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: This article investigated the relationship between trait emotional intelligence (trait EI) and four job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment).
Abstract: This article investigated the relationships between trait emotional intelligence ("trait EI" or "emotional self-efficacy") and 4 job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment). Gender-specific data (N= 167, 87 females) were analyzed via multigroup structural equation modeling. Perceived job control had a negative effect on stress and a positive effect on satisfaction. Stress had a negative effect on satisfaction, which, in turn, had the strongest positive effect oil commitment. There were many gender differences in the model, mainly concerning age, which was negatively related to control and commitment in the female sample only. Trait El had specific, rather than widespread, effects in the model. Discussion focuses on trait EI's implications in the workplace.
608 citations
TL;DR: Using strict conformity with Porter and Steer's (1973) definition of met expectations, a subset of studies was identified that had nonsignificant between-studies variance for all correlations except job satisfaction and the mean correlations in these subgroups were very similar to those for the entire group.
Abstract: A review of research on the effects of met expectations for newcomers to organizations located 31 studies of 17,241 people. A meta-analysis found mean (corrected) correlations of .39 for job satisfaction and organizational commitment, .29 for intent to leave, .19 for job survival, and .11 for job performance. However, all of these mean correlations had significant between-studies variance. By using strict conformity with Porter and Steer's (1973) definition of met expectations, we identified a subset of studies that had nonsignificant between-studies variance for all correlations except job satisfaction. Furthermore, the mean correlations in these subgroups were very similar to those for the entire group. Future research should consider both the direction of the met expectations discrepancy (i.e., over- vs. underfulfillment) and alternative ways to measure organizational reality.
608 citations
TL;DR: In this paper, the main and interactive effects of role stress, job autonomy, and social support in predicting burnout and turnover intention among social workers were examined, and it was shown that job autonomy had a negative direct effect on turnover intention, but not on burnout.
Abstract: This study examines the main and interactive effects of role stress, job autonomy, and social support in predicting burnout and turnover intention among social workers. This study included a subsample of 346 social workers identified from a cross-sectional random survey of 1,500 California state-registered social workers. Adjusted for age, gender, organizational tenure, and annual salary, structural equation analyses revealed that role stress had a positive direct effect on burnout. The variables of social support and job autonomy had a negative direct effect on turnover intention, but not on burnout. Results showed that job autonomy interacted with role stress in predicting burnout, while social support interacted with role stress in predicting turnover intention. Study results suggest that creating decentralized job conditions is essential for preventing burnout, and that building supportive job conditions is needed to retain social workers who are experiencing high role stress.
607 citations
TL;DR: This article found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e., less satisfaction with, dedication to and vitality while on the job) and more negative outcomes (e.g., higher emotional exhaustion, short-lived satisfaction after successful goal-attainment, and turn-over intention).
Abstract: Using self-determination theory, two studies found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e. less satisfaction with, dedication to and vitality while on the job) and more negative outcomes (i.e. higher emotional exhaustion, short-lived satisfaction after successful goal-attainment, and turn-over intention). These relations were not limited to job outcomes, but also emerged using indicators of employees' general mental health. Moreover, income level did not moderate these relations. Study 2 found that holding an extrinsic, relative to an intrinsic, work value orientation was detrimental to employees' job outcomes because these orientations thwarted the satisfaction of the basic psychological needs for autonomy, competence and relatedness at work.
603 citations
TL;DR: In this article, the effect of perceived supervisor support (PSS) and perceived coworker support (PCS) on work attitudes was compared, and the moderating role of gender, tenure, and job type was found to be a significant moderator.
Abstract: This study (a) compared the effect of perceived supervisor support (PSS) and perceived coworker support (PCS) on work attitudes; (b) examined the moderating role of gender, tenure, and job type in the support–attitude relationship; and (c) tested a theoretical model hypothesizing relationships among PCS, PSS, perceived organizational support, and work attitudes. In a meta-analysis, PSS was found to be more strongly related to job satisfaction (.52 vs. .37), affective commitment (.48 vs. .28), and turnover intention (–.36 vs. –.19) than was PCS. Further, job type (customer-contact vs. non-customer-contact jobs) was found to be a significant moderator. Finally, the proposed model received empirical support. Different forms of support were closely related to work attitudes and to each other. Implications for research on social support are discussed.
587 citations