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
More filters
TL;DR: In this paper, the authors examined the relationship among psychological well-being, job satisfaction, and employee job performance with employee turnover, and found that job satisfaction was most strongly related to turnover when well being was low.
567 citations
TL;DR: Results indicted the importance of social support from coworkers, as well as the need for further research to test the U-shaped relationship between job stress and job performance.
Abstract: Purpose:To investigate (a) the effect of job-related stress on job performance among hospital nurses, and (b) the effect of social support from coworkers on the stress-performance relationship.
Design:A correlational descriptive survey was used to investigate these relationships among a convenience sample of 263 American hospital nurses and 40 non-American nurses who were accessible via the Internet.
Methods:Data were collected using a Web-based structured questionnaire, which included the Nursing Stress Scale, the Schwirian Six Dimension Scale of Nursing Performance, the McCain and Marklin Social Integration Scale, and the demographic form. Descriptive statistics, Pearson product-moment correlations, and hierarchical regression techniques were used to analyze the data.
Findings:Perceived social support from coworkers enhanced the level of reported job performance and decreased the level of reported job stress. The analysis also indicated a curvilinear (U-shaped) relationship between job stress and job performance; nurses who reported moderate levels of job stress believed that they performed their jobs less well than did those who reported low or high levels of job stress.
Conclusions:Results indicted the importance of social support from coworkers, as well as the need for further research to test the U-shaped relationship between job stress and job performance.
562 citations
TL;DR: In this paper, the authors describe a new strategy for redesigning jobs to increase the work motivation and satisfaction of employees, including discussion of why some jobs prompt employees to become self-motivated in their work and others to do the opposite.
Abstract: The authors describe a new strategy for redesigning jobs to increase the work motivation and satisfaction of employees. It includes discussion of why some jobs prompt employees to become self-motivated in their work—and others to do the opposite; how to "diagnose" a job before changing it; and what action steps to take on the basis of the diagnosis to generate the most beneficial outcomes. The article concludes with presentation of a case in which the techniques described were successfully applied.
555 citations
TL;DR: In this paper, the differential associations that job satisfaction and organizational commitment have with job performance and turnover intentions were studied in a sample of bank tellers and hospital professionals, finding that organizational commitment was more strongly related than job satisfaction with turnover intentions for the tellers, but not for the professionals.
Abstract: The differential associations that job satisfaction and organizational commitment have with job performance and turnover intentions were studied in a sample of bank tellers and hospital professionals. Results showed that organizational commitment was more strongly related than job satisfaction with turnover intentions for the tellers, but not for the professionals. Job satisfaction was related more strongly than organizational commitment with supervisory ratings of performance for both samples. The findings suggest that specific job attitudes are more closely associated with task-related out-comes such as performance ratings, whereas global organizational attitudes are more closely associated with organization-related outcomes like turnover intentions.
545 citations
Posted Content•
TL;DR: In this paper, the authors propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions, which in turn predicts turnover intentions.
Abstract: The social identity approach is a powerful theoretical framework for the understanding of individuals' behaviour. The main argument is that individuals think and act on behalf of the group they belong to because this group membership adds to their social identity, which partly determines one's self-esteem. In the organizational world, social identity and self-categorization theories state that a strong organizational identification is associated with low turnover intentions. Because identification is the more general perception of shared fate between employee and organization, we propose that the relationship between identification and turnover will be mediated by job satisfaction as the more specific evaluation of one's task and working conditions. In four samples we found organizational identification feeding into job satisfaction, which in turn predicts turnover intentions.
545 citations