrative employees working at a multi-campus education-based healthcare organization.
Abstract: A corporate culture strengthened by ethical values and other positive business practices likely yields more favorable employee work responses. Thus, the purpose of this study was to assess the degree to which perceived corporate ethical values work in concert with group creativity to influence both job satisfaction and turnover intention. Using a self-report questionnaire, information was collected from 781 healthcare and administrative employees working at a multi-campus education-based healthcare organization. Additional survey data was collected from a comparative convenience sample of 127 sales and marketing employees working for a variety of firms operating in the south-central United States. The results indicated that group creativity and corporate ethical values were positively related, and that both variables were associated with increased job satisfaction. Conversely, corporate ethical values and job satisfaction were associated with decreased turnover intention. Sales managers should create work cultures that precipitate increased ethical values and group creativity, and suggestions about how they may institutionalize these factors are provided.
TL;DR: In this article, the authors tried to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports.
Abstract: Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction.
TL;DR: In this article, a conceptual framework consisting of three human resources management (HRM) practice (supervision, job training, and pay practices), job satisfaction, and turnover, was proposed to explain the relationships among these variables.
Abstract: This paper attempts to propose a conceptual framework consisting of three human resources management (HRM) practice (supervision, job training, and pay practices), job satisfaction, and turnover, and to explain the relationships among these variables Job satisfaction played an important role to employees’ turnover because it would lead employee resigned when their job satisfaction is low The results indicate HRM practice a positively and significantly correlated with job satisfaction On the other hand HRM practice and job satisfaction are negatively and significantly correlated with turnover However, the results of HRM practice and job satisfaction are strong predictors of turnover
TL;DR: In this article, the authors use social exchange theory and the norm of reciprocity as a framework for examining six dimensions of job quality for their impact on employee engagement among several groups of older and younger workers at different points in the cycle of their careers in a large retail setting.
Abstract: The news that the early retirement trend has been reversed and current older workers plan to work past conventional retirement ages has been widely heralded. Managers have been encouraged to make adjustments to differences in job conditions that are important to older workers. We use social exchange theory and the norm of reciprocity as a framework for examining six dimensions of job quality for their impact on employee engagement among several groups of older and younger workers at different points in the cycle of their careers in a large retail setting. Employees (N = 6047) were surveyed as part of a large-scale research project. Exploratory factor analyses identified commonalities among 27 job quality variables and four reliable factors. Regression analyses estimated the relationship between four job conditions and employee engagement. Although the relative weights of the factors differed by career stage, the same factors: (1) Supervisor Support and Recognition; (2) Schedule Satisfaction; and (3) Job Clarity were significant predictors of employee engagement for all age groups; (4) Career Development was a predictor for all but the retirement-eligible employees. Findings reveal the importance of recognizing age diversity among both young and old employees. Both theoretical and practical implications are discussed. Copyright © 2010 John Wiley & Sons, Ltd.
TL;DR: In this paper, the authors identify the factors affecting job satisfaction in the UAE and examine the relative effects of demographic and environmental factors on job satisfaction among Dubai police employees, concluding that both intrinsic and extrinsic factors can be a source of job satisfaction or dissatisfaction.
Abstract: Purpose – The aim of this study is to identify the factors affecting job satisfaction in the UAE. Specifically, the study seeks to examine the relative effects of demographic and environmental factors on job satisfaction among Dubai police employees.Design/methodology/approach – A scale development process was used. The first stage was a review of the literature on the determinants of job satisfaction in order to generate a pool of items that reflect the job satisfaction construct. A list of items was gathered to cover all aspects of job satisfaction. In‐depth interviews and a focus group were also used to generate additional items.Findings – Overall, the findings show that, in a collectivist culture such as the UAE, both intrinsic and extrinsic factors can be a source of job satisfaction or dissatisfaction.Originality/value – Given the importance of understanding the determinants of job satisfaction, and the paucity of research on the topic in the Middle East, this study is of great importance to both sc...
TL;DR: Workplace spirituality is one way to deal with stressful overload conditions as mentioned in this paper and it has been shown that workplace spirituality can help one achieve these targets and help employees cope with the symptoms caused by work overload.
Abstract: With the increase in market competition and dynamic work environment, work overload seems to have become a common issue suffered by almost every employee. Overload usually results in not only poor health conditions but also mental circumstances. These problems then become a threat to the organizations in the form of poor performance and lack of ability to reach standards. Workplace spirituality is one way to deal with stressful overload conditions. This research deals with the study of moderating affects of workplace spirituality on job overload and employee’s satisfaction relationship. Having large piles of work in given targeted time results in employees becoming stressed out from their work as well as their organization. The motive of their job becomes to achieve targets and diminish the creativity within the employees. Workplace spirituality basic dimensions mentioned in this research help one achieve these targets and help employees cope with the symptoms caused by work overload. The research includes three variables, workplace spirituality, job overload, and job satisfaction. The samples of 76 respondents were asked to fill the questionnaire on all the three variables. The final results show interestingly different results then, as conceptualized according to theory. Workplace spirituality also showed to have quite an impact on job satisfaction.
TL;DR: In this paper, the authors employ the conservation of resources theory to hypothesize leader-member exchange (LMX) as a predictor of organizational job embeddings, and organizational job embeddedness is an intermediary mechanism that mediates the LMX-outcome relationships.
Abstract: This study furthers the research on leader–member exchange (LMX) and organizational job embeddedness by examining the relationships between these variables and three workplace outcomes. In particular, we employ the Conservation of Resources theory to hypothesize LMX as a predictor of organizational job embeddedness, and organizational job embeddedness to be a predictor of the outcomes of job satisfaction, turnover intentions, and actual turnover. Further, we suggest organizational job embeddedness is an intermediary mechanism that mediates the LMX–outcome relationships. We examine these proposed relationships in a sample of 205 automobile employees. In general, our results provide strong support for the proposed associations. Contributions, limitations, practical implications, and directions for future research are offered.
TL;DR: In this paper, the authors examined how an ethical work climate influences salespersons' organizational identification, supervisory trust, organizational commitment, turnover intentions, and turnover, using a sample of 393 salespeople.
TL;DR: In this paper, the authors extended the original job demands-resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health.
Abstract: The aim of the present study was to extend the original Job Demands– Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R model.
TL;DR: In this article, the authors tested the motivational process of the Job Demands-Resources model among Italian schoolteachers and found that the model with reciprocal relationships between resources and work engagement exhibited the best fit with the data, and the reverse pattern was true as well: work engagement had a short and long-term lagged effect on job resources and self-efficacy.
Abstract: By utilizing a three-wave longitudinal design, the present study tested the motivational process of the Job Demands-Resources model among Italian schoolteachers (N = 104). Specifically, it aims to test how job resources, self-efficacy and work engagement are related over time. Results of structural equation modelling analysis showed that the model with reciprocal relationships between resources and work engagement exhibited the best fit with the data. Job resources and self-efficacy had a short- (4 months) and longer term (8 months) lagged effect on work engagement, but the reverse pattern was true as well: Work engagement had a short- and long-term lagged effect on job resources and self-efficacy. These findings suggest that is important to think in terms of reciprocity: Resourceful environments and self-efficacy beliefs mean engaged teachers, and vice versa.
TL;DR: In this paper, a diary study examined daily positive and negative affect (NA) in the morning as well as daily job stressors (time pressure and situational constraints) as predictors of daily creativity.
Abstract: Applying a within-person perspective to research on creativity at work, this diary study examined daily positive and negative affect (NA) in the morning as well as daily job stressors (time pressure and situational constraints) as predictors of daily creativity. In addition, the general level of job control was investigated as a cross-level moderator in these relationships. Hypotheses were tested in a sample of 90 interior architects (N = 326 days) who completed a general survey and two daily surveys over the course of one work week. Hierarchical linear modeling showed that a higher level of positive affect (PA) in the morning as well as an intermediate level of daily time pressure was related to higher daily creativity. Job control moderated relations between daily NA, daily situational constraints and daily time pressure (curvilinear effect) with daily creativity. Our results stress the importance of daily affect and daily job stressors as well as the moderating role of job control for daily creativity at work. Copyright © 2010 John Wiley & Sons, Ltd.
TL;DR: Results showed that attitudes towards cyberlofting and participation in non-Internet loafing behaviors were positively related to cyberloafing, and the organizational characteristics of the perceived cyberloAFing of one's coworkers and managerial support for internet usage were positive.
TL;DR: This article found that having received a promotion in the past two years leads to increased job satisfaction, even while controlling for the worker's current wage, wage rank within her peer group, and wage growth.
Abstract: This paper estimates the impact of promotions and promotion expectations on job satisfaction using the 1996–2006 waves of the NLSY79 dataset. Having received a promotion in the past 2 years leads to increased job satisfaction, even while controlling for the worker’s current wage, wage rank within her peer group, and wage growth. Workers who believe a promotion is possible in the next 2 years also report higher job satisfaction. Additionally, past promotions have a lingering, but fading impact on job satisfaction.
TL;DR: While QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit, and it is very important to apply the right human resources policies to increase employees'QWL and decrease subsequent turnover.
Abstract: Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed...
TL;DR: In this paper, the authors investigated both the direct and indirect effects of work-family conflict on job and life satisfaction and found that both work interfering with family (WIF) and family interfering with work (FIW) have significant negative association with an individual's affective reaction to his/her job, while only FIW reduced the cognitive appraisal of a job.
TL;DR: Predictors of vigour and dedication were satisfaction with job position, higher quality of working life, lower social dysfunction and lower stress associated with patient care, and strategies to promote work engagement should be implemented.
Abstract: jenaro c., flores n., orgaz m.b. & cruz m. (2011) Vigour and dedication in nursing professionals: towards a better understanding of work engagement. Journal of Advanced Nursing67(4), 865–875.
Abstract
Aim. This paper analyses the association between nurses’ individual characteristics, job features and work engagement.
Background. Current shortage of nurses and turnover justify more research efforts on job satisfaction. Closely associated with job satisfaction is work engagement, a construct which is composed of vigour, dedication and absorption, and requires more empirical evidence supporting its relevance. Most of the studies focus on organizational features, while reducing the relevance of individual characteristics.
Method. Survey data for this descriptive, correlational study were collected over a 7-month period (2006–2007) from a convenience sample of 412 Nurses. Measures utilized were the Work Engagement Survey, the General Health Questionnaire, and an ad hoc survey.
Results. Concerning psychiatric morbidity, 49% nurses met criteria for somatic symptoms, 65·5% met criteria for anxiety and insomnia, 4·6% met criteria for social dysfunction and 10% met criteria for severe depression. There were no effects for length of service or professional category. Nurse managers scored significantly higher in several job stressors compared with other groups. Concerning engagement, 33% of the nurses experienced high dedication, 20·4% experienced high vigour and 36·7% experienced high absorption. Predictors of vigour and dedication were satisfaction with job position, higher quality of working life, lower social dysfunction and lower stress associated with patient care.
Conclusions. Strategies to promote work engagement should be implemented. More attention should be paid to job environments to guarantee job satisfaction. Organizational strategies to reduce the stress associated with patients’ care, and initiatives to improve social and communication skills are also required for nurses to experience vigour and dedication.
TL;DR: In this article, an experience sampling study was conducted to examine the within-individual effects of workplace interpersonal interaction characteristics on affect at work and daily well-being, and the results indicated that interpersonal interaction was associated with affective states and job satisfaction.
Abstract: We report an experience sampling study examining the within-individual effects of workplace interpersonal interaction characteristics on affect at work and daily well-being. A sample of 60 full-time employees completed measures of interpersonal interaction characteristics and affective states during each of 10 workdays and a measure of job satisfaction at the end of each workday. Overall, the employees provided 380 day-level data points. Hierarchical linear modeling (HLM) results indicated that interpersonal interaction characteristics were associated with affective states and job satisfaction. Furthermore, the effects of workplace interpersonal interactions on job satisfaction were mediated by affective states. Finally, positive affect mitigated the detrimental association between negative affect and job satisfaction. Copyright © 2010 John Wiley & Sons, Ltd.