Topic
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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TL;DR: This study evaluated the potential positive effects of stressors on job performance by examining the shape of the relation between stressors and job performance in a demographically and organizationally heterogeneous group from the Detroit area.
Abstract: This study evaluated the potential positive effects of stressors on job performance by examining the shape of the relation between stressors and job performance. The 281 respondents were a demographically and organizationally heterogeneous group from the Detroit area, who were employed during the study. They were given four structured in-home interviews, approximately 6 weeks apart, over a period of 18 weeks. Interviews were also conducted with a significant other, nonminated by each respondent from work life. Stressors examined were role ambiguity, role conflict, and job insecurity. Strains, also examined as potential stressors, were job dissatisfaction, anxiety, depression, and anger. Technical and social aspects of respondents' job performance were measured separately, as were absenteeism and tardiness. All zero-order Pearson correlations were either statistically significant and in predicted directions or essentially zero. All relationships were monotonic, suggesting that, for these stressors, their optimal amounts are generally zero. Results are discussed in terms of arousal and activation, information-processing, and expectancy theory.
179 citations
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TL;DR: Empirical analysis showed that empowerment mediated the effect of transformational leadership on the job satisfaction in nursing staff, indicating that Employee empowerment not only is indispensable for enhancing job satisfaction but also mediates the relationship betweentransformational leadership and job satisfaction among nursing staff.
Abstract: Recent studies have revealed that nursing staff turnover remains a major problem in emerging economies. In particular, nursing staff turnover in Malaysia remains high due to a lack of job satisfaction. Despite a shortage of healthcare staff, the Malaysian government plans to create 181 000 new healthcare jobs by 2020 through the Economic Transformation Programme (ETP). This study investigated the causal relationships among perceived transformational leadership, empowerment, and job satisfaction among nurses and medical assistants in two selected large private and public hospitals in Malaysia. This study also explored the mediating effect of empowerment between transformational leadership and job satisfaction. This study used a survey to collect data from 200 nursing staff, i.e., nurses and medical assistants, employed by a large private hospital and a public hospital in Malaysia. Respondents were asked to answer 5-point Likert scale questions regarding transformational leadership, employee empowerment, and job satisfaction. Partial least squares-structural equation modeling (PLS-SEM) was used to analyze the measurement models and to estimate parameters in a path model. Statistical analysis was performed to examine whether empowerment mediated the relationship between transformational leadership and job satisfaction. This analysis showed that empowerment mediated the effect of transformational leadership on the job satisfaction in nursing staff. Employee empowerment not only is indispensable for enhancing job satisfaction but also mediates the relationship between transformational leadership and job satisfaction among nursing staff. The results of this research contribute to the literature on job satisfaction in healthcare industries by enhancing the understanding of the influences of empowerment and transformational leadership on job satisfaction among nursing staff. This study offers important policy insight for healthcare managers who seek to increase job satisfaction among their nursing staff.
179 citations
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TL;DR: In this paper, the authors examined the relationship between job stress and job performance on bank employees of banking sector in Pakistan and found that job stress significantly reduce the performance of an individual.
Abstract: Bankers are under a great deal of stress and due to many antecedents of stress such as Overload, Role ambiguity, Role conflict, Responsibility for people, Participation, Lack of feedback, Keeping up with rapid technological change. Being in an innovative role, Career development, Organizational structure and climate, and Recent episodic events. One of the affected outcomes of stress is on job performance. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study tests the purpose model in relation of job stress and its impact on job performance by using (n=144) data of graduate, senior employees including managers and customers services officers of well reputed growing bank in Pakistan. The data obtained through questioners was analyzed by statistical test correlation and regression and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduce the performance of an individual. The results suggest that organization should facilitate supportive culture within the working atmosphere of the organization.
179 citations
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TL;DR: In this paper, the authors investigate explanations for job satisfaction and dissatisfaction in higher education using content analytical methodologies and find that teaching and research-related activities contribute significantly to both job satisfaction, and that several miscellaneous dimensions of the jobs of the workers, such as relative job security and changes in university funding mechanisms, contribute to job satisfaction or dissatisfaction.
Abstract: Several articles have reported and discussed the job satisfaction and dissatisfaction of workers in miscellaneous organizations. However, very few empirically‐supported explanations have been given to explain job satisfaction or dissatisfaction. Probes into explanations for job satisfaction and dissatisfaction in higher education using content analytical methodologies. Finds that teaching and research‐related activities contribute significantly to both job satisfaction and dissatisfaction of university teachers. Finds also that several miscellaneous dimensions of the jobs of the workers, such as relative job security and changes in university funding mechanisms, contribute to satisfaction and dissatisfaction respectively. Discusses these findings in the light of the two‐factor theory and the situational occurrences theory of job satisfaction.
179 citations
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TL;DR: In this paper, the authors conducted a survey and took a sample of 200 employees and found that job satisfaction, job performance and leader membership exchange had a direct negative influence on the turnover intention.
Abstract: Turnover is a painful issue in the organizations, in the world of tough competition the organizations try to minimize their turnover ratio and save their cost, turnover cost consists of hiring, recruiting and selecting the employees. The purpose of current study to is to know the effect of some of the factors which affect the turnover intention of employees. We find the impact of organizational commitment, emotional intelligence, leader membership exchange, job performance and job satisfaction on turnover intention. We conducted a survey and took a sample of 200 employees. We used questionnaire method to collect information from the respondents. By using linear regression analysis method we found that Job satisfaction, job performance and leader membership exchange has a direct negative influence on the turnover intention. The results provide understanding that how these variables affect the turnover inten tion and how to reduce turnover rate.
178 citations