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 found that support derived from others at the workplace can contribute significantly in buffering individuals against job dissatisfaction, proactive job search, and noncompliant job behaviors when their job security is at stake.
Abstract: The moderating effects of work-based support on the relationship between job insecurity and several work-related outcomes, namely (i) job dissatisfaction, (ii) proactive job search, (iii) noncompliant job behaviors; and nonwork based support on the relationship between job insecurity and a nonwork-related outcome, (iv) life dissatisfaction, were examined. Data were gathered through a mail survey to MBA graduates of a large northeastern university in the U.S. The findings of this study suggested that support derived from others at the workplace can contribute significantly in buffering individuals against job dissatisfaction, proactive job search, and noncompliant job behaviors when their job security is at stake. Equally important is support provided by family and friends which may buffer individuals against negative outcomes such as life dissatisfaction associated with job insecurity. Implications of the study are discussed.
327 citations
TL;DR: In this paper, a longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry, finding that job search behavior and career planning were positively related to pre-entry person-job and person-organization (P-O) fit perceptions.
Abstract: In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry. Job search behavior and career planning were positively related to pre-entry person-job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated the relationship between career planning and job attitudes. Further, the relationships between pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions. These results indicate that P-J and P-O fit perceptions play an important role in linking job search to employment quality.
327 citations
TL;DR: In this article, the causal relationships of job involvement, organizational commitment (normative and affective), and job satisfaction (intrinsic and extrinsic), with the intention of hospitality employees in Cyprus to either remain at or leave their job, were investigated.
326 citations
TL;DR: In this paper, a study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship and found that the positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy.
Abstract: Researchers have claimed that high quality of supervisor–employee relationships (i.e., leader–member exchange; LMX) fosters creativity at work. Moreover, researchers have acknowledged that this relationship is not clear-cut but rather complex. The present study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship. Longitudinal field survey data ( N = 144) collected in a high-technology firm revealed a positive association between LMX and creative work involvement and confirmed our assumptions on the moderating role of job autonomy. The positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy. Our findings point to the importance of considering the interplay of both, the leader–member relationship and job design issues for increasing employees' creative work involvement.
326 citations
TL;DR: Zhang et al. as discussed by the authors found that both market and innovation orientations strongly improve employees' job attitudes, such as job satisfaction, organizational commitment, and confidence in their firm's future performance.
324 citations