Job attitude

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

The Impact of Job Characteristics on Correctional Staff Members

Abstract: The job characteristics of job stress, supervision, job variety, and job autonomy have been theorized to affect the job satisfaction and organizational commitment of correctional staff members. Most of the research to date has focused on the impact of these variables on job satisfaction, with little attention being paid to organizational commitment. To determine the effects of these job characteristics on correctional staff members’ job satisfaction and organizational commitment, data from a survey of 272 employees at a midwestern correctional facility were examined using ordinary least squares regression. All four job characteristics had significant effects on correctional staff members’ job satisfaction. Only job stress and supervision had statistically significant effects on organizational commitment. Moreover, job satisfaction had the greatest effect on correctional staff members’ organizational commitment. Additionally, the effects of the job characteristics differed among various groups of correctio...

Your Money or Your Life: Changing Job Quality in OECD Countries

Abstract: Job quality may usefully be thought of as depending on both job values (how much workers care about different job outcomes) and the job outcomes themselves. Here both cross-section and panel data are used to examine changes in job quality in OECD countries over the 1990s. Despite rising wages and falling hours, overall job satisfaction is either stable or declining. These movements are not due to changes in the type of workers, nor to changes in their job values. A number of pieces of evidence point to stress and hard work as being strong candidates for what has gone wrong with employees’ jobs. We find evidence of increasing inequality in a number of job outcomes. Some groups of workers have done better than others: the young and the higher-educated have been insulated against downward movements in job quality, and there is tentative evidence that trade unions may have protected their members against adverse job outcomes.

Personal characteristics and job satisfaction of Greek teachers

Abstract: The purpose of this study was to examine the level of job satisfaction experienced by a sample of Greek teachers and to examine the relationship between personal characteristics and specific aspects of job satisfaction. The sample consisted of 354 teachers, 28 to 59 years of age, from 40 state schools. The results of the present study suggest that teachers were satisfied with the job itself and supervision, whereas they were dissatisfied with pay and promotional opportunities. The results of standard multiple regression showed that certain personal characteristics (e.g. gender, age, etc.) were significant predictors of different aspects of job satisfaction. Variables other than the personal characteristics, such as organizational variables, should be included in future research in order to explain better the teachers’ job satisfaction.

Joint relation of experience and ability with job performance: Test of three hypotheses.

Abstract: Data from four different jobs (TV = 1,474) were used to evaluate three hypotheses of the joint relation of job experience and general mental ability to job performance as measured by (a) work sample measures, (b) job knowledge measures, and (c) supervisory ratings of job performance. The divergence hypothesis predicts an increasing difference and the convergence hypothesis predicts a decreasing difference in the job performance of highand low-mental-ability employees as employees gain increasing experience on the job. The noninteractive hypothesis, by contrast, predicts that the performance difference will be constant over time. For all three measures of job performance, results supported the noninteractive hypothesis. Also, consistent with the noninteractive hypothesis, correlational analyses showed essentially constant validities for general mental ability (measured earlier) out to 5 years of experience on the job. In addition to their theoretical implications, these findings have an important practical implication: They indicate that the concerns that employment test validities may decrease over time, complicating estimates of selection utility, are probably unwarranted.