Job attitude

About: Job attitude is a research topic. Over the lifetime, 15268 publications have been published within this topic receiving 668786 citations.

Stress and Job Performance: Theory, Research, and Implications for Managerial Practice

Abstract: An Introduction to Occupational Stress Stressors in the Workplace Job Performance as an Outcome Variable The Evidence Empirical Research on Stressors and Job Performance Individual Differences Impacting Stressor-Performance Relationships Future Issues in the Study of Occupational Stress and Job Performance

Job satisfaction: a meta-analysis of stabilities

Abstract: Evidence suggesting that job satisfaction is caused by individual dispositions is reviewed, and stability coefficients for job satisfaction in previous studies are analysed with a meta-analytic procedure. Previous longitudinal studies analysing job changer samples imply an upper limit estimate of 0.51 for direct dispositional influences on job satisfaction. A study of job changers considering the stability of working conditions suggests that this estimate has to be considerably corrected downwards. At present, it is concluded that it is more likely that dispositions indirectly affect job satisfaction via selection and self-selection processes. Implications for job satisfaction as a tool for organizational assessment are discussed. Copyright © 2001 John Wiley & Sons, Ltd.

A longitudinal and multi-source test of the work–family conflict and job satisfaction relationship

Abstract: Job satisfaction is one of the most frequently studied outcomes in the work–family conflict literature. This study extends the previous research by examining the unique effects of work interfering with family (WIF) and family interfering with work (FIW) on job satisfaction by (1) controlling for family, personal, and job characteristics of dual-earner couples, (2) employing cross-sectional and longitudinal methods, and (3) predicting job satisfaction with a spousal rating of the target’s WIF. Consistent with previous research, WIF was related to job satisfaction cross-sectionally for men and women, and this effect existed beyond negative mood, job autonomy and monotony, and FIW. When predicting a change in job satisfaction a year later, and when using spouse rating of the target’s WIF, WIF was predictive of women’s job satisfaction but not men’s, which is consistent with gender role theory. The fact that WIF predicted job satisfaction for women beyond affective and job characteristic variables, over time, and with non-self reported measures, provides more confidence in this directional relationship than could previously be assumed. Societal and managerial implications are discussed.

When do job demands particularly predict burnout?: The moderating role of job resources

Abstract: Purpose – The purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism).Design/methodology/approach – Hypotheses were tested with a cross‐sectional design among 747 Dutch employees from two home care organizations.Findings – Results of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two‐way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout.Practical implications – The conclusions may be particularly useful for occupat...