Job attitude

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

Individual Moral Development and Ethical Climate: The Influence of Person–Organization Fit on Job Attitudes

Abstract: This research examines how the fit between employees moral development and the ethical work climate of their organization affects employee attitudes. Person–organization fit was assessed by matching individuals' level of cognitive moral development with the ethical climate of their organization. The influence of P–O fit on employee attitudes was assessed using a sample of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational ethics is related to higher levels of commitment and job satisfaction and lower levels of turnover intent. Ethical P–O fit was related to higher levels of affective commitment across all three ethical climate types. Job satisfaction was only associated with ethical P–O fit for one of the three P–O fit variables and turnover intentions were significantly associated with two of the ethical P–O fit variables. The most consistent effect was found for the Conventional – Caring fit variable, which was significantly related to all three attitudes assessed. The weakest effect was found for the Preconventional – Instrumental fit variable, which was only predictive of affective commitment. The pattern of findings and implications for practice and future research are discussed.

Effects of Ethical Climate and Supervisory Trust on Salesperson's Job Attitudes and Intentions to Quit.

Abstract: This study builds on previous research to investigate the integrated effects of ethical climate and supervisory trust on salesperson’s job attitudes and intentions to quit. Responses from 344 sales...

Self-efficacy specificity and burnout among information technology workers: An extension of the job demand-control model

Abstract: The aim of the present study is to test the moderating role of levels of self-efficacy specificity (i.e., generalized and computer self-efficacy) in the Job Demand-Control (JD-C) Model, and its effects on burnout (i.e., exhaustion and cynicism). Previous research on Karasek's model failed to corroborate the demand control interaction effect on different strain variables. In order to refine and extend the JD-C model, we propose a specific measure for job demands (i.e., quantitative overload) as well as for job control (i.e. method and time control). Furthermore, research on self-efficacy beliefs shows that the more specific the self-efficacy beliefs, the more predictive they are. In the current study, two levels of self-efficacy beliefs are introduced as moderators (i.e., generalized and computer self-efficacy). Based on data collected from 405 workers using information technology in their jobs, the expected Job Demand Control Interaction effect was found in both burnout dimensions (i.e., exhaustion and cy...

Daily performance at work : feeling recovered in the morning as a predictor of day-level job performance

Abstract: This study examined the state of being recovered in the morning (i.e., feeling physically and mentally refreshed) as a predictor of daily job performance and daily compensatory effort at work. Ninety-nine employees from public service organizations completed a general survey and two daily surveys on pocket computers over the course of one workweek. Hierarchical linear modeling showed that being recovered in the morning was positively related to daily task performance, personal initiative, and organizational citizenship behavior and negatively related to daily compensatory effort at work. Relationships between the state of being recovered and day-specific job performance were moderated by job control. For persons with a high level of job control, the relationship between being recovered and daily performance was stronger. Copyright © 2008 John Wiley & Sons, Ltd.