Topic
Job attitude
About: Job attitude is a research topic. Over the lifetime, 15268 publications have been published within this topic receiving 668786 citations.
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Papers
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TL;DR: Investigation of the role of full-time employees' perceived job security in explaining their reactions to the use of temporary workers found that employees' job security moderated the relationships between benefit and threat perceptions and supervisor ratings of job performance.
Abstract: On the basis of psychological contract and social cognition theories, the authors explored the role of full-time employees' perceived job security in explaining their reactions to the use of temporary workers by using a sample of 149 full-time employees who worked with temporaries. As hypothesized, employees' perceived job security negatively related to their perceptions that temporaries pose a threat to their jobs, but it did not relate to their perceptions that temporaries are beneficial. Furthermore, employees' job security moderated the relationships between benefit and threat perceptions and supervisor ratings of job performance. For those with high job security, there was a positive relationship between benefit perceptions and performance. For those with low job security, there was a negative relationship between threat perceptions and performance.
234 citations
TL;DR: In this paper, the concept of task interdependence was developed and integrated in the blackman and Oldham [1976] theory of job design to differentiate between initiated and received task interdependent according to the direction of workflow in relation to the job incumbent.
Abstract: In this article I develop the concept of task interdependence and integrate it in the blackman and Oldham [1976] theory of job design. I differentiate between initiated and received task interdependence according to the direction of workflow in relation to the job incumbent. Each of these dimensions includes the elements of scope, resources, and criticality. Experienced responsibility for one's own work outcomes is differentiated from experienced responsibility for dependents' work outcomes. Testable hypotheses derived from the elaborated theory are set forth.
234 citations
TL;DR: It was found that work engagement mediated the interaction effect of job insecurity and organizational justice on job performance, and it was revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low.
Abstract: Organizational justice has been shown to play an important role in employees’ affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees’ performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low
234 citations
TL;DR: In this article, the moderating roles of gender and organization level in the relationship between role stress and job satisfaction for hotel employees were investigated. But the effect of role stress on job satisfaction is significantly stronger for female employees and supervisory employees than male employees and non-supervisory employees.
233 citations
TL;DR: A satisfying work environment for nurses is related to structural and psychological empowerment in the workplace, which could lead to nurse retention and positive organisational and patient outcomes.
Abstract: Aims
This systematic review aimed to synthesize and analyse the studies that examined the relationship between nurse empowerment and job satisfaction in the nursing work environment.
Background
Job dissatisfaction in the nursing work environment is the primary cause of nursing turnover. Job satisfaction has been linked to a high level of empowerment in nurses.
Evaluation
We reviewed 596 articles, written in English, that examined the relationship between structural empowerment, psychological empowerment and nurses' job satisfaction. Twelve articles were included in the final analysis.
Key issue
A significant positive relation was found between empowerment and nurses' job satisfaction. Structural empowerment and psychological empowerment affect job satisfaction differently.
Conclusion
A satisfying work environment for nurses is related to structural and psychological empowerment in the workplace. Structural empowerment is an antecedent of psychological empowerment and this relationship culminates in positive retention outcomes such as job satisfaction.
Implication for nursing management
This review could be useful for guiding leaders' strategies to develop and maintain an empowering work environment that enhances job satisfaction. This could lead to nurse retention and positive organisational and patient outcomes.
233 citations