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: In this article, the authors examine the relationship between job demands, job resources, and burnout, and examine if burnout could predict both work and health-related outcomes among police officers.
295 citations
TL;DR: In this article, the authors tested a model in which empowerment was hypothesised to mediate the relationship between psychological climate and job satisfaction, and found that the dimensions of meaning and competence were largely responsible for mediating effects of empowerment.
Abstract: This study tested a model in which empowerment was hypothesised to mediate the relationship between psychological climate and job satisfaction. Individual levels of negative affectivity were controlled for. The sample consisted of 174 customer service employees (59% female and 39% male). Support was found for a model in which empowerment mediated the relationship between climate and job satisfaction, the dimensions of meaning and competence were largely responsible for the mediating effects of empowerment. Theoretical and practical implications of the findings were explored.
294 citations
TL;DR: In this paper, a two-wave (16-month lag) Belgian panel study is one of the first to test theory-driven hypotheses on the relations between job resources, work engagement, and actual turnover across time.
Abstract: This two-wave (16-month lag) Belgian panel study is one of the first to test theory-driven hypotheses on the relations between job resources, work engagement, and actual turnover across time. The study focuses on three groups: stayers, workers who have obtained promotions (“promotion makers”), and external job movers. In line with the Job Demands-Resources model, we hypothesized normal cross-lagged effects of job resources on work engagement for stayers. Based on broaden-and-build theory, a reversed causal effect of work engagement on job resources was predicted for the job changers. Additionally, we examined whether the changes in the job change groups matched the refuge hypothesis (that less engaged workers change to jobs providing more resources) or the positive gain hypothesis (that engaged workers get promoted to jobs having even more resources). The results partially supported our hypotheses. We found that low work engagement, low job autonomy, and low departmental resources predicted actua...
294 citations
TL;DR: It is concluded that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands.
Abstract: Absenteeism associated with accumulated job demands is a ubiquitous problem We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands Based on conservation of resources (COR) theory, we hypothesized that job demands can accumulate and together have an exacerbating effect on company registered absenteeism In addition, using job demands-resources theory, we hypothesized that perceived organizational support for strengths use can buffer the impact of separate and combined job demands (workload and emotional demands) on absenteeism Our sample consisted of 832 employees from 96 departments (response rate = 403%) of a Dutch mental health care organization Results of multilevel analyses indicated that high levels of workload strengthen the positive relationship between emotional demands and absenteeism and that support for strength use interacted with workload and emotional job demands in the predicted way Moreover, workload, emotional job demands, and strengths use interacted to predict absenteeism Strengths use support reduced the level of absenteeism of employees who experienced both high workload and high emotional demands We conclude that providing strengths use support to employees offers organizations a tool to reduce absenteeism, even when it is difficult to redesign job demands
293 citations
TL;DR: In this paper, the authors examined the relationship of job stress, job stressors, and Type-A behavior pattern with employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation among full-time nurses working in a large Canadian hospital.
Abstract: The present study examined the relationship of job stress, job stressors, and Type-A behavior pattern with employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation among full-time nurses (N = 215) working in a large Canadian hospital. Both job stress and stressors (role ambiguity, overload, conflict, and resource inadequacy) were significantly related to four outcome variables. Type-A behavior was associated with high job stress, high role ambiguity, conflict, resource inadequacy, and psychosomatic health problems. In addition, Type-A behavior was found to be an important moderator of the stress-outcome relationships. Implications of the findings for management and for future research are highlighted.
292 citations