Showing papers on "Job attitude published in 2020"

Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions

Abstract: In this paper, we examine the extent to which personality characteristics influence employees’ psychological connection to their work beyond that predicted by job context factors. More specifically...

Effects of met expectations, trust, job satisfaction, and commitment on faculty turnover intentions in the United Arab Emirates (UAE)

Abstract: Using data from 249 faculty members working at 26 different universities in the UAE, this paper examines the effects of met expectations, trust, job satisfaction, organizational commitment, and ava...

Impact of leadership behavior of a project manager on his/her subordinate's job-attitudes and job-outcomes

Abstract: Purpose Aim of this research is to investigate people issues in project management that fail projects in obtaining desired results, in doing so the author investigated the impact of different leadership behaviors of project managers on driving job attitudes and job outcomes of project employees. Design/methodology approach Data was obtained from 757 project workers working in 67 groups in 15 different projects in Asia mostly from China and Middle East. Data on the respondents' leadership behaviors, and how these affect the subordinate's job attitudes, was collected using Northouse's Leadership Style Assessment, Williams and Anderson's employee's job performance along with Michael Jalbert's Job Retention scale. Subordinate's job satisfaction, measured with the scale developed by Agho, Price and Mueller, Job involvement measured using Richardson, H. A., & Vandenberg's job involvement scale and Porter's job commitment scale was used for measuring subordinate's job commitment. Findings The findings lend support to the view that leadership behavior is an antecedent of a project employee's job attitudes like job satisfaction, job involvement and job commitment and job outcomes like job retention and job performance. Originality/value The study although conducted in Asian perspective, however the findings have relevance with broader scope of the project management. The outcomes of this research will be helpful for project managers in maximizing workforce potential by adopting right behavior.

Transformational school leadership as a key factor for teachers’ job attitudes during their first year in the profession

Abstract: Teacher attrition is a global concern that is particularly prevalent among beginning teachers. Teachers’ intrinsic motivation to teach, affective organisational commitment and job satisfaction are ...

Opening the black box: Examining the nomological network of work ability and its role in organizational research.

Abstract: The aging of the industrialized workforce has spurred research on how to support people working later in life. Within this context, the concept of work ability, or an employee's ability to continue working in their job, has been introduced as an explanatory mechanism for understanding employee disability, wellbeing, attitudes, and behavior. However, the work ability concept has evolved across disparate literatures with multiple, content-diverse measures and often with little consideration of theory or examination of its nomological network. Using the job demands-resources model as a framework, we present a meta-analytic summary (k = 247; N = 312,987) of work ability's correlates and potential moderators of these relationships. Taken together, we found consistent negative relationships between job demands and work ability, and consistent positive relationships between job and personal resources and work ability. Work ability was also associated with important job outcomes including job attitudes and behaviors such as absenteeism and retirement. Measures of work ability that include both perceived and objective components generally showed stronger relationships than did exclusively perceptual measures, and occupation type was a significant moderator of certain relations between work ability and its correlates. We supplemented this meta-analysis with a primary data collection to examine differences between perceived work ability and the conceptually similar variables of self-efficacy and perceived fit, demonstrating that perceived work ability can explain incremental variance in job- and health-related variables. Our discussion focuses on the value of the work ability construct for both research and practice and future directions for work ability research. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Vocational college teachers in malaysia: confirmatory factor analysisfor job attitude

Abstract: This study aimed to validate elements of job attitudes that influence organizational commitment among vocational college teachers in Malaysia. Job attitude is often seen as something that makes a teacher successful or u nsuccessful in carrying out his or her job at school. Negative job attitudes reflect that a teacher's commitment to the school organization is not as expected. Previous studies have found that cognitive, affective and behavioral elements are strongly associated with job attitudes. Therefore, this quantitative study was conducted to confirm the elements related to job attitude among vocational college teachers. The questionnaire was administered to 264 vocational college teachers in Malaysia randomly. The data obtained were then analyzed using Structural Equation Modelling (SEM) using AMOS 21 software. Confirmatory Factor Analysis was performed to obtain factor loading for each element obtained namely cognitive, affective and behavior. The analysis results show that the factors reflect the appropriate fit and meet all the criteria for validation.

Health effects of job insecurity

Abstract: Research has shown that job insecurity affects both mental and physical health, though the effects are lower when employees are easily re-employable. The detrimental effects of job insecurity can also be partly mitigated by employers allowing greater employee participation in workplace decision-making in order to ensure fair procedures. But as job insecurity is felt by many more people than just the unemployed, the negative health effects during recessions are multiplied and extend through the majority of the population. This reinforces the need for more effective, stabilising macroeconomic policies.

Do individual differences in need strength moderate the relations between basic psychological need satisfaction and organizational citizenship behavior

Abstract: An important theoretical debate in the literature on psychological needs concerns the potential moderating role of individuals’ need strength in the effects of basic psychological need satisfaction. The present study adds to the relatively small literature with inconsistent findings by examining whether the relations between work-related basic psychological need satisfaction (autonomy, competence, and relatedness) and organizational citizenship behavior (i.e., constructive voluntary job performance) are enhanced when employees’ work-specific explicit need strength increases. Survey data from two samples of employees in the United States (N = 353; MAge = 38.13) and in the Netherlands (N = 298; MAge = 44.57) consistently showed that across the need domains, need satisfaction was positively associated with organizational citizenship behavior through work engagement. However, we only found minor evidence for a moderating role of need strength. These findings largely endorse core self-determination theory assertions, as they underscore the relevance of employees’ psychological need satisfaction rather than fit between high psychological need satisfaction and high need strength in the workplace.

Intangible Assets and Performance in Nonprofit Organizations:A Systematic Literature Review.

Abstract: Nonprofit organizations (NPOs) promote citizens’ participation in community life through several different kinds of organizations: some more informal (such as associations and volunteering groups), others more formal or public (such as charities and foundations). This heterogeneity, as well as the well-known peculiarities of nonprofit organizations when compared to profit and public ones, poses new challenges to their management. In the constant need to find balance between financial constraints and social value, a main resource for NPOs is the management of intangible assets, such as knowledge, positive relationships within the organization and with users, external image, loyalty and commitment, and so on. From the literature on for-profit organizations, it is well known that proper management of intangible assets improves an organization’s sustainable competitive advantage, not only by enhancing its members’ affiliation and commitment but even by enhancing their productivity. This is particularly relevant when taking into account the main role of volunteers in the third sector. Volunteers, indeed, show different job attitudes and organizational behaviors than paid employees, as their membership and accountability are less formalized and they frequently lack a proper teamwork, due to the high volunteer turnover. At the same time, from the managers point of view, managing volunteers and paid workers require higher skills and competencies than managing human resources in for-profit organizations. Developing these reflections and considerations, we aim to conduct a systematic literature review on the association between intangible assets and performance in nonprofit organizations. The literature will be conducted following the indications from the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. It provides an evidence-based minimum set of items to be included in the review, as well as a workflow to properly manage and choose the papers to be included. The authors conducted the research using EBSCO, ProQuest and Scopus databases.

Association of Happiness and Nursing Work Environments with Job Crafting among Hospital Nurses in South Korea.

Abstract: Nurses are key professionals in healthcare sectors, whose job attitude is closely associated with patient health outcomes and safety. Job crafting describes how workers shape their tasks to find a sense of meaning and value in their work. This study aimed to examine the associations of happiness at the individual level and nursing work environments at the organizational level with job crafting among hospital nurses in Korea. This cross-sectional study analyzed survey data from 220 nurses working in four Korean hospitals. Multiple linear regression modeling was used to examine associations among the study variables. Nurses who were satisfied with their lives were significantly more likely to exhibit higher levels of job crafting (B = 0.07, p < 0.001). Nursing work environments had no significant association with nurses' job crafting. In comparison with nurses working in general units, operating room nurses were significantly less likely to craft their job (B = -0.35, p = 0.001). Organizational support should be established to improve nurses' happiness and job crafting. Hospitals should provide various opportunities for education and training to strengthen job crafting.

Motivation factors affecting the job attitude of medical doctors and the organizational performance of public hospitals in Warsaw, Poland

Abstract: This paper examines the relationship between selected motivation factors that affect the attitude to work among medical doctors at public hospitals and the organizational performance of hospitals. This study was based on World Health Organization questionnaires designed to estimate motivation factors according to Herzberg’s motivation theory and to measure the level of organizational performance of hospitals by using the McKinsey model. A survey was conducted among physicians (n = 249) with either surgical (operative) or nonsurgical (conservative) specialty in 22 departments/units of general public hospitals in Warsaw, Poland. The relationship between the chosen job motivation factors and organizational effectiveness was determined using Spearman’s rank correlation. Furthermore, 95% confidence intervals were calculated. The independent samples t-test was used to confirm statistically significant differences between the independent groups. Normality of the data was tested by the Kolmogorov–Smirnov test. The survey revealed that motivation factors related to “quality and style of supervision” have the highest effect on the organizational performance of hospitals (Spearman’s rank correlation coefficient = 0.490; p < 0.001), whereas “performance feedback” has the lowest effect on organizational performance according to the surveyed healthcare professionals (54% of physicians). The principles of Individual Performance Review should be incorporated into strategies designed to improve the organizational performance of hospitals (with NHS serving as a potential role model) in order to establish specific rules on how to share performance feedback with individual physicians. The present study contributes to literature on human resource management in the healthcare sector and highlights the importance of nonfinancial aspects in improving the organizational performance of hospitals.

Essentials of Job Attitudes and Other Workplace Psychological Constructs

Abstract: This introductory chapter positions the Essentials of Job Attitudes and Other Workplace Psychological Constructs book. We used SIOP’s (2016) Guidelines for Education and Training in Industrial-Organizational Psychology: Attitude Theory, Measurement, and Change to select the topics included in this book—attitude theory, organizational justice, perceived organizational support, organizational identity, job involvement, commitment, job embeddedness, job satisfaction, employee engagement, and team-based attitudes. We note the challenges in providing a thorough review of this literature. Then we define job attitudes and other workplace psychological constructs and discuss why they are important. We end with an overview of the subsequent chapters.

Spiritual leadership, job Satisfaction, and its effect on organizational commitment and organizational citizenship behavior

Abstract: Organizational citizenship behavior (OCB) has received a great deal of attention among researchers recently given the practical importance and its implication for the organizations. Building on a theoretical framework that links characteristics of leader and perception of individuals and their work settings to organizational commitment (OC) and citizenship behavior, the objective of this study was to investigate the relationship between spiritual leadership, job attitudes, and organizational citizenship behavior among lecturers at Islamic University. A cross-sectional design was used to meet the objectives set. Data were collected through the administration of questionnaires to 170 lecturers from Islamic University in Malang. Data were collected through 5 questionnaires in which participants completed measures of spiritual leadership, job satisfaction, organizational commitment, and OCBs. Results showed that one of the seven hypotheses proposed was rejected in this study. The results of structural equation modeling indicated a direct effect between spiritual leadership and OCB, and an indirect effect of organizational commitment on the relationship between spiritual leadership and job satisfaction toward OCB. The implications of these findings, as well as directions for future research, are addressed.

The role of perceived high-performance HR practices and transformational leadership on employee engagement and citizenship behaviors

Abstract: The purpose of this study is to investigate the impact of high-performance (HP) human resource (HR) practices on employee job engagement and organizational citizenship behavior (OCB) and the moderating effects of transformational leadership.,A sample of 268 employees from the US and a sample of 288 employees from South Korea (SK) were used for examining the hypotheses.,The results illustrated that high-performance HR practices (HPHRP) significantly predicted employee job engagement and OCB in SK. Transformational leadership was found to moderate the associations of HPHRP with employee job engagement and OCB in SK, while in the US, transformational leadership only moderated the relationship between HPHRP and OCB.,Transformational leaders reinforce the quality of the employee–organization relationship and strengthen the impact of HPHRP on employees' positive work-related behaviors.,This study contributes to the understanding of employees' organizational behavior as exploring the relationships of HPHRP, transformational leadership, job engagement and OCB.

Associations of Changes in Organizational Justice with Job Attitudes and Health—Findings from a Prospective Study Using a Matching-Based Difference-in-Difference Approach

Abstract: Ample evidence indicates that unfairness at the workplace (organizational injustice) is associated with both job attitudes and health of employees. Several factors that influence these associations have been identified: e.g., personality traits, such as the Big Five traits, justice sensitivity, type of occupation (e.g., white-collar), and unobserved time-invariant factors. Previous studies only addressed parts of these issues, and the ideal research design to mitigate biases—an experiment with random assignment to a treatment and control group—is not feasible. This study therefore mimics a randomized experiment using two statistical techniques. First, matching was implemented to balance the treatment and control group in confounding factors (demographics and personality) in two prospective waves (2012–2014) of observational data (4522 white-collar, 2984 blue-collar) taken from the Linked Personnel Panel, which is an employee survey representative for German private sector companies with more than 50 employees. Second, a difference-in-difference approach excludes unobserved time-invariant factors by estimating associations of changes in organizational justice (distributive, procedural, interactional) with job attitudes (job satisfaction, turnover intention) and health (general and mental) in these groups, separate for white- and blue-collar employees. A decrease in perceived justice was associated with lower job attitudes (less job satisfaction and higher turnover intentions), while an increase was associated with higher values. This pattern was found for white- and blue-collar workers and also for health indicators, with the latter, however, being less pronounced. Increased fairness at the workplace is related to better job attitudes and health for white- and blue-collar employees, independent of personality traits and unobserved time-invariant factors.

Local culture as a corporate social responsibility multiplier: Confucian values' mediation between firm policies and employees' attitude

Abstract: The Western-centric nature of research into corporate social responsibility (CSR) has left gaps in one’s understanding of local culture's role in augmenting or undermining the impact of firms' CSR policies. This paper constructs and tests variables measuring “Confucian values” mediation between Chinese employees' perceived CSR and their job satisfaction, organizational commitment and organizational citizenship behavior.,The hypotheses were tested through structural equation modeling, using data from 311 responses completed by employees at Chinese private companies, located in China's Cheng-Yu economic area (Chongqing and Chengdu).,Chinese employees' perceived CSR had a positive significant effect on job attitudes (job satisfaction and organizational commitment). However, perceived CSR had no significant positive impact on organizational citizenship behavior. The authors also found that Confucian values are a partial mediator between perceived CSR and job attitudes and a full mediator between perceived CSR and organizational citizenship behavior.,The results enrich one’s understanding of cultural values in these relationships and suggest further research into how firms and governments in Confucian-based societies can better operationalize Confucian values to argument the firm's and country's CSR identity, thus improving job attitudes and public relations among customers who share this cultural heritage. For non-Confucian societies and foreign firms operating in China, the results encourage searches for Confucian value substitutes, such as trust and education, to incorporate into CSR mechanisms that promote these values among employees. The authors suggest approaches for furthering these agendas.

Predicting Job Satisfaction in Military Organizations: Unpacking the Relationship Between Emotional Intelligence, Teamwork Communication, and Job Attitudes in Spanish Military Cadets.

Abstract: Although prior research has extensively examined the association of emotional intelligence (EI) with various job attitudes (e.g., job satisfaction), empirical and systematic investigation of this link within military institutions has captured considerably less attention. The present research analyzed the relationship between EI, teamwork communication, and job satisfaction among Spanish military cadets. We tested the potential unique contribution of EI to job satisfaction over and above demographics (i.e., gender and age), proactive personality, and resilience. Moreover, we also examined whether EI was indirectly linked to job satisfaction via its relationship with teamwork communication. A sample of 363 cadet officers of the Spanish General Military Academy completed questionnaires assessing EI, teamwork communication, proactive personality, resilience, and job satisfaction. Hierarchical regression analysis revealed that EI exhibited incremental variance (ΔR2 = 5.2%) in predicting job satisfaction (B = 0.539, 95% CI [0.306,0.771]) even after accounting for demographics, proactive personality, and resilience. Additionally, mediation analysis showed that the association of EI with job satisfaction was partially driven by enhanced teamwork communication. This research provides empirical evidence suggesting a pathway (i.e., effective teamwork communication) through which EI could help military cadets to experience higher job satisfaction. Implications for future academic programs including EI and teamwork communication to promote positive job attitudes among military personnel are discussed.

Associations Among Patient Care Workers' Schedule Control, Sleep, Job Satisfaction, and Turnover Intentions

Abstract: Healthcare is the fastest growing occupational sector in America, yet patient care workers experience low job satisfaction, high turnover, and susceptibility to poor sleep compared to workers in other jobs and industries. Increasing schedule control may be one way to help mitigate these issues. Drawing from conservation of resources theory, we evaluate associations among schedule control (i.e. a contextual resource), employee sleep duration and quality (i.e. personal resources), job satisfaction, and turnover intentions. Patient care workers who reported having more schedule control at baseline reported greater sleep duration and sleep quality 6 months later, as well as higher job satisfaction and lower turnover intentions 12 months later. Workers who experienced greater sleep sufficiency (i.e. feeling well-rested) reported higher job satisfaction 6 months later, and workers who experienced fewer insomnia symptoms (i.e. trouble falling and staying asleep) reported lower turnover intentions 6 months later. The association between schedule control and job satisfaction was partially mediated by greater sleep sufficiency, though this effect was small. Providing patient care workers with greater control over their work schedules and opportunities for improved sleep may improve their job attitudes. Results were not replicated when different analytical approaches were performed, so findings should be interpreted provisionally.

The Interplay of Emotional Intelligence Abilities and Work Engagement on Job and Life Satisfaction: Which Emotional Abilities Matter Most for Secondary-School Teachers?

Abstract: Emotional intelligence has been underscored as a helpful personal resource in explaining life and job attitudes in human services employees. However, the joint interaction of emotional intelligence (EI) abilities with work engagement to explain life and job attitudes has not been tested. The present study aimed to explore the interactive role of EI abilities with work engagement in the prediction of job and life satisfaction in a sample of Spanish secondary-school teachers. A total of 190 teachers (125 females) participated in the study. Notably, the results showed that only emotion regulation ability (ERA) was significantly associated with work engagement, job satisfaction, and life satisfaction. Furthermore, ERA moderated the relationship between work engagement and job and life satisfaction. The present findings contribute to current knowledge on EI abilities and personal and job-related correlates of teachers' work engagement.

Increased Business Value for Positive Job Attitudes during Economic Recessions: A Meta-Analysis and SEM Analysis

Abstract: Using a database of 171 studies across 62,965 organizational units with job attitude data and business performance outcomes ranging from 1994 to 2015, we tested the hypothesis that positive employe...

Transparency goes a long way: information transparency and its effect on job satisfaction and turnover intentions of the professoriate

Abstract: Research and higher education institutions are becoming increasingly transparent with the adoption of the governance mechanisms of New Public Management and digital technologies. As transparency research has documented both positive and negative effects of transparency within organizations, it is not clear how transparency might affect faculty members and their job attitudes. To address this question, we develop and test hypotheses regarding the effect of perceived transparency on professors’ job satisfaction and intent to leave their university. Our results, based on the answers of over 1600 professors, support our hypothesized positive relationship between transparency and job satisfaction, a negative relationship between transparency and intent to leave, and an indirect effect of transparency on intent to leave via job satisfaction. Exploratory moderation analyses indicated that the effects of transparency are present across two different types of universities (research universities and universities of applied sciences). We discuss results regarding their implications for the management of higher education and research institutions as well as for the retention of faculty members.

Job motivation and performance of secondary school teachers

Abstract: Performance can be regarded as almost any behavior, which is directed toward task or goal accomplishment. Despite extensive research, discussion and debate on how to predict employees' performance, teachers performance is complex and remains difficult to predict and evaluate. Teachers are still uncertain whether they can rely on some specific characteristics of performance. In view of this practice and in evaluating teachers' performance at the work place, it is therefore the interest of the researcher to conduct a study on secondary school teachers, so as to determine their job motivation and job performance. The second objective of this study is to compare job motivation with job performance and the third one is to compare teaching performance with job performance of secondary school teachers. This correlation study involved a total of 245 secondary school teachers throughout Kedah. Data will be analyzed using the t-test and ANOVA

Public Service Motivation and Turnover Intention: Testing the Mediating Effects of Job Attitudes.

Abstract: Research on the role of public service motivation (PSM) relating to work performance has been a significant topic in recent years; however, the relationship between PSM and job performance remains mixed. To investigate whether job attitudes mediate the effect of PSM on public employees' turnover intention, this study integrated job satisfaction and organizational commitment into a single model. Based on a sample of 587 full-time Chinese public employees, our findings revealed that job satisfaction and organizational commitment, respectively, mediated the negative association between PSM and employees' turnover intention. Multiple mediation analysis indicated that job satisfaction and organizational commitment sequentially mediated the effects of PSM on turnover intention. As a result, our findings suggested that public employees with high PSM levels preferred to stay in the public organizations. The theoretical and practical implications of our findings are discussed.

Studying the effects of future-oriented factors and turnover when threatened

Abstract: This study aims to examine the nascent stream of literature connecting grit and protean career orientation to job attitudes, turnover intentions and job embeddedness and how job insecurity moderates the aforementioned associations.,Based on the threat-rigidity hypothesis and self-determination theory, a series of hypotheses were developed and tested among 1,151 current employees in the hotel/lodging industry in the USA. Structural equation modeling was used to analyze the data and explain the results.,Job insecurity played a key moderating role between the lower-order dimensions of grit and the outcome variables, but not with protean career orientation. Specifically, passion and perseverance were associated with job attitudes and turnover intentions differently, questioning the validity of grit as a higher-order construct.,The study explains how the lower-order dimensions of grit explain turnover and job embeddedness while also suggesting that the validity of grit as a higher-order construct needs to be further examined. The results of this study also may advise managers on how to recruit new hires that will remain with their organizations for the long run.

The Emotion Regulation Roots of Job Satisfaction.

Abstract: Job satisfaction is a core variable in the study and practice of organizational psychology because of its implications for desirable work outcomes. Knowledge of its antecedents is abundant and informative, but there are still psychological processes underlying job satisfaction that have not received complete attention. This is the case of employee emotion regulation. In this study, we argue that employees' behaviors directed to manage their affective states participate in their level of job satisfaction and hypothesize that employee affect-improving and -worsening emotion regulation behaviors increase and decrease, respectively, job satisfaction, through the experience of positive and negative affect. Using a diary study with a sample of professionals from diverse jobs and organizations, for the most part, the mediational hypotheses were supported by the results albeit a more complex relationship was found in the case of affect worsening emotion regulation. This study contributes to expanding the job satisfaction and emotion regulation literatures and informs practitioners in people management in organizations about another route to foster and sustain positive attitudes at work.

Exploring Public Employees’ Motivation to Learn and Develop in Turbulent Times. The Role of Perceived Support and Organizational Commitment

Abstract: This study responds to the call for additional research concerning factors that affect public- sector employees’ job attitudes and behaviors in a context of budgetary constraints and austerity meas...

Uncovering the trail of positive affect in the job attitudes literature: A systematic review

Abstract: A review of the organisational psychology literature suggests that researchers have examined at least four job attitude constructs: job satisfaction, work/task satisfaction, job involvement, and organisational commitment. Less, however, is known about why the four different job attitudes vary in magnitude as predictors of vital organisational outcomes. In this systematic review, I propose that positive affect is central in explaining the differential effects of these job attitudes on organisational outcomes. The review then explicates patterns of results underlying prior studies on these job attitudes and presents an overarching proposition: Accurate conceptualisation and measurement of the affective component underlying each job attitude will help illustrate how, and to what extent, each job attitude leads to desirable organisational outcomes. Finally, four key suggestions for further job attitudes research are presented: (a) enhancing conceptualisation and measurement of positive affect in job attitudes, (b) developing an overarching theory of positive affect, (c) focusing on discrete positive emotions, and (d) looking beyond existing current job attitude constructs. This work complements the current affective epoch of job attitudes research, uncovering the trail of positive affect as it has informed the job attitudes literature historically and suggesting its theoretical and practical developments for the future.