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: The authors examined subjective and objective forms of underemployment and empirically examined their relationship to job satisfaction using 256 non-academic university employees and found moderate to strong negative relationships with satisfaction while objective measures were unrelated to satisfaction.
156 citations
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TL;DR: In this article, the authors present and test a model of behavioral job outcomes grounded in Bagozzi's (1992) reformulation of attitude theory in the important and novel context of a former public sector government department that has undergone corporatisation.
Abstract: We present and test a model of behavioural job outcomes grounded in Bagozzi's (1992) reformulation of attitude theory in the important and novel context of a former public sector government department that has undergone corporatisation. Frontline employees (FLEs) completed a self‐administered questionnaire on how factors characterising management commitment to service quality (MCSQ) affect their job satisfaction and organisational commitment, and how these job attitudes impact service recovery performance and turnover intentions. Data obtained from the FLEs were analysed using the SEM‐based Partial Least Squares (PLS) methodology. Results suggest there is a significant influence of MCSQ on job attitudes, which in turn influence service recovery performance and turnover intentions. Implications of the results and further research directions are discussed.
156 citations
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TL;DR: Assessment of job satisfaction and job stress among correctional nurses found that correctional nurses' expectations about job satisfaction were influenced by pay and autonomy, which was consistent with studies of hospital nurses.
Abstract: Stamps and Piedmonte's Index of Work Satisfaction and Harris's Nurse Stress Index were completed by 287 registered nurses employed in state prison health care facilities in order to assess job satisfaction and job stress among correctional nurses. Correctional nurses' expectations about job satisfaction were influenced by pay and autonomy. This finding was consistent with studies of hospital nurses. Important sources of job satisfaction were professional status and interaction with employees. Analysis of differences between expectations and sources of job satisfaction may provide understanding of career benefits and sources of dissatisfaction. Time pressures and organizational support and involvement were sources of stress. Multivariate analyses showed an inverse relationship between stress and job satisfaction. Information about job satisfaction and work stress and their correlates may be used to develop strategies to improve the recruitment and retention of correctional nurses.
156 citations
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TL;DR: A conceptual framework for the determinants of organizational turnover which identifies five panels of variables (job properties, affective/attitudinal reactions, intentions to leave/stay, job search behavior, and turnover occurrences) is presented in this article.
155 citations
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TL;DR: This article examined job mobility as a function of congruence between individuals' abilities and their job's complexity, and the direction of mismatch between ability and job complexity was hypothesized to predict direction of change in job complexity over time.
Abstract: The study examines job mobility as a function of congruence between individuals' abilities and their job's complexity. The gravitational hypothesis (McCormick, DeNisi, & Staw, 1979; McCormick, Jeanneret, & Mecham, 1972), a keystone of this objective, posits that individuals will sort into jobs that are commensurate with their ability level. This study used various analytical techniques to examine the relationship between ability, person-job fit, and occupational mobility. First, the gravitational hypothesis was tested. Second, the direction of mismatch between ability and job complexity was hypothesized to predict direction of change in job complexity over time. Two national, longitudinal databases, the National Longitudinal Study of the Class of 1972 (NLS-72) and the National Longitudinal Survey of Labor Market Experience-Youth Cohort (NLSY), were used to test these relationships. Results were supportive in both the NLS-72 and the NLSY. Additional analyses examined the difference between measures of objective job complexity and subjective job complexity (Gerhart, 1988) for the gravitational process and the difference in employer- and employee-initiated job changes. These results have implications for employers, vocational counselors and job applicants. Suggestions for improving the ability-job complexity match are provided.
155 citations