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 examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources.
Abstract: This study aimed to better understand the psychological mechanisms, referred to in the job demands–resources model as the energetic and motivational processes, that can explain relationships between job demands (role overload and ambiguity), job resources (job control and social support), and burnout (emotional exhaustion, depersonalization, and personal accomplishment). Drawing on self-determination theory, we examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources and burnout. Participants were 356 school board employees. Results of the structural equation analyses provide support for our hypothesized model, which proposes that certain job demands and resources are involved in both the energetic and motivational processes—given their relationships with psychological resources—and that they distinctively predict burnout components. Implications for burnout research and management practices are discussed.
263 citations
TL;DR: In this paper, the authors examined the impact of organizational interventions on work engagement and performance and found that the personal resources intervention had a positive causal effect on the self-ratings of job performance.
Abstract: This study examined the impact of organizational interventions on work engagement and performance. Based on the job demands-resources model, we hypothesized that a personal resources intervention and a job crafting intervention would have a positive impact on work engagement and performance. We used a quasi-experimental design with a control group. Primary school teachers participated in the study at two time points with six weeks between the measurements ( N = 102). The results showed that the personal resources intervention had a positive causal effect on work engagement. Additionally, the joint personal resources and job crafting intervention had a positive impact on self-ratings of job performance. We discuss the implications of these findings for theory and practice.
263 citations
263 citations
TL;DR: In this paper, the authors examined the impact of total quality management practices on employees' work-related attitudes, such as job involvement, job satisfaction, career satisfaction, and organizational commitment.
Abstract: Purpose – The purpose of this paper is to examine the impact of total quality management (TQM) practices on employees' work‐related attitudes, such as job involvement, job satisfaction, career satisfaction, and organizational commitment.Design/methodology/approach – The paper proposes and tests 16 hypotheses on the relationship between TQM practices and work‐related attitude.Findings – The results indicate that training and education have a significant positive effect on job involvement, job satisfaction, and organizational commitment. Empowerment and teamwork significantly enhance job involvement, job satisfaction, career satisfaction, and organizational commitment. Continuous improvement and problem prevention significantly enhance job satisfaction and organizational commitment. Customer focus does not contribute to job involvement, job satisfaction, career satisfaction, or organizational commitment.Research limitations/implications – The study was unable to evaluate the wider dimensions of TQM practice...
262 citations
TL;DR: The path coefficient shows that job satisfaction has both direct and indirect effects on burnout, confirming job satisfaction as a significant predictor of burnout.
Abstract: ObjectiveThis study assessed the impact of differential levels of job satisfaction on burnout among nurses, hypothesizing that higher levels of job satisfaction predict lower levels of burnout.BackgroundSocial environmental factors of the workplace arising from organizational restructuring cost cont
262 citations