Job attitude

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

'Taking a sickie': Job satisfaction and job involvement as interactive predictors of absenteeism in a public organization

Abstract: Correlations between absenteeism and work attitudes such as job satisfaction have often been found to be disappointingly weak. As prior work reveals, this might be due to ignoring interactive effects of attitudes with different attitude targets (e.g. job involvement and organizational commitment). Drawing on basic principles in personality research and insights about the situational variability of job satisfaction judgments, we proposed that similar interactions should be present also for attitudes with the same target. More specifically, it was predicted that job involvement affects absenteeism more if job satisfaction is low as this indicates a situation with weak constraints. Both attitudes were assessed in a sample of 436 employees working in a large civil service organization, and two indexes of absence data (frequency and time lost) were drawn from personnel records covering a 12-month period following the survey. Whereas simple correlations were not significant, a moderated regression documented that the hypothesized interaction was significant for both indicators of absence behaviour. As a range of controls (e.g. age, gender, job level) were accounted for, these findings lend strong support to the importance of this new, specific form of attitude interaction. Thus, we encourage researchers not only to consider interactions of attitudes with a different focus (e.g. job vs. organization) but also interactions between job involvement and job satisfaction as this will yield new insights into the complex function of attitudes in influencing absenteeism. © 2007 The British Psychological Society.

Predictors of job satisfaction and absenteeism in two samples of Hong Kong nurses.

Abstract: Background. Stress-related outcomes of job satisfaction and absenteeism among nurses should receive more attention in Hong Kong because absenteeism is costly. Many nurses' complaints are due to organizational change in privatization since the establishment of the Hong Kong Hospital Authority in 1991. Organizational climate is found to be an antecedent of job dissatisfaction and absenteeism in many studies in western societies. Aim. To investigate the role of organizational climate and psychological distress on job satisfaction; and the role of climate, distress and job satisfaction on absenteeism in Hong Kong nurses, while controlling for demographic variables. Methods. A self-administered questionnaire survey method was used to collect data from two samples of nurses within a 8-month period. They are, respectively, 144 (74 general nurses, 70 psychiatric nurses; 47 males, 97 females) and 114 (85 general nurses, 29 psychiatric nurses; 17 males, 97 females) nurses. Results. Multiple regression analyses revealed that occupational type (psychiatric/general), environment (the physical conditions in the work area) and psychological distress were significant predictors of job satisfaction for sample 1; and well-being (social relations, welfare and health issues) was the only significant predictor of job satisfaction for sample 2. However, age, involvement (the degree of commitment displayed towards employees by the organization), psychological distress and job satisfaction were significant predictors of absenteeism for sample 1; and occupational type, organization (the interaction between the worker and the organization), and involvement were significant predictors of absenteeism for sample 2. Conclusions. The empirical findings provide support for the climate–job satisfaction and climate– absenteeism relationships. Psychological distress could be an antecedent of job satisfaction; and job satisfaction could be an antecedent of absenteeism. Certain climate dimensions should be improved to enhance job satisfaction and reduce distress, which in turn will reduce absenteeism.

Facet importance and job satisfaction.

Abstract: Two hypotheses concerning the moderating effects of facet importance were derived from Locke's (1969,1976) theory of job satisfaction. Questionnaire data concerning 12 job facets were collected from 97 working college students holding diverse jobs in different organizations. Moderated regression analyses of facet satisfaction showed facet importance to be a significant moderator for 9 of the 12 job facets. As hypothesized, the relationship between facet amount and facet satisfaction was generally stronger among respondents placing high importance on the job facet than among respondents placing low importance on it. Moderated regression analyses of overall job satisfaction showed facet importance to be a nonsignificant moderator for 11 job facets. As hypothesized, the relationship between facet satisfaction and overall job satisfaction generally did not change significantly as a function of facet importance. Discussion is focused on the need to recognize when facet importance plays a moderator role and when it does not. Also discussed is the relative usefulness of seven self-report procedures for measuring facet importance.

Determinants of job mobility: A theoretical integration and extension

Abstract: The goals of this paper are to conceptually integrate and extend the diverse literature on job mobility. We introduce a multi-level theoretical framework that describes how individuals' job mobility unfolds. Three theoretical perspectives inform this framework. The structural perspective suggests that macro-level factors (e.g. economic conditions and industry differences) determine the opportunity structure of job mobility in the labour market. The individual difference perspective suggests that dispositional attributes affect a person's preferences for and subsequent behaviours associated with job mobility. The decisional perspective, grounded in the theory of planned behaviour (Ajzen, 1991), suggests that decisions to engage in job mobility are based on the evaluation of three factors: subjective norms, the desirability of the mobility option and individuals' readiness for change. The article concludes with a discussion of the multi-level nature of determinants of job mobility and directions for future research.

The Interactive Effects of Recruitment Practices and Product Awareness on Job Seekers’ Employer Knowledge and Application Behaviors

Abstract: In this article, the author draws on research from the literature on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers' application behaviors through 3 aspects of job seekers' employer knowledge. Based on results from a within-subject design with data from 123 recruiting companies and 456 student job seekers, the author's findings suggest that the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low. In contrast, high-information recruitment practices are related to job seekers' application behaviors through employer reputation and job information when product awareness is high.