Job attitude

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

Types of Workplace Social Support in the Prediction of Job Satisfaction

Abstract: Research on social support and job satisfaction has yielded mixed results, partly because studies have rarely examined different types of workplace social support, such as collegial support, task support, coaching, and career mentoring. This study identified the relative contributions of different types of social support to job satisfaction and explored the relationship between social support and job tenure. Overall, social support accounted for approximately 17% of the variance in job satisfaction and 9% of the variance in job tenure. Career mentoring and task support were the types of social support most predictive of job satisfaction. Coaching and task support were the types of social support most predictive of job tenure.

Associations between quantitative and qualitative job insecurity and well-being : A Test in Belgian banks

Abstract: Most studies on the relationship between job insecurity and well-being have focused on the effects of employees' overall concerns about the continued existence of the job as such (quantitative job ...

How retirees work: predictors of different types of bridge employment†

Abstract: Employment after retirement, known as bridge employment, is expected to occur more frequently because the baby boom generation will increase the number of retirees. Little is known about which employees will obtain which type of bridge employment when they retire, even though it has important implications. The present study examined work-related attitudes, job characteristics, and work-related accomplishments of 171 retirees in order to predict whether they would fully retire or take one of two types of bridge jobs after retirement: Career-consistent bridge jobs or bridge jobs in fields different from their original career. Continuity theory of retirement helped predict post-retirement employment type. Retirees who had skills specifically related to their career job were more likely to work in a career-related bridge job than either to fully retire or to take a bridge job that was not related to their careers; retirees who formerly held career jobs with intrinsically motivating job characteristics were more likely to take a career-related bridge job than to retire fully, and retirees who had experienced work strain in their career job were more likely to take a bridge job not related to their former career than to take a career bridge job. Copyright © 2008 John Wiley & Sons, Ltd.

Burnout and job satisfaction among student support services personnel

Abstract: This study measured burnout and job satisfaction among Student Support Services personnel (SSSP). In it, the researchers used the Maslach Burnout Inventory (MBI) to measure emotional exhaustion, depersonalization, and personal accomplishment. Job satisfaction was measured using the Job Satisfaction Scale (JSS), which examined intrinsic, organizational, and salary and promotion. The study correlated three components of burnout with the total mean on job satisfaction. Burnout levels were compared to national norms. Two-hundred fifty individuals were randomly selected from 1,702 SSSP. This yielded 166 usable surveys, for a response rate of 66 percent. Results, using the Spearman rho and rank transformation regression analysis, were significant. Findings disclosed a significant negative relationship between emotional exhaustion and total job satisfaction, a significant positive relationship between personal accomplishment and total job satisfaction, and an overall significant relationship between the three components of burnout and total job satisfaction.

Gender differences in job satisfaction.

Abstract: The competing hypotheses of socialization, structural, and social role theories were used to investigate the possible existence of gender differences in job satisfaction. The hypotheses were tested in a sample of over 13,000 U.S. employees from approximately 130 organizations and divisions across a variety of industries. The organizations were clients of a North American-based management consulting company. T tests and effect sizes were calculated to test for the possible existence of group differences in job satisfaction between women and men in both clerical and managerial positions. The results indicate support for structural theory, some support for social role theory, and a lack of support for socialization theory. An important finding is that U.S. women and men in management apparently did not differ from one another in their sources of satisfaction at work.