Job attitude

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

The Influence of Manager Behavior on Nurses' Job Satisfaction, Productivity, and Commitment

Abstract: How do managers influence their nurses' job satisfaction, productivity, and commitment to the organization? The author discusses the findings of her study, drawing comparisons to other studies and suggesting implications for improving managerial supervision, organizational performance, and outcomes.

Productivity, counterproductivity and creativity: The ups and downs of job insecurity

Abstract: Organizations frequently downsize in the hopes of creating a ‘lean and mean’ company able to be flexible and quick to adapt to changing environmental needs. The purpose of the current research was to assess the effects of job insecurity on productivity, counterproductivity, and creativity in a simulated organizational environment and a field setting. In the first study, 104 non-traditional undergraduate students (M ¼ 30:48 years) participated in a laboratory experiment that manipulated the threat of lay-offs (job insecurity) and measured creativity and productivity over two time periods. Compared to control group participants, results indicate that participant productivity increased in the condition of higher levels of job insecurity, whereas creative problem solving decreased. In the second study, 144 employees in five organizations completed a survey measuring their job insecurity perceptions, enactment of counterproductive work behaviours, and creative problem-solving ability. Regression analyses indicate that job insecurity predicted lower creativity scores, yet was also related to lower numbers of counterproductive work behaviours. Taken together, these studies suggest that job insecurity may have adverse effects on creativity, yet moderately beneficial effects on productivity. Results are interpreted in light of the increasing prevalence of job insecurity and organizational downsizing in today’s workplace. Commercial rivalries around the globe, government deregulation of industry, and the ever-increasing pace of organizational technology change have led organizations worldwide to take extreme measures in order to remain competitive. Organizational restructuring in the form of corporate downsizing, mergers and acquisitions, plant closings, and workforce reorganizations affect millions of workers each year. According to the Society for Human Resource Management (2001), 43% of US organizations conducted employee lay-offs in 2000 and 2001, with corporate reductions averaging 10–13% of the workforce.

The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study

Abstract: Motivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened ‘decision space’ that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The study explored the effects of motivation and job satisfaction on turnover intention and how motivation and satisfaction can be improved by district health managers in order to increase retention of health workers. We conducted a cross-sectional survey in three districts of the Eastern Region in Ghana and interviewed 256 health workers from several staff categories (doctors, nursing professionals, allied health workers and pharmacists) on their intentions to leave their current health facilities as well as their perceptions on various aspects of motivation and job satisfaction. The effects of motivation and job satisfaction on turnover intention were explored through logistic regression analysis. Overall, 69% of the respondents reported to have turnover intentions. Motivation (OR = 0.74, 95% CI: 0.60 to 0.92) and job satisfaction (OR = 0.74, 95% CI: 0.57 to 0.96) were significantly associated with turnover intention and higher levels of both reduced the risk of health workers having this intention. The dimensions of motivation and job satisfaction significantly associated with turnover intention included career development (OR = 0.56, 95% CI: 0.36 to 0.86), workload (OR = 0.58, 95% CI: 0.34 to 0.99), management (OR = 0.51. 95% CI: 0.30 to 0.84), organizational commitment (OR = 0.36, 95% CI: 0.19 to 0.66), and burnout (OR = 0.59, 95% CI: 0.39 to 0.91). Our findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover. Therefore, it is worth strengthening human resource management skills at district level and supporting district health managers to implement retention strategies.

Psychological contract breach as a source of strain for employees

Abstract: The present study investigated the role of psychological contract breach in employees' experience of emotional exhaustion and job dissatisfaction. Employees (N = 161) from a large financial corporation completed questionnaires assessing work-related attitudes and behaviors. Fulfillment of organizational obligations predicted both emotional exhaustion and job satisfaction, and job demands predicted only emotional exhaustion. Supervisory support and control did not predict emotional exhaustion or job satisfaction when controlling for fulfillment of organizational obligations and job demands. The results suggest that psychological contract breach contributes to employee experience of job strain.

Interactive effects of perceived control and job stressors on affective reactions and health outcomes for clerical workers

Abstract: Karasek's (1979) hypothesis that perceived control interacts with various job stressors in affecting employee satisfaction and health was tested. It was proposed that high levels of perceived stress would only be associated with poor health and negative affect in the presence of low control. One hundred and thirty-six clerical workers at a major US university completed questionnaries containing the measures of interest. The results of regression analyses failed to support the interaction hypothesis. However, measures related to both control and job stressors were found to correlate with satisfaction and health outcomes, as has been found in prior research. Limitations of the self-report and correlational methodology are discussed.