Showing papers on "Job attitude published in 2012"
TL;DR: In this paper, the authors developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (totalN = 1181), which is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal goals.
1,184 citations
TL;DR: This paper used a simple theoretical framework and a randomized manipulation of access to information on peers' wages to provide new evidence on the effects of relative pay on individual utility, and they found that utility depends directly on relative pay comparisons, and that this relationship is non-linear.
Abstract: Economists have long speculated that individuals care about both their absolute income and their income relative to others. We use a simple theoretical framework and a randomized manipulation of access to information on peers' wages to provide new evidence on the effects of relative pay on individual utility. A randomly chosen subset of employees of the University of California was informed about a new website listing the pay of all University employees. All employees were then surveyed about their job satisfaction and job search intentions. Our information treatment doubles the fraction of employees using the website, with the vast majority of new users accessing data on the pay of colleagues in their own department. We find an asymmetric response to the information treatment: workers with salaries below the median for their pay unit and occupation report lower pay and job satisfaction, while those earning above the median report no higher satisfaction. Likewise, below-median earners report a significant increase in the likelihood of looking for a new job, while above-median earners are unaffected. Our findings indicate that utility depends directly on relative pay comparisons, and that this relationship is non-linear.
844 citations
TL;DR: In this paper, the role of proactive personality in predicting work engagement and job performance was examined, and it was found that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well.
Abstract: The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well. Data were collected among 95 dyads of employees (N = 190), who were working in various organizations. The results of structural equation modeling analyses offered strong support for the proposed model. Employees who were characterized by a proactive personality were most likely to craft their jobs (increase their structural and social job resources, and increase their job challenges); job crafting, in turn, was predictive of work engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively adjust their work environment, they manage to stay engaged and perform well.
807 citations
TL;DR: It is argued that the absence of a robust causal model reflecting moderators or moderator is undermining the development of interventions to improve nurse retention.
496 citations
TL;DR: In this article, the authors review 15 years of core self-evaluation (CSE) theory and research, focusing in particular on the outcomes, mediators, and moderators of CSE via qualitative and quantitative literature reviews.
492 citations
TL;DR: In this paper, the effect of job satisfaction on firm-level value has been studied, rather than employee-level productivity, to take into account the cost of increasing job satisfaction, and the results have three main implications: job satisfaction is beneficial for firm value.
Abstract: Executive Overview How are job satisfaction and firm value linked? I tackle this long-standing management question using a new methodology from finance. I study the effect on firm-level value, rather than employee-level productivity, to take into account the cost of increasing job satisfaction. To address reverse causality, I measure firm value by using future stock returns, controlling for risk, firm characteristics, industry performance, and outliers. Companies listed in the “100 Best Companies to Work For in America” generated 2.3% to 3.8% higher stock returns per year than their peers from 1984 through 2011. These results have three main implications. First, consistent with human resource management theories, job satisfaction is beneficial for firm value. Second, corporate social responsibility can improve stock returns. Third, the stock market does not fully value intangible assets, and so it may be necessary to shield managers from short-term stock prices to encourage long-run growth.
452 citations
TL;DR: The present meta-analytic study introduces an overall model of the relationships between job embeddedness and turnover outcomes, and found that on- the-job and off-the-job embeddedness negatively related to turnover intentions and actual turnover, after controlling for job satisfaction, affective commitment, and job alternatives.
Abstract: The present meta-analytic study introduces an overall model of the relationships between job embeddedness and turnover outcomes. Drawing on 65 independent samples (N = 42,907), we found that on-the-job and off-the-job embeddedness negatively related to turnover intentions and actual turnover, after controlling for job satisfaction, affective commitment, and job alternatives. In addition, the negative relationships between on-the-job embeddedness (off-the-job embeddedness) and turnover criteria were stronger in female-dominated samples and public organizations (collectivistic countries). Finally, turnover intentions, job search behavior, and job performance fully (partially) mediated the effect of on-the-job embeddedness (off-the-job embeddedness) on actual turnover. The research and practical implications of our findings are noted, in light of study limitations and future research needs.
340 citations
TL;DR: This paper found that customer orientation is a consequence of job states, a proximate determinant of job outcomes, and most beneficial when ample opportunity for customer engagement exists, and that CO's influence on model variables is stronger when frontline employees' customer workloads increase and weaker as the need for customer persuasion increases.
Abstract: Previous research has conceptualized and modeled customer orientation (CO) in one of two ways: as a psychological phenomenon antecedent to critical job states (i.e., stress and engagement) or as frontline employee behaviors that are caused by these same job states. Building on meta-analytic data, this study finds greater support for the causal relationships implied by a psychological construal of the construct and reveals that CO influences frontline employees' job outcomes through its effects on stress and engagement. Moderation analyses also indicate that CO's influence on model variables is stronger when frontline employees' customer workloads increase and is weaker as the need for customer persuasion increases. These findings contradict widely held assumptions rooted in a behavioral view of CO—namely, that CO is a consequence of job states, a proximate determinant of job outcomes, and most beneficial when ample opportunity for customer engagement exists. Overall, the results support a broaden...
336 citations
TL;DR: In this paper, a study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship and found that the positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy.
Abstract: Researchers have claimed that high quality of supervisor–employee relationships (i.e., leader–member exchange; LMX) fosters creativity at work. Moreover, researchers have acknowledged that this relationship is not clear-cut but rather complex. The present study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship. Longitudinal field survey data ( N = 144) collected in a high-technology firm revealed a positive association between LMX and creative work involvement and confirmed our assumptions on the moderating role of job autonomy. The positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy. Our findings point to the importance of considering the interplay of both, the leader–member relationship and job design issues for increasing employees' creative work involvement.
326 citations
TL;DR: The current study unravels the temporal relationship between job burnout and depression and examines whether the job burn out-depression association may be contingent upon the degree to which employees engage in physical activity, finding that physical activity attenuated these effects in a dose-response manner.
Abstract: Job burnout and depression have been generally found to be correlated with one another. However, evidence regarding the job burnout-depression association is limited in that most studies are cross-sectional in nature. Moreover, little is known about factors that may influence the job burnout-depression association, other than individual or organizational factors (e.g., gender, supervisor support). The current study seeks to address these gaps by (a) unraveling the temporal relationship between job burnout and depression and (b) examining whether the job burnout-depression association may be contingent upon the degree to which employees engage in physical activity. On the basis of a full-panel 3-wave longitudinal design with a large sample of employees (N = 1,632), latent difference score modeling indicated that an increase in depression from Time 1 to Time 2 predicts an increase in job burnout from Time 2 to Time 3, and vice versa. In addition, physical activity attenuated these effects in a dose-response manner, so that the increase in job burnout and depression was strongest among employees who did not engage in physical activity and weakest to the point of nonsignificance among those engaging in high physical activity.
323 citations
TL;DR: The Brief Index of Affective Job Satisfaction (BJPS) as mentioned in this paper is a short measure derived from the Brayfield and Rothe's (1951) job satisfaction index.
Abstract: This article responds to criticisms that affective job satisfaction research suffers serious measurement problems: Noncomparable measures; studies conceptualizing job satisfaction affectively but measuring it cognitively; and ad hoc measures lacking systematic development and validation, especially across populations by nationality, job level, and job type. We address these problems through a series of qualitative (total N = 28) and quantitative (total N = 901) studies to systematically develop and validate a short affective job satisfaction measure ultimately deriving from Brayfield and Rothe’s (1951) job satisfaction index. Unlike any previous job satisfaction measure, the resulting four-item Brief Index of Affective Job Satisfaction is overtly affective, minimally cognitive, and optimally brief. The new measure also differs from any previous job satisfaction measure in being comprehensively validated not just for internal consistency reliability, temporal stability, convergent and criterion-related validities, but also for cross-population invariance by nationality, job level, and job type.
TL;DR: Modifiable workplace factors play an important role in influencing new graduates' job and career satisfaction and turnover intentions and managers can employ strategies to enhance quality work environments that promote retention of new graduates and lessen the nursing workforce shortage.
Abstract: laschinger h.k.s. (2012) Journal of Nursing Management 20, 472–484
Job and career satisfaction and turnover intentions of newly graduated nurses
Aim To describe new graduate nurses’ worklife experiences in Ontario hospital settings in the first 2 years of practice and to examine predictors of job and career satisfaction and turnover intentions.
Background With a large cohort of nurses approaching retirement, every effort must be made to ensure that the work environments of new graduate nurses are positive, promoting job satisfaction and commitment to the profession to address the nursing workforce shortage.
Method A cross-sectional analysis of data from a mail survey of new graduate nurses (n = 342) in their first and second year of experience was used to address the research objectives.
Results Overall, new graduate nurses were positive about their working conditions and there were few differences between nurses in their first and second years of practice. Structural and personal factors explained significant amounts of variance (31–68%) in both job and career satisfaction and turnover intentions. Empowerment, work engagement and burnout were important significant predictors.
Conclusions Modifiable workplace factors play an important role in influencing new graduates’ job and career satisfaction and turnover intentions.
Implications for nursing management Managers can employ strategies to enhance quality work environments that promote retention of new graduates and lessen the nursing workforce shortage.
20 Jan 2012
TL;DR: The basis for three models of relationship between organizational performance and high involvement management are outlined: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with increased stress for workers, accounting for its positive performance effects; and counteracting effects, which associate involvement withincreased stress and dissatisfaction, reducing itspositive performance effects.
Abstract: The relationship between organizational performance and two dimensions of the ‘high performance work system’ – enriched job design and high involvement management (HIM) – is widely assumed to be mediated by worker well-being. We outline the basis for three models: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with increased stress for workers, accounting for its positive performance effects; and counteracting effects, which associates involvement with increased stress and dissatisfaction, reducing its positive performance effects. These are tested using the UK’s Workplace Employment Relations Survey 2004. Job satisfaction mediates the relationship between enriched job design and four performance indicators, supporting the mutual gains model; but HIM is negatively related to job satisfaction and this depresses a positive relationship between HIM and the economic performance me...
TL;DR: The authors found that more activated forms of well-being were associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels.
Abstract: Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.
TL;DR: In this paper, the authors investigated the relationship between emotional intelligence and job satisfaction among high school English teachers and found that there is a positive significant relationship between emotion intelligence and organizational commitment, and that emotional intelligence is correlated with job satisfaction.
Abstract: Purpose – The purpose of this study is to investigate the relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment among high‐school English teachers. Furthermore, the study aims to examine the role of gender and age in emotional intelligence, job satisfaction and organizational commitment.Design/methodology/approach – The participants were selected by proportional stratified sampling and simple random selection. This study adopted a survey research design that utilized an ex post facto research type in which the researcher used questionnaires to collect data from the respondents.Findings – The results of the study indicate that there is a positive significant relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment. It is also found there is no sign...
TL;DR: This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK and showed that a transactional approach should be adopted.
Abstract: Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.
TL;DR: In this article, a model of job satisfaction, organizational commitment, and turnover intention is developed and tested in one field study, using a 250 employees of a Turkish manufacturing company, were given questionnaires to complete during regular working hours; 188 completed questionnaires were returned.
Abstract: This study’s aim is to examine the relationship among job satisfaction, organizational commitment, and turnoverintention of employees. A model of job satisfaction, organizational commitment, and turnover intention isdeveloped and tested in one field study. In this study, using a 250 employees of a Turkish manufacturingcompany, were given questionnaires to complete during regular working hours; 188 completed questionnaireswere returned.. Job satisfaction, organizational commitment, and turnover intention are popular topics in thestudy of work related attitudes. The main objective of this article is to test the relationships among jobsatisfaction, organizational commitment and turnover intention. Structural equation modeling to test researchhypotheses is used and the model that has high reliability and validity is developed. The results indicate that jobsatisfaction is one of the most antecedents of organizational commitment and turnover intention and suggest thathigh levels of job satisfaction results in higher commitment and lower turnover intention so job satisfactionpositively influences on affective commitment, continuance commitment, and normative commitment while it isnegatively impact on turnover intention. The results emphasize the need to consider the factors can be havingeffects on the relationship by highlighting to studies conducted on job satisfaction, organizational commitment,and turnover intention.
TL;DR: Using a trait activation framework, it is theorized that employees with higher overall EI and emotional perception ability exhibit higher teamwork effectiveness when working in job contexts characterized by high managerial work demands because such contexts contain salient emotion-based cues that activate employees' emotional capabilities.
Abstract: We advance understanding of the role of ability-based emotional intelligence (EI) and its subdimensions in the workplace by examining the mechanisms and context-based boundary conditions of the EI-performance relationship. Using a trait activation framework, we theorize that employees with higher overall EI and emotional perception ability exhibit higher teamwork effectiveness (and subsequent job performance) when working in job contexts characterized by high managerial work demands because such contexts contain salient emotion-based cues that activate employees' emotional capabilities. A sample of 212 professionals from various organizations and industries indicated support for the salutary effect of EI, above and beyond the influence of personality, cognitive ability, emotional labor job demands, job complexity, and demographic control variables. Theoretical and practical implications of the potential value of EI for workplace outcomes under contexts involving managerial complexity are discussed.
TL;DR: Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work- family resources predict employee and organizational outcomes.
Abstract: The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes.
TL;DR: In this paper, the authors apply lifespan development perspectives to the interaction between job characteristics and age, and examine the possible joint effects of age and job characteristics on job satisfaction, engagement, and performance, developing a series of propositions to guide future research.
Abstract: The workforce in most industrialized countries is aging. However, the role of age in job design has largely been ignored. In the present paper, we apply lifespan development perspectives to the interaction between job characteristics and age. Specifically, we examine the possible joint effects of age and job characteristics on job satisfaction, engagement, and performance, developing a series of propositions to guide future research. We also discuss possible boundary conditions, mediating mechanisms, and future research challenges.
TL;DR: In this paper, perceived external employability (PEE) as a personal resource in relation to job insecurity and exhaustion was investigated, and the authors concluded that PEE may prevent feelings of insecurity and, through reduced job insecurity, also exhaustion.
Abstract: Summary
This study investigates perceived external employability (PEE) as a personal resource in relation to job insecurity and exhaustion. We advance the idea that PEE may reduce feelings of job insecurity and, through felt job insecurity, also exhaustion. That is, we probe the paths from PEE to job insecurity and from job insecurity to exhaustion. We furthermore account for possible reversed causality, so that exhaustion felt job insecurity and felt job insecurity PEE. This aligns with insights from the Conservation of Resources Theory, which is built on the assumption of resource caravans passageways and associated gain and loss spirals. We based the results on a sample of 1314 workers from two Finnish universities. Respondents participated twice in the study with a time lag of one year. We found that PEE related negatively to felt job insecurity and vice versa. Similarly, there was a reciprocal positive relationship between felt job insecurity and exhaustion. We conclude that PEE may prevent feelings of insecurity and, through reduced job insecurity, also exhaustion. Copyright © 2012 John Wiley & Sons, Ltd.
TL;DR: In this article, the authors explored relations between principals' self-efficacy, burnout, job satisfaction and principals' motivation to quit, and found that principal selfefficacy was positively related to job satisfaction, and negatively related to burnout.
Abstract: The purpose of this study was to explore relations between principals’ self-efficacy, burnout, job satisfaction and principals’ motivation to quit. Principal self-efficacy was measured by a recently developed multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Burnout was measured by a modified version of the Maslach Burnout Inventory. Job satisfaction and motivation to quit were measured by two scales developed for the purpose of this study, respectively. Participant in the study were 1,818 principals from the population of Norwegian principals. Data was collected by means of an electronic questionnaire. Two structural equation models were tested which specified principal self-efficacy as an exogenous variable and burnout, job satisfaction and motivation to quit as endogenous variables. The data was analyzed by means of SEM analysis for latent variables using the AMOS 18 program. Both models had acceptable fit to data. The results revealed that principal self-efficacy was positively related to job satisfaction and motivation to quit and negatively related to burnout. Burnout and job satisfaction were negatively related. Burnout was positively related to motivation to quit whereas job satisfaction was negatively related. The study highlights important relations between self-efficacy, burnout, job satisfaction and motivation to quit and extends the literature on principal self-efficacy and its relation to other concepts. The results of the study are discussed together with limitations and suggestions for further research.
TL;DR: This article conducted a meta-analysis of job performance measures from field studies and found that females generally scored slightly higher than males in terms of the expected states theory (EST) of expectation states.
TL;DR: Results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates.
Abstract: This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed.
TL;DR: In this article, the authors investigated predictors of anxiety, depression, and job satisfaction in teachers in northern Ontario using data from self-report questionnaires, factor analysis and multiple linear regression were performed to determine which sources of stress predict stress-related symptoms among teachers.
Abstract: This study investigates predictors of anxiety, depression, and job satisfaction in teachers in northern Ontario. Using data from self-report questionnaires, factor analysis and multiple linear regression were performed to determine which sources of stress predict stress-related symptoms among teachers and to explore job satisfaction as predicted by: stress, depression, anxiety, years of teaching experience, gender, grade level assignment and position (part-time vs. full-time). The results indicate that workload and student behaviour were significant predictors of depression in teachers in the study. Workload, student behaviour, and employment conditions were significant predictors of anxiety. In addition, stress and depression had a significant and negative impact on job satisfaction. Years of teaching experience was a significant and positive predictor of job satisfaction. Anxiety, gender, grade level, and position were not statistically significant predictors of teacher job satisfaction. Therefore, efforts made to improve workload, student behavior, and employment conditions may lead to reduced stress among teachers and thus lower levels of depression and anxiety. These results may provide guidance for teachers and administrators, as well as inform teacher retention efforts and attempts to improve teacher job satisfaction.
TL;DR: In this article, the authors review the prior research in each of the three job search contexts and offer an integrative analysis of the predictors, processes, consequences and varying objectives of job search behavior across an individual's potential employment situations (i.e., new entrant, job loser, employed job seeker).
TL;DR: In this article, the authors examined the impact of perceived job stress, work-life balance and work life conflict on academic wellbeing and concluded that perceived job threat-type stress made a stronger contribution and was a significant predictor of work life balance and conflict scores.
Abstract: Escalating stress and pressures, along with organisational change in universities has led to the increased importance of research in to the impact of perceived job stress, work-life balance and work-life conflict amongst academics Yet, very few studies have examined academics’ ability to balance work and personal life, and overcome work-life conflict Drawing on Spillover theory (Zedeck, 1992), our study hypothesised that high levels of perceived job pressure stress and job threat stress would predict increased levels of work-life conflict, and decreased levels of work-life balance Due to the well-documented relationship between stress and health, the influence of job stress on wellbeing was also investigated in this sample of academics (N =139) Perceived job stress (threat and pressure-type stressors) was associated with poorer work-life balance, and increased conflict between academics’ work and personal lives Perceived job threat-type stress made a stronger contribution and was a significant predictor of work-life balance and work-life conflict scores, than perceived job pressure-type stress Perceived job threat-type stress among academics was also a significant predictor and associated with poorer wellbeing and increased ill-being, but perceived job pressure-type stress was not related to academics’ wellbeing or ill-being
TL;DR: In this paper, a diary study adds to research on the Job Demands-Resources model on the level of daily processes, namely, additive and interaction effects of day specific job demands and day-specific job and personal resources on day specific work engagement.
Abstract: This diary study adds to research on the Job Demands-Resources model. We test main propositions of this model on the level of daily processes, namely, additive and interaction effects of day-specific job demands and day-specific job and personal resources on day-specific work engagement. One hundred and fourteen employees completed electronic questionnaires three times a day over the course of one working week. Hierarchical linear models indicated that day-specific resources (psychological climate, job control, and being recovered in the morning) promoted work engagement. As predicted, day-specific job control qualified the relationship between day-specific time pressure and work engagement: on days with higher job control, time pressure was beneficial for work engagement. On days with lower job control, time pressure was detrimental for work engagement. We discuss our findings and contextualize them in the current literature on dynamic and emergent job characteristics.
TL;DR: The authors found that 17% of the total variance in teacher job satisfaction is between schools, a statistically significant amount that indicates schools can make a difference in teacher's job satisfaction, and that school processes, particularly career and working conditions, staff collegiality, administrative support, and to a lesser extent, positive student behavior and teacher empowerment, are positively associated with teacher's overall job satisfaction.
Abstract: Using nationally representative samples for public school teachers and principals, the authors inquired into whether principal background and school processes are related to teacher job satisfaction. Employing hierarchical linear modeling (HLM), the authors were able to control for background characteristics at both the teacher and school levels. They found that 17% of the total variance in teacher job satisfaction is between schools, a statistically significant amount that indicates schools can make a difference in teacher job satisfaction. The authors found that school processes—particularly career and working conditions, staff collegiality, administrative support, and to a lesser extent, positive student behavior and teacher empowerment—are positively associated with teacher job satisfaction. Although two principal background variables—the experience of being a department head or an athletic coach/director—are statistically significant, the authors found the block of school process variables explains f...
TL;DR: In this paper, the authors used a within-person design to examine the relationship between job insecurity and employee in-role and extra-role performance, and the buffering role of time-varying work-based support (i.e., supervisor and colleague support) in this relationship.
Abstract: In this article, the authors used a within-person design to examine the relationship between job insecurity and employee in-role and extra-role performance, and the buffering role of time-varying work-based support (i.e., supervisor and colleague support) in this relationship. Weekly diary data gathered over the course of three weeks from 56 employees confronted with organizational restructuring and analyzed with a hierarchical linear modeling approach showed that weekly fluctuations in job insecurity negatively predicted week-level in-role performance. As predicted, supervisor support moderated the intra-individual relationship between job insecurity and in-role performance, so that employees' in-role performance suffered less from feeling job insecurity during weeks in which they received more support from their supervisor. No relationship between job insecurity and extra-role performance was observed. This within-person study contributes to research on job insecurity that has primarily focused on inter-individual differences in job insecurity and their associations with job performance. Theoretical and practical implications for human resource management are discussed. © 2012 Wiley Periodicals, Inc.