Job attitude

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

Job demands–resources model in the context of recovery: Testing recovery experiences as mediators

Abstract: The aim of the present study was to extend the original Job Demands– Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R model.

The Influence of Individual, Job, and Organizational Characteristics on Correctional Staff Job Stress, Job Satisfaction, and Organizational Commitment

Abstract: As staff performance is vital to the survival of correctional institutions, much empirical attention has been paid to studying the causes and consequences of their attitudes and behaviors. The current study adds to this body of knowledge by examining the factors that explain three central occupational attitudes—job stress, job satisfaction, and organizational commitment. More specifically, using survey data collected from a large county correctional system in Orlando, Florida, this research assesses the impact of key demographic, job, and organizational characteristics within and across jail staff attitudes toward job stress, job satisfaction, and organizational commitment. This article finds that the more powerful predictors of each of these attitudes are job and organizational characteristics. Among the dependent variables, job stress has an inverse relationship with job satisfaction, and job satisfaction had a powerful positive association with organizational commitment.

Linking the practice environment to nurses' job satisfaction through nurse-physician communication.

Abstract: Purpose: To investigate direct and indirect relationships among the practice environment, nurse-physician (RN-MD) communication, and job satisfaction, as is posited in the nursing role effectiveness model (NREM) Design: Survey Methods: Surveys were sent to a random sample of 500 hospital nurses throughout Michigan, and 332 (66%) responded Main study instruments were the Conditions for Work Effectiveness Questionnaire-II (CWEQ-II), the Practice Environment Scale of the Nursing Work Index (PES-NWI), the ICU Nurse-Physician Questionnaire, and the Index of Work Satisfaction (IWS), Part B Inferential statistical tests included multiple regression, t tests, and one-way analysis of variance Findings: Practice environment (PES-NWI) and empowerment (CWEQ-II) scales explained 20% of the variance in RN-MD communication The combination of both environment scales (PES-NWI and CWEQ-II) and RN-MD communication explained 61% of the variance in nursing job satisfaction scores RN-MD communication was also a significant mediating variable in the relationship between structure (practice environment and empowerment scales) and outcome (nursing job satisfaction) Conclusions: Factors in the practice environment contributed both directly to nursing job satisfaction and also indirectly through RN-MD communication Study findings showed that a practice environment favorable to nurses improved both nurses' perceptions of their communications with physicians and their job satisfaction