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: Richer et al. as discussed by the authors tested general causality orientation, specifically autonomy and control orientation, as a predictor of self-determined work motivation, which in turn was expected to predict job satisfaction and identification commitment as job outcomes.
153 citations
TL;DR: In this article, the impact of employee empowerment on job satisfaction was examined by taking these two dimensions into consideration as a whole and separately, and the findings suggest that the most positive aspects related to job satisfaction are relations with the colleagues and physical conditions, while the most negative aspect is the wage issue.
Abstract: Purpose – The main objective of this study is to determine the impact of employee empowerment on job satisfaction. To serve this purpose, empowerment is taken into consideration as two dimensions – i.e. behavioral and psychological – and the effect of employee empowerment on the level of job satisfaction was examined by taking these two dimensions into consideration as a whole and separately.Design/methodology/approach – A questionnaire was employed in order to collect data on job satisfaction as well as behavioral and psychological empowerment. The data collected were analyzed through correlation and regression analyses. The study covered 1,854 participants employed at five‐star hotels in Turkey.Findings – The findings suggest that the most positive aspects related to job satisfaction are relations with the colleagues and physical conditions, while the most negative aspect is the wage issue, i.e. unfair payment. Furthermore, correlation and regression analyses indicate that psychological and behavioral e...
153 citations
TL;DR: Model tests using structural equation modeling showed that 2 resource-enriching job characteristics, job-school congruence and job control, were positively related to work-school facilitation (WSF), and two resource-depleting job characteristics were positive related toWork-school conflict (WSC), and job Control was negatively related to WSC.
Abstract: The processes linking job characteristics to school performance and satisfaction in a sample of 253 full-time college students were examined from 2 role theory perspectives, 1 of which emphasized resource scarcity and the other resource expansion. Model tests using structural equation modeling showed that 2 resource-enriching job characteristics, job-school congruence and job control, were positively related to work-school facilitation (WSF). Two resource-depleting job characteristics, job demands and work hours, were positively related to work-school conflict (WSC), and job control was negatively related to WSC. In turn, WSF was positively related to school performance and satisfaction, and WSC was negatively related to school performance. Both WSF and WSC mediated the relationship between the job characteristics and school outcomes. There was no evidence of interactive effects between enriching and depleting job characteristics on interrole processes.
153 citations
TL;DR: This paper explored the hypothesis that cultural values moderate employee reactions to job insecurity and found that employees with collectivist cultural values were more negatively affected by the perception of job insecurity than their individualist counterparts.
Abstract: Cette recherche part de l’hypothese que les valeurs culturelles sont l’un des determinants des reactions des salaries face a l’insecurite professionnelle. Dans la premiere investigation, les valeurs culturelles ont ete apprehendees au niveau de l’individu a partir des reponses de 141 salaries de diverses origines ethniques appartenant a une grande entreprise agro-alimentaire americaine qui reduisait ses effectifs. Les repondants ont rempli des questionnaires evaluant leurs valeurs culturelles, leur perception de la securite au travail, leurs attitudes professionnelles, leurs reactions affectives vis-a-vis de la reduction des effectifs et leur niveau de stress lie au travail. Les resultats ont montre que le sentiment d’insecurite professionnelle avait un impact generalement negatif sur les employes. Toutefois, les salaries presentant des valeurs culturelles communautaires ressentaient plus negativement que leurs homologues individualistes le sentiment d’insecurite professionnelle. Dans le second volet de la recherche, la culture a ete definie au niveau national. On a propose aux salaries de sept organisations, quatre chinoises et trois americaines, de remplir des questionnaires appreciant leurs reactions a leur perception de l’insecurite professionnelle. Il apparut que les Chinois (mentalite communautaire) reagissaient plus negativement que les Americains individualistes face a la menace constituee par l’insecurite professionnelle. Les resultats sont analyses a la lumiere du developpement de pratiques organisationnelles qui comprennent la reduction des effectifs et autres procedures qui impliquent une moindre stabilite des emplois.
This research explored the hypothesis that cultural values moderate employee reactions to job insecurity. In the first study, cultural values were measured at an individual level of analysis based on responses from one hundred and forty-one ethnically diverse employees of a large US-based food-processing company undergoing a downsizing. Participants completed surveys assessing their cultural values, perceptions of job security, job attitudes, affective reactions to the downsizing, and job-related stress levels. Results indicated that the perception of job insecurity had a generally negative impact on employees. However, employees with collectivist cultural values were more negatively affected by the perception of job insecurity than their individualist counterparts. In the second study, culture was operationalised at the national level of analysis. Employees from seven organisations (four based in China; three based in the US) completed surveys assessing their reactions to perceived job insecurity. Results suggest that Chinese (i.e. collectivist) employees reacted more negatively to the threat of job insecurity than their US counterparts (i.e. individualist employees). These results are discussed in light of growing organisational trends that include the use of downsizing and other techniques that herald a decrease in job stability.
153 citations
TL;DR: In this paper, the authors compared acceptance and emotional intelligence in terms of their ability to predict various well-being outcomes (i.e. general mental health, physical wellbeing, and job satisfaction).
Abstract: Psychological acceptance (acceptance) and emotional intelligence (EI) are two relatively new individual characteristics that are hypothesised to affect well-being and performance at work. This study compares both of them, in terms of their ability to predict various well-being outcomes (i.e. general mental health, physical well-being, and job satisfaction). In making this comparison, the effects of job control are accounted for; this is a work organisation variable that is consistently associated with occupational health and performance. Results from 290 United Kingdom workers showed that EI did not significantly predict any of the well-being outcomes, after accounting for acceptance and job control. Acceptance predicted general mental health and physical well-being but not job satisfaction, and job control was associated with job satisfaction only. Discussion focuses on the theoretical and applied implications of these findings. These include support for the suggestion that not controlling one's thoughts...
153 citations