Job attitude

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

Predicting employee engagement in an age‐diverse retail workforce

Abstract: The news that the early retirement trend has been reversed and current older workers plan to work past conventional retirement ages has been widely heralded. Managers have been encouraged to make adjustments to differences in job conditions that are important to older workers. We use social exchange theory and the norm of reciprocity as a framework for examining six dimensions of job quality for their impact on employee engagement among several groups of older and younger workers at different points in the cycle of their careers in a large retail setting. Employees (N = 6047) were surveyed as part of a large-scale research project. Exploratory factor analyses identified commonalities among 27 job quality variables and four reliable factors. Regression analyses estimated the relationship between four job conditions and employee engagement. Although the relative weights of the factors differed by career stage, the same factors: (1) Supervisor Support and Recognition; (2) Schedule Satisfaction; and (3) Job Clarity were significant predictors of employee engagement for all age groups; (4) Career Development was a predictor for all but the retirement-eligible employees. Findings reveal the importance of recognizing age diversity among both young and old employees. Both theoretical and practical implications are discussed. Copyright © 2010 John Wiley & Sons, Ltd.

Survivor reactions to organizational downsizing: Does time ease the pain?

Abstract: The present study used work role transitions theory as a guiding framework for examining changes in survivors' attitudes following an organizational downsizing. A total of 106 managers experiencing a downsizing provided data regarding organizational commitment, turnover intentions, job involvement, role clarity, role overload, satisfaction with top management, and satisfaction with job security at three different times. Although the results generally indicated that downsizing had a significant impact on work attitudes, that the impact varied over time, and that the initial impact was generally negative; different patterns of results among the job attitudes studied were also observed. For example, satisfaction with top management increased across time, while job involvement decreased. Findings also indicated that changes in role clarity, role overload, satisfaction with top management, and satisfaction with job security were significantly related to changes in organizational commitment and turnover intentions. Changes in job involvement also moderated several relationships such that there was a stronger relationship between the independent variable and the outcome variable when job involvement was higher than when job involvement was lower. Theoretical and practical implications of the findings and directions for future research are discussed.

Ethical leadership: meta-analytic evidence of criterion-related and incremental validity.

Abstract: This study examines the criterion-related and incremental validity of ethical leadership (EL) with meta-analytic data. Across 101 samples published over the last 15 years (N = 29,620), we observed that EL demonstrated acceptable criterion-related validity with variables that tap followers' job attitudes, job performance, and evaluations of their leaders. Further, followers' trust in the leader mediated the relationships of EL with job attitudes and performance. In terms of incremental validity, we found that EL significantly, albeit weakly in some cases, predicted task performance, citizenship behavior, and counterproductive work behavior-even after controlling for the effects of such variables as transformational leadership, use of contingent rewards, management by exception, interactional fairness, and destructive leadership. The article concludes with a discussion of ways to strengthen the incremental validity of EL. (PsycINFO Database Record

Human resource management practices and workers' job satisfaction

Abstract: Purpose – The purpose of this paper is to investigate the relationship between human resource management (HRM) practices and workers' overall job satisfaction and their satisfaction with pay.Design/methodology/approach – The paper uses British data from two different cross‐sectional datasets. It estimates probit models with overall job satisfaction and satisfaction with pay as subjective dependent variables.Findings – After controlling for personal, job and firm characteristics, it is found that several HRM practices raise workers' overall job satisfaction and their satisfaction with pay. However, these effects are only significant for non‐union members. Satisfaction with pay is higher where performance‐related pay and seniority‐based reward systems are in place. A pay structure that is perceived to be unequal is associated with a substantial reduction in both non‐union members' overall job satisfaction and their satisfaction with pay. Although HRM practices can raise workers' job satisfaction, if workpla...

Individual differences and reactions to job characteristics.

Abstract: Three different methods of measuring individual differences were evaluated as moderators of employee reactions to job characteristics. The three methods are urban versus rural background, strong versus weak belief in the Protestant Work Ethic, and high versus low strength for "higher order" needs. Each of these three methods was used as a moderator of the relationships between job characteristics on the one hand, and specific job facet satisfaction, overall job satisfaction, and job behavior on the other hand. Based on the job satisfaction results, higher order need strength is the most useful way to measure this type of individual difference, followed by the Protestant Work Ethic, and lastly by urban versus rural background of the worker. There were no differences among the three individual differences as moderators of the job characteristics and job behavior relationship. Although certain job characteristics tend to be more satisfying to employees than others, there are wide individual differences in reactions to them. This research is an examination of three different methods for measuring individual differences relevant for employee reactions to job characteristics. The three methods are (a) urban versus rural worker background (Hulin & Blood, 1968), (b) strong versus weak belief in the Protestant Work Ethic (Blood, 1969), and (c) high versus low desire for "higher order need satisfaction" (Hackman & Lawler, 1971). The framework for comparison among the three individual differences concerns how well each moderates the relationship between the presence of certain job characteristics and reactions to these characteristics.