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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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TL;DR: In this paper, the authors investigate the role of job characteristics as possible mediating variables in the relationships between the organization's structural context and the attitudes and behaviors of individual employees, and find that job characteristics mediate the relationship between structure and individual responses.
Abstract: This research is based in part on a Ph.D. dissertation completed by the author while a student at the University of Illinois. The author wishes to express his deep appreciation to his committee, Greg Oldham (Chairman), Michael Moch, and Charles Hulin. Hank Sims and Denise Rousseau also provided helpful comments on an earlier draft. This research investigates the role of job characteristics as possible mediating variables in the relationships between the organization's structural context and the attitudes and behaviors of individual employees. The organization is conceptualized as a network of task positions interrelated on the basis of workflow transactions. Three structural relationships of task positions are investigated: (1) the centrality of a task position; (2) the degree to which a task position is critical to the workflow; and (3) the transaction alternatives availableto a task position. The results indicate significant relationships between these three relational measures and job characteristics. Further, the findings support the hypothesis that job characteristics mediate the relationship between structure and individual responses.

324 citations

Journal ArticleDOI
TL;DR: The current study unravels the temporal relationship between job burnout and depression and examines whether the job burn out-depression association may be contingent upon the degree to which employees engage in physical activity, finding that physical activity attenuated these effects in a dose-response manner.
Abstract: Job burnout and depression have been generally found to be correlated with one another. However, evidence regarding the job burnout-depression association is limited in that most studies are cross-sectional in nature. Moreover, little is known about factors that may influence the job burnout-depression association, other than individual or organizational factors (e.g., gender, supervisor support). The current study seeks to address these gaps by (a) unraveling the temporal relationship between job burnout and depression and (b) examining whether the job burnout-depression association may be contingent upon the degree to which employees engage in physical activity. On the basis of a full-panel 3-wave longitudinal design with a large sample of employees (N = 1,632), latent difference score modeling indicated that an increase in depression from Time 1 to Time 2 predicts an increase in job burnout from Time 2 to Time 3, and vice versa. In addition, physical activity attenuated these effects in a dose-response manner, so that the increase in job burnout and depression was strongest among employees who did not engage in physical activity and weakest to the point of nonsignificance among those engaging in high physical activity.

323 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationship between satisfaction with employer-provided workplace training and overall job satisfaction of customer contact representatives and found that a significant relationship was found between job training satisfaction, including time spent in training, training methodologies, and content.
Abstract: Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a “satisfaction with workplace training” component. This study examined the relationship between satisfaction with employer-provided workplace training and overall job satisfaction of customer contact representatives. A significant relationship was found between job training satisfaction and overall job satisfaction. Components of job training, including time spent in training, training methodologies, and content, were determined to be significant in their relationship to job training satisfaction, and trainees were significantly more satisfied with the training they received when the methodology employed was their preferred one. On the basis of these findings, conclusions were drawn and recommendations for researchers and practitioners in the field of HRD were made. It is important that those in the profession of human resource development look at how their work affects the multiple stakeholders for whom they provide services. Those who have defined HRD concur; many definitions include a results or outcome component. As an example, the Academy of Human Resource Development (AHRD) defines the HRD profession as a multidisciplinary field that focuses on training, career development, and organizational development with the goal of improving processes and enhancing the learning and performance of individuals, organizations, communities, and society (AHRD Standards

323 citations

Journal ArticleDOI
TL;DR: The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did.
Abstract: Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.

322 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined personal and organizational correlates of organizational identification in two types of organizations-the Roman Catholic Church and research and development laboratories' and compared with those obtained in the United States Forest Service (Hall, Schneider, and Nygren, 1970).
Abstract: This study examines personal and organizational correlates of organizational identification in two types of organization-the Roman Catholic Church and research and development laboratories' The results are compared with those obtained in the United States Forest Service (Hall, Schneider, and Nygren, 1970) Priests and foresters typically spend their entire careers in one organization (the single-organization career pattern), while research professionals are more mobile (the multiorganization career pattern) Because of differences in organizational socialization and mobility, tenure is a stronger correlate of organizational identification in the single-organization career The effects of tenure are independent of other correlates-job challenge, job involvement, self-image, need importance, and satisfaction Job challenge, through the intervening effects of job satisfaction, is a strong correlate of identification for both career types The researcher's self-image is more strongly tied to his work involvement and the forester's to his organizational involvement This is consistent with the differential mobility patterns Higher-order need satisfaction is correlated with high organizational involvement for both career patterns, although the importance of needs correlates differentially; for the single-organization career, organizational identification is related to security and affiliation, while identification is linked to low concern for self-fulfillment for the multiorganization career The single-organization career thus combines security and localism with growth and cosmopolitanism, whereas in the multiorganization career the professional must choose between these alternatives

321 citations


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