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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: Zhang et al. as mentioned in this paper investigated the relationship between job characteristics and organizational citizenship behavior (OCB) and found that job variety and job significance had a significant positive relationship with OCB, whereas job identity, job autonomy, job feedback, and job interdependence were not significantly related to OCB.
Abstract: Despite the numerous studies on the antecedents of organizational citizenship behavior (OCB), relatively few researchers have examined the effects of job characteristics on OCB. Our aims in this study were to investigate the relationship between job characteristics and OCB and to clarify the mediating effects of job satisfaction in 270 employees from 24 electronic companies. The results showed that job variety and job significance had a significant positive relationship with OCB, whereas job identity, job autonomy, job feedback, and job interdependence were not significantly related to OCB. Furthermore, job satisfaction, especially intrinsic satisfaction, was a mediating mechanism of the relationship between job variety, job significance, and OCB. Finally, extrinsic satisfaction did not mediate the relationship between job characteristics and OCB. This suggests that practicing managers should enrich job characteristics and place greater emphasis on enhancing employees’ intrinsic satisfaction to promote employees’ OCB.

170 citations

Journal ArticleDOI
TL;DR: The level of salary was not found to be a statistically significant factor in determining job satisfaction and the model presented had many statistically significant path coefficients including benefits, participation in decision making, education, routine, promotion, and opportunity for advancement outside their institution.
Abstract: Job satisfaction remains an important consideration for both employer and employee and, despite numerous investigations, many questions about it remain unanswered. Many research methodologies have been used with varying degrees of success. However, the trend is now away from simple correlational studies towards modelling techniques. Data from 221 female nurses working full-time in hospitals were collected using questionnaires delivered with monthly salary cheques. The model presented had many statistically significant path coefficients including (in order of size): benefits, participation in decision making, education, routine, promotion, and opportunity for advancement outside their institution. The level of salary was not found to be a statistically significant factor in determining job satisfaction.

170 citations

Journal ArticleDOI
TL;DR: The findings indicated that the C—JCL is reliable and valid for assessing psychosocial work conditions among Taiwanese workers, although further improvement is needed for the psychological demands subscale.
Abstract: The reliability and validity of four selected scales—namely, job control, psychological demands, supervisor support, and coworker support—from the Chinese Version of the Job Content Questionnaire (C—JCL) were studied in 551 male and 648 female workers in Taiwan. Cronbach’s alpha coefficients for job control, supervisor support, and coworker support were all above .80. Whereas it was .55 for psychological demands, indicating insufficient internal consistency for this subscale. Participants responded to questionnaire items relatively consistently over a 3-month period. Exploratory factor analyses disclosed 4 empirical factors, which corresponded closely with theoretical constructsofthe JCL.As predicted by the model, lowest levels of job satisfaction were found in workers in “iso-strain” category (i.e., high demands combined with low control and low social support). These findings indicated that the C—JCL is reliable and valid for assessing psychosocial work conditions among Taiwanese workers, although further improvement is needed for the psychological demands subscale.

170 citations

Journal ArticleDOI
TL;DR: Job satisfaction was significantly related to feeling integrated within the post-holder's own professional group and with immediate colleagues, feeling that the role had improved their career prospects, feeling adequately prepared and trained for the role, and working to protocol.
Abstract: BACKGROUND: Studies have suggested that job dissatisfaction is a major factor influencing nurses' and occupational therapists' intention to leave their profession. It has also been related to turnover of qualified nurses. However, literature relating to these factors among nurses and professions allied to medicine in innovative roles is scarce. AIMS: This paper considers the views of 452 nurses and 162 professionals allied to medicine (PAMs) in innovative roles, on job satisfaction, career development, intention to leave the profession and factors seen as hindering and enhancing effective working. METHODS: A self-completion questionnaire was developed as part of a larger study exploring new roles in practice (The ENRiP Study). FINDINGS: Overall there was a high level of job satisfaction in both groups (nurses and PAMs). Job satisfaction was significantly related to feeling integrated within the post-holder's own professional group and with immediate colleagues, feeling that the role had improved their career prospects, feeling adequately prepared and trained for the role, and working to protocol. Sixty-eight percent (n = 415) of respondents felt the role had enhanced their career prospects but over a quarter of respondents (n = 163; 27%) said they would leave their profession if they could. Low job satisfaction was significantly related to intention to leave the profession. CONCLUSIONS: The vast majority of post-holders in innovative roles felt that the role provided them with a sense of job satisfaction. However, it is essential that the post-holders feel adequately prepared to carry out the role and that the boundaries of their practice are well defined. Career progression and professional integration both being associated with job satisfaction.

170 citations

Journal ArticleDOI
TL;DR: Perceived job characteristics (especially autonomy and participatory leadership) are important determinants of job satisfaction, and neuroticism is an important determinant as well.
Abstract: Job satisfaction can be conceptualized as a function of situational conditions, personal characteristics, and interactions between both groups of variables. The authors compared the relative predictive power of these determinants in 3 samples of professionals (total N = 1,065). Perceived job characteristics (qualification possibilities, social support, stress, autonomy, participatory leadership) uniquely explained 7-22% of the variance in job satisfaction, and dispositional factors (Big Five, occupational self-efficacy, work centrality, mastery goals) uniquely explained 8-12% of the variance. Dispositional influences were partially mediated by perceived job characteristics. Interactions between situational and dispositional factors were of little significance. The authors concluded that perceived job characteristics (especially autonomy and participatory leadership) are important determinants of job satisfaction, and neuroticism is an important determinant as well. Highly educated professionals' job satis...

170 citations


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