Job attitude

About: Job attitude is a research topic. Over the lifetime, 15268 publications have been published within this topic receiving 668786 citations.

How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences

Abstract: Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined). The principle was sustained by a combination of meta-analysis and structural equations showing better fit of unified versus diversified models of meta-analytic correlations between those criteria. Overall job attitude strongly predicted a higher-order behavioral construct, defined as desirable contributions made to one’s work role (r .59). Time-lagged data also supported this unified, attitude-engagement model.

Job stress, employee health, and organizational effectiveness: a facet analysis, model, and literature review

Abstract: Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.

Job satisfaction : how people feel about their jobs and how it affects their performance

Abstract: In this era of frequent corporate restructuring and rapid technological change, successful companies must have employees who are open to innovation and to changing roles, and are able to work together productively. Research shows that employees most likely to be adaptable, cooperative, and productive are those who are satisfied with their jobs. Therefore, it is essential that leaders of American business understand how to enhance job satisfaction within their organizations. In Job Satisfaction, top academic researchers in the field share state-of-the-art information on creating job satisfaction, its resulting benefits, and the risks of having too many employees who are dissatisfied with their jobs. As they show, job satisfaction is also an extremely useful predictor for management. An employee's level of job satisfaction is the single most important piece of data a manager or organizational psychologist can have to predict an employee's rate of absenteeism, decision to resign or retire, desire for union representation, or level of psychological withdrawal. Before they can enhance job satisfaction, managers must understand its components. Research demonstrates that an employee's level of satisfaction is based not only on events in the present and past, but also on his perceptions of the future. Foreseeing future opportunities for advancement, for increased pay, for participation in decision-making, or for networking lead to a high level of job satisfaction. In fact, the authors reveal, perceiving future opportunity can actually be more motivating than actually receiving a raise, getting promoted, or being given additional responsibilities. Job Satisfaction dispels the notion that jobstress necessarily leads to dissatisfaction, and shows how an organization should focus on increasing satisfaction rather than just reducing stress. It is especially important for managers to stimulate job satisfaction by improving their employees' sense of achievement through makin

Job Insecurity and Psychological Well-being: Review of the Literature and Exploration of Some Unresolved Issues

Abstract: Research on the psychological consequences of job insecurity is reviewed, showing that job insecurity reduces psychological well-being and job satisfaction, and increases psychosomatic complaints and physical strains. Next, three additional research questions are addressed, since these questions did not receive much attention in previous research. First, does the impact of job insecurity on workers differ according to their professional position, gender, and age? Second, how important is job insecurity compared to other stressors on the workfloor? Third, how important is job insecurity compared to the impact of unemployment? To analyse these issues, data were used from a Belgian plant, part of a European multinational company in the metalworking industry (N = 336). The results of this exploratory study showed that job insecurity was associated with lower well-being (score on the GHQ-12), after controlling for background variables, such as gender and age. A significant interaction with gender occurred, ind...