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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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Journal ArticleDOI
TL;DR: A model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress was tested and support was found for the predictions.
Abstract: This study sought to understand how high involvement work processes (HIWP) are processed at the employee level. Using structural equation modeling techniques, the authors tested and supported a model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress. Furthermore, perceived organizational support (POS) was hypothesized to moderate the relationships between empowerment and these outcomes. With exception for the empowerment-job satisfaction association, support was found for our predictions. Future directions for research and the practical implications of our findings for both employees and organizations are discussed.

203 citations

Journal ArticleDOI
TL;DR: The authors found that an increase in job crafting at time 2 was predicted by need for positive self-image (Time 1), as well as by work experience (Time 2), and need for human connection was related to job crafting when self-efficacy was high.
Abstract: As a proactive behavior, job crafting refers to changes in the task (cognitive, and behavioral) and social boundaries at work. This article focuses on antecedents of job crafting and the development and validation of a job crafting scale. In Study 1 (N = 466), an exploratory factor analysis with one half of the sample (n = 233) and a confirmatory factor analysis with the other half (n = 233) supported a three-dimensional structure of job crafting (task crafting, relational crafting and cognitive crafting), and convergent as well as discriminant validity of job crafting, in relation to personal initiative and organizational citizenship behavior. In Study 2 (N = 118, two points of measurement), we cross-validated the measure and demonstrated that job crafting was related to, yet distinct from, taking charge. We found that an increase in job crafting at Time 2 was predicted by need for positive self-image (Time 1), as well as by work experience (Time 1). Need for human connection (Time 1) was related to job crafting at Time 2 when self-efficacy was high. Moreover, there was evidence that job crafting as self-oriented behavior related positively to person–job fit. Implications for future research are discussed.

203 citations

Journal ArticleDOI
TL;DR: The measurement of job satisfaction as a social indicator may have three roles: (1) to represent a valued product of society-a component of the psychological GNP; (2) to provide a monitoring and diagnostic aid for early warning of societal dislocations, policy or program failure, and slowly developing societal changes as mentioned in this paper.
Abstract: Conceptions of job satisfaction until very recently have been largely psychological and individualistic in orientation. Empirical studies have been confined to local situations or special populations with interpretive purposes reflecting the values of employed individuals or of their managers. However, if job satisfaction measures are to be useful in monitoring the quality of employment on a societal scale, it will be necessary to enlarge the perspective, to invoke some societal and political values, and to begin to treat job satisfaction in the context of a larger array of associated variables. The measurement of job satisfaction as a social indicator may have three roles: (1) to represent a valued product of society-a component of the psychological GNP; (2) to provide a monitoring and diagnostic aid for’ early warning of societal dislocations, policy or program failure, and slowly developing societal changes; and (3) to provide a significant component in the theories and models to be used in the formulation of social

203 citations

Journal Article
TL;DR: This article used the competing values framework as a tool to investigate the relationships between organizational culture and several important job related variables, and found that group cultural values are positively related to organizational commitment, job involvement, empowerment and job satisfaction, and negatively related to intent to turnover.
Abstract: This study uses the competing values framework as a tool to investigate the relationships between organizational culture and several important job related variables. The findings indicate that group cultural values are positively related to organizational commitment, job involvement, empowerment and job satisfaction, and negatively related to intent to turnover. While hierarchical cultural values are negatively related to organizational commitment, job involvement, empowerment and job satisfaction, and positively related to intent to turnover.

202 citations

Journal ArticleDOI
TL;DR: The authors extended social exchange theory to include perceptions of the total job situation and developed a model that positions job satisfaction as a mediator of the relationships between various internal and external antecedent variables, and three volitional workplace behaviours: citizenship behaviours, counterproductive workplace behaviours, and job withdrawal.
Abstract: Job satisfaction's position within the nomological network and the mechanism outlined by theories of social exchange suggest that job satisfaction functions as a mediator of the relationship between various antecedent variables and volitional workplace behaviours. We extend social exchange theory to include perceptions of the total job situation and develop a model that positions job satisfaction as a mediator of the relationships between various internal and external antecedent variables, and three volitional workplace behaviours: citizenship behaviours, counterproductive workplace behaviours, and job withdrawal. The fit of a fully mediated model is good and all four classes of antecedents (dispositions, workplace events, job characteristics, job opportunities) contributed uniquely to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedent-consequence relationships, although two important exceptions are evident. A direct link from pro-social disposition to OCBs, and a direct link and one from anti-social disposition to counterproductivity, suggest that job satisfaction does not fully moderate the relationships between dispositions and contextual behaviours.

202 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2023270
2022499
202152
202069
201968
2018146