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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: This article examined the notion that job attitudes are rather consistent within individuals, showing stability both over time and across situations, and found that prior attitudes were a stronger predictor of subsequent job satisfaction than either changes in pay or the social status of one's job.
Abstract: Most recent debates on the determinants of job attitudes have concentrated on situational theories, stressing external influences such as job design and social information processing. In contrast, this research examines the dispositional argument that job attitudes are rather consistent within individuals, showing stability both over time and across situations. To test this notion, longitudinal data on job satisfaction were analyzed from a national sample of over 5,000 middle-aged men. Results showed significant stability of attitudes over a 5-year time period and significant cross-situational consistency when individuals changed employers and/or occupations. Prior attitudes were also a stronger predictor of subsequent job satisfaction than either changes in pay or the social status of one's job. The implications of these results for developing dispositional theories of work behavior are discussed, along with possible implications for popular situational theories such as job design and social information processing.

757 citations

01 May 1974
TL;DR: The Job Diagnostic Survey (JDS) as discussed by the authors is an instrument designed to measure the following three classes of variables: (1) the objective characteristics of jobs, particularly the degree to which jobs are designed so that they enhance the internal work motivation and the job satisfaction of people who do them; (2) the personal affective reactions of individuals to their jobs and to the broader work setting; and (3) the readiness of individual to respond positively to 'enriched' jobs.
Abstract: : The report describes the Job Diagnostic Survey (JDS), an instrument designed to measure the following three classes of variables: (1) The objective characteristics of jobs, particularly the degree to which jobs are designed so that they enhance the internal work motivation and the job satisfaction of people who do them; (2) The personal affective reactions of individuals to their jobs and to the broader work setting; and (3) the readiness of individuals to respond positively to 'enriched' jobs--i.e., jobs which have measured potential for generating internal work motivation. The JDS is based on a specific theory of how jobs affect employee motivation. It is intended for two general types of use: For diagnosing existing jobs to determine if (and how) they might be re- designed to improve employee productivity and satisfaction; and for evaluating the effect of job changes on employees--whether the changes derive from deliberate 'job enrichment' projects or from naturally-occurring modifications of technology or work systems.

756 citations

Journal ArticleDOI
TL;DR: In this paper, a literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting, which can be seen as a specific form of proactive behaviour in which an employee initiates changes in the level of job demands and job resources.
Abstract: Orientation: For a long time, employees have been viewed as passive performers of their assigned job tasks. Recently, several scholars have argued that job design theory needs to address the influence of employees on their job designs. Research purpose: The purpose of the study was to fit job crafting in job design theory. Motivation for the study: The study was an attempt to shed more light on the types of proactive behaviours of individual employees at work. Moreover, we explored the concept of job crafting and its antecedents and consequences. Research design, approach and method: A literature study was conducted in which the focus was first on proactive behaviour of the employee and then on job crafting. Main findings: Job crafting can be seen as a specific form of proactive behaviour in which the employee initiates changes in the level of job demands and job resources. Job crafting may be facilitated by job and individual characteristics and may enable employees to fit their jobs to their personal knowledge, skills and abilities on the one hand and to their preferences and needs on the other hand. Practical/managerial implications: Job crafting may be a good way for employees to improve their work motivation and other positive work outcomes. Employees could be encouraged to exert more influence on their job characteristics. Contribution/value-add: This article describes a relatively new perspective on active job redesign by the individual, called job crafting, which has important implications for job design theories.

753 citations

Journal ArticleDOI

753 citations

Journal ArticleDOI
TL;DR: Staw et al. as discussed by the authors used a longitudinal sample to predict job attitudes in later life and found that dispositional measures significantly predicted job attitudes over a time span of nearly fifty years, and the implications of these findings are discussed in terms of both theories of job attitudes and organizational development activities that attempt to alter employee job satisfactions.
Abstract: This research was supported in part by grant AG 4178 from the National Institute of Aging to the Institute of Human Development (John Clausen, principal investigator) and by a University of California faculty research grant to Barry Staw. Correspondence regarding this paper should be sent to Barry M. Staw, School of Business Administration, University of California, Berkeley, CA 94720. Recent debates between the job enrichment and socialinformation-processing perspectives have led to a trend toward greater situationalism in organizational research. This paper, however, argues for a more dispositional approach in which the role of the person is emphasized. Using a longitudinal sample, measures of affective disposition from as early as adolescence were used to predict job attitudes in later life. Results showed that dispositional measures significantly predicted job attitudes over a time span of nearly fifty years. The implications of these findings are discussed in terms of both theories of job attitudes and organizational development activities that attempt to alter employee job satisfactions

748 citations


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