Topic
Job attitude
About: Job attitude is a research topic. Over the lifetime, 15268 publications have been published within this topic receiving 668786 citations.
Papers published on a yearly basis
Papers
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TL;DR: In this article, the authors examine the psychological perspective to provide a realistic appraisal of where we now stand in the search for satisfaction and productivity in work settings and explore the consistency of job attitudes and the intransigence of job performance.
Abstract: The issue of how to manage an organization so that employees are both happy and productive is an old and overworked topic, but one that remains a source of confusion and controversy. This article examines the psychological perspective to provide a realistic appraisal of where we now stand in the search for satisfaction and productivity in work settings. It explores the consistency of job attitudes and the intransigence of job performance. It then presents three systems commonly used in organizational change efforts and draws some conclusions about their alternative uses. Organizations must lower their expectations, but at the same time they must be committed to taking action that is flexible enough to allow for mistakes and adjustments in a sustained pursuit of the happy/productive worker.
150 citations
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TL;DR: In this article, the congruence of indi vidual needs (growth need strength) and job characteristics (job scope) exists for high levels of job performance and job satisfaction.
Abstract: High levels of job performance and job satisfaction occur when congruence of indi vidual needs (growth need strength) and job characteristics (job scope) exists. Downward communication received som...
150 citations
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TL;DR: In this paper, the authors used the job demands-resources (JD-R) model as a theoretical framework to investigate the relationship between job demands and work-home interference in medical residents and their partners.
150 citations
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TL;DR: New insights are provided into the dynamic psychological processes that determine daily fluctuations in employee well-being that may be transformed into job redesign strategies and other interventions designed to enhance work-related psychological well-well-being on a daily level.
Abstract: The study tests the dynamic nature of the Job Demands–Resources model with regard to both motivational and health impairment processes. It does so by examining whether daily fluctuations in co-workers' support (i.e., a typical job resource) and daily fluctuations in work/family conflict (i.e., a typical job demand) predict day-levels of job satisfaction and mental health through work engagement and exhaustion, respectively. A total of 61 schoolteachers completed a general questionnaire and a daily survey over a period of five consecutive work days. Multilevel analyses provided evidence for both the above processes. Consistently with the hypotheses, our results showed that day-level work engagement mediated the impact of day-level co-workers' support on day-level job satisfaction and day-level mental health, after general levels of work engagement and outcome variables had been controlled for. Moreover, day-level exhaustion mediated the relationship between day-level work/family conflict and day-l...
150 citations
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TL;DR: A causal model of the role of general cognitive ability and prior job knowledge in subsequent job-knowledge acquisition and work-sample performance during training was developed as mentioned in this paper, where participants were 3,428 U.S. Air Force officers in pilot training.
Abstract: A causal model of the role of general cognitive ability and prior job knowledge in subsequent job-knowledge acquisition and work-sample performance during training was developed. Participants were 3,428 U.S. Air Force officers in pilot training. The measures of ability and prior job knowledge came from the Air Force Officer Qualifying Test. The measures of job knowledge acquired during training were derived from classroom grades. Work-sample measures came from check flight ratings. The causal model showed that ability directly influenced the acquisition of job knowledge. General cognitive ability influenced work samples through job knowledge. Prior job knowledge had almost no influence on subsequent job knowledge but directly influenced the early work sample. Early training job knowledge influenced subsequent job knowledge and work-sample performance. Finally, early work-sample performance strongly influenced subsequent work-sample performance.
150 citations