scispace - formally typeset
Search or ask a question

Showing papers on "Job performance published in 2001"


Journal ArticleDOI
TL;DR: Results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.
Abstract: The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

8,244 citations


Journal ArticleDOI
TL;DR: A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided and an agenda for future research on the satisfaction-performance relationship is provided.
Abstract: A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.

4,107 citations


Journal ArticleDOI
TL;DR: This article examined the correlates of distributive, procedural, and interactional justice using 190 studies samples, totaling 64,757 participants, and found the distinction between the three justice types to be merited.

3,299 citations


Journal ArticleDOI
TL;DR: Meta-analytic results of the relationship of 4 traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism) with job satisfaction and job performance suggest that these traits are among the best dispositional predictors of job satisfactionand job performance.
Abstract: Recently, Judge, Locke, and Durham (1997) proposed a higher order construct they termed core self-evaluations or, more simply, positive self-concept. According to Judge et al. (1997), this construct is a broad dispositional trait that is indicated by four more specific traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism). The core selfevaluations construct was originally proposed as a potential explanatory variable in the dispositional source of job satisfaction. Subsequently, Judge and colleagues also have argued that the construct should be related to work motivation and, ultimately, to job performance (Judge, Erez, & Bono, 1998). Investigations of a link between core self-evaluations and job performance, however, are lacking. Despite a lack of studies linking the core self-evaluations factor to job satisfaction and, especially, to job performance, three of the core traits (self-esteem, locus of control, and emotional stability) appear to be the most widely studied personality traits in personality and applied psychology.1 Yet, with the exception of emotional stability and job performance, we have found no metaanalyses of the relationship between any of these traits with either job satisfaction or job performance.2 Thus, the purpose of the present study is to provide a quantitative review of the literature that examines the relationship of the four core self-evaluation traits with job satisfaction and job performance. This study determines whether general relationships exist and, if so, what the magnitudes of these relationships are. In the next section, we provide a brief review of the four traits and discuss the possible relationship of these traits with both job satisfaction and job performance.

3,197 citations


Journal ArticleDOI
TL;DR: In this paper, the authors propose that employees craft their jobs by changing cognitive, task, and/or relational boundaries to shape interactions and relationships with others at work, which, in turn, alters work meanings and work identity.
Abstract: We propose that employees craft their jobs by changing cognitive, task, and/or relational boundaries to shape interactions and relationships with others at work. These altered task and relational configurations change the design and social environment of the job, which, in turn, alters work meanings and work identity. We offer a model of job crafting that specifies (1) the individual motivations that spark this activity, (2) how opportunities to job craft and how individual work orientations determine the forms job crafting takes, and (3) its likely individual and organizational effects.

3,111 citations


Journal ArticleDOI
TL;DR: Investigating reciprocation's role in the relationships of perceived organizational support with employees' affective organizational commitment and job performance found that POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives.
Abstract: Four hundred thirteen postal employees were surveyed to investigate reciprocation's role in the relationships of perceived organizational support (POS) with employees' affective organizational commitment and job performance. The authors found that (a) POS was positively related to employees' felt obligation to care about the organization's welfare and to help the organization reach its objectives; (b) felt obligation mediated the associations of POS with affective commitment, organizational spontaneity, and in-role performance; and (c) the relationship between POS and felt obligation increased with employees' acceptance of the reciprocity norm as applied to work organizations. Positive mood also mediated the relationships of POS with affective commitment and organizational spontaneity. The pattern of findings is consistent with organizational support theory's assumption that POS strengthens affective commitment and performance by a reciprocation process.

2,505 citations


Journal ArticleDOI
TL;DR: In this article, the authors quantitatively summarize the results of 15 prior meta-analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance.
Abstract: As we begin the new millennium, it is an appropriate time to examine what we have learned about personality-performance relationships over the past century and to embark on new directions for research. In this study we quantitatively summarize the results of 15 prior meta-analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance. Results support the previous findings that conscientiousness is a valid predictor across performance measures in all occupations studied. Emotional stability was also found to be a generalizable predictor when overall work performance was the criterion, but its relationship to specific performance criteria and occupations was less consistent than was conscientiousness. Though the other three Big Five traits (extraversion, openness and agreeableness) did not predict overall work performance, they did predict success in specific occupations or relate to specific criteria. The studies upon which these results are based comprise most of the research that has been conducted on this topic in the past century. Consequently, we call for a moratorium on meta-analytic studies of the type reviewed in our study and recommend that researchers embark on a new research agenda designed to further our understanding of personalityperformance linkages.

2,179 citations


Journal ArticleDOI
TL;DR: In this paper, the conditions under which job dissatisfaction will lead to creativity as an expression of voice were investigated, and it was hypothesized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment to result in creativity.
Abstract: This study focused on the conditions under which job dissatisfaction will lead to creativity as an expression of voice. We theorized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment (commitment motivated by necessity) to result in creativity. In a sample of 149 employees, as hypothesized, employees with high job dissatisfaction exhibited the highest creativity when continuance commitment was high and when (1) useful feedback from coworkers, or (2) coworker helping and support, or (3) perceived organizational support for creativity was high.

2,069 citations


Journal ArticleDOI
TL;DR: In this article, a field study involving 190 employees in 38 work groups representing five diverse organizations provided evidence that social networks, as defined in terms of both positive and negative relations, are related to both individual and group performance.
Abstract: A field study involving 190 employees in 38 work groups representing five diverse organizations provided evidence that social networks, as defined in terms of both positive and negative relations, are related to both individual and group performance. As hypothesized, individual job performance was positively related to centrality in advice networks and negatively related to centrality in hindrance networks composed of relationships tending to thwart task behaviors. Hindrance network density was significantly and negatively related to group performance.

1,790 citations


Journal ArticleDOI
TL;DR: In this article, the authors discuss how workers formulate appraisals of justice, why they do so, and what precisely is being appraised, and provide a framework for reviewing the current state of our knowledge, proposing new research paradigms, and providing directions for future inquiry.

1,261 citations


Journal ArticleDOI
TL;DR: In this paper, the authors investigated the relationship among job stressors, perceived justice, negative emotional reactions to work, counterproductive work behavior (CWB), autonomy, and affective traits and found that only very weak support was found for the moderating role of affective disposition (trait anger and trait anxiety).

Journal ArticleDOI
TL;DR: Past research is extended by providing evidence that voice (constructive change-oriented communication) may be another form of contextual performance and supporting recent research suggesting the possibility of bidirectional relationships with personality characteristics across different dimensions of job performance.
Abstract: The results of a laboratory study of 276 individuals replicate past findings for cooperative behavior as a form of contextual performance and extend past research by providing evidence that voice (constructive change-oriented communication) may be another form of contextual performance. Conscientiousness, extraversion, and agreeableness related more strongly to voice behavior and cooperative behavior than to task performance. Cognitive ability related more strongly to task performance than to voice behavior or cooperative behavior. Results also demonstrate contrasting relationships for agreeableness (positive with cooperative behavior and negative with voice behavior). This supports recent research suggesting the possibility of bidirectional relationships with personality characteristics across different dimensions of job performance.

Journal ArticleDOI
TL;DR: In this article, the authors examined the impact of transformational and transactional leader behaviors on the sales performance and organizational citizenship behaviors of salespeople, as well as the mediating role played by trust and role ambiguity in that process.
Abstract: This study examines the impact of transformational and transactional leader behaviors on the sales performance and organizational citizenship behaviors of salespeople, as well as the mediating role played by trust and role ambiguity in that process. Measures of six forms of transformational leader behavior, two forms of transactional leader behavior, trust, and role ambiguity were obtained from 477 sales agents working for a large national insurance company. Objective sales performance data were obtained for the agents, and their supervisors provided evaluations of their citizenship behaviors. The findings validate not only the basic notion that transformational leadership influences salespeople to perform “above and beyond the call of duty” but also that transformational leader behaviors actually have stronger direct and indirect relationships with sales performance and organizational citizenship behavior than transactional leader behaviors. Moreover, this is true even when common method biases are controlled. The implications of these findings for future research are discussed.

Journal ArticleDOI
TL;DR: A motivational, self-regulatory conceptualization of job search was used to organize and investigate the relationships between personality, expectancies, self, social, motive, and biographical variables and individual differences in job search behavior and employment outcomes.
Abstract: A motivational, self-regulatory conceptualization of job search was used to organize and investigate the relationships between personality, expectancies, self, social, motive, and biographical variables and individual differences in job search behavior and employment outcomes. Meta-analytic results indicated that all antecedent variables, except optimism, were significantly related to job search behavior, with estimated population correlations ranging from -.15 to .46. As expected, job search behavior was significantly and positively related to finding employment. Several antecedents of job search were also significantly related to employment success, although the size of these relationships was consistently smaller than those obtained for job search. Moderator analyses showed significant differences in the size of variable relationships for type of job search measure (effort vs. intensity) and sample type (job loser vs. employed job seeker vs. new entrant).

Journal ArticleDOI
TL;DR: Job demands and job control seem to initiate two essentially independent processes, and this occurrence is consistent with the recently proposed job demands-resources model.
Abstract: Objectives The present study was designed to test the demand-control model using indicators of both health impairment and active learning or motivation. Methods A total of 381 insurance company employees participated in the study. Discriminant analysis was used to examine the relationship between job demands and job control on one hand and health impairment and active learning on the other. Results The amount of demands and control could be predicted on the basis of employees' perceived health impairment (exhaustion and health complaints) and active learning (engagement and commitment). Each of the four combinations of demand and control differentially affected the perception of strain or active learning. Job demands were the most clearly related to health impairment, whereas job control was the most clearly associated with active learning. Conclusions These findings partly contradict the demand-control model, especially with respect to the validity of the interaction between demand and control. Job demands and job control seem to initiate two essentially independent processes, and this occurrence is consistent with the recently proposed job demands-resources model.

Journal ArticleDOI
TL;DR: Based on the crossover literature and on models of job stress and the work-family interface, this paper developed a comprehensive framework to integrate the literature conceptually, delineating the mechanisms that underlie the crossover process.
Abstract: Studies investigating the crossover of job stress and strain between partners have shown that job demands are transmitted from job incumbents to their partners, affecting their psychological and physical health. Based on the crossover literature and on models of job stress and the work-family interface, this study develops a comprehensive framework to integrate the literature conceptually, delineating the mechanisms that underlie the crossover process. Key constructs include job stress, life events, strain, personal attributes and interpersonal factors. The literature pertaining to each construct in the model is reviewed and summarized. Gaps in the literature are identified, recommendations for future research are proposed, and the implications for organizational theory and practice are discussed.

Journal ArticleDOI
TL;DR: In this article, the authors use an equity theory framework to find that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers, using an equity model.
Abstract: Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework...

Journal ArticleDOI
TL;DR: This paper examined 82 accounts of "issue selling" to understand managers' implicit theories for successfully shaping change from below by directing the attention of top management, and found that most of the accounts were based on the same model.
Abstract: In this study, we examined 82 accounts of “issue selling” to better understand managers' implicit theories for successfully shaping change from below by directing the attention of top management. T...

Journal ArticleDOI
TL;DR: Based upon the literature, a structural measurement model incorporating four core antecedents of worker turnover has been proposed in this article, which is based on the literature and can be used to estimate worker turnover.
Abstract: For the past century, worker turnover has been of keen interest for both managers and researchers. Based upon the literature, a structural measurement model incorporating four core antecedents of t...

Journal ArticleDOI
TL;DR: In this article, the authors examined the relationship between employees' perceptions of person-job and person-organization (P-O) fit and found that P-O fit was a better predictor of intentions to quit than was P-J fit, but there was little difference in their relative influence on job satisfaction.

Journal ArticleDOI
TL;DR: In this paper, a field survey of 461 self-managing work team members in four countries was used to examine whether employee resistance to such teams mediated the relationships between employee cultural values and job attitudes.
Abstract: Using a field survey of 461 self-managing work team members in four countries, we examined: (1) whether employee resistance to such teams mediated the relationships between employee cultural values and job attitudes and (2) whether the value-resistance relationships were stronger in some countries than in others. Results show that resistance mediated the cultural value-job attitude relationships, sometimes fully and sometimes partially, depending on which type of resistance (to teams or to self-management) and which type of cultural value was being examined. Theoretical and practical implications are discussed.

Journal ArticleDOI
TL;DR: In this article, a 3-dimensional model of the domain of citizenship performance is presented and evidence is reviewed for links between personality constructs and citizenship performance, showing that personality, at least the conscientiousness and dependability constructs, correlates more highly with citizenship performance than with task performance.
Abstract: This article briefly introduces the criterion construct, citizenship performance, describes how this construct is different from task performance and presents a recently derived 3-dimension model of the domain. Evidence is then reviewed for links between personality constructs and citizenship performance. An update of the Organ and Ryan (1995) meta-analysis of personality-organizational citizenship behavior relationships suggests slightly higher correlations than those found in the meta-analysis and also indicates that personality, at least the conscientiousness and dependability constructs, correlates more highly with citizenship performance than with task performance. These results are discussed in the broader context of building models of job performance and studying linkages between individual differences and relatively specific criterion constructs.

Journal ArticleDOI
TL;DR: This paper used labour market spell data from the first seven waves of the British Household Panel Survey (BHPS) to model separations and quits and found that job satisfaction data are powerful predictors of both separations, even controlling for wages, hours and standard demographic and job variables.

Journal ArticleDOI
TL;DR: The authors found that the tendency for people to respond less favorably (i.e., with lower organizational commitment) to lower levels of voice was greater in low power distance cultures (United States and Germany) than in high power distance (People's Republic of China, Mexico, and Hong Kong) and found a similar interactive effect of voice and people's power distance beliefs on employees' work attitudes and job performance.

Journal ArticleDOI
TL;DR: This article investigated the relationship between employees' perceptions of organisational culture and subculture, and job satisfaction and commitment, and found that ward culture was more predictive of commitment than was hospital culture.
Abstract: Investigates the relationships between employees’ perceptions of organisational culture and subculture, and job satisfaction and commitment. Questionnaires containing the above measures were distributed to nurses employed in seven large hospitals and a total of 251 responses were obtained. Measures of leadership style and employee demographics were also included in the questionnaire. Regression analysis was used to investigate the extent to which nurses’ job satisfaction and commitment to their wards are predicted by their perceptions of the hospitals’ cultures (or organisational culture), the cultures of their wards (or organisation subculture), the leadership styles of their ward managers, and several demographic characteristics including age, experience, education and job tenure. It was found that ward culture was more predictive of commitment than was hospital culture. Also, statistically controlling for job satisfaction did not substantially reduce the influence on commitment of any of the independent variables included in this study. The results suggest that managers may need to focus more on organizational subcultures in generating greater commitment among employees.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the moderating impacts of the Islamic work ethic on the relationships between organizational commitment and job satisfaction, using a sample of 425 Muslim employees in several organizations in the United Arab Emirates (UAE).
Abstract: This study investigates the moderating impacts of the Islamic work ethic on the relationships between organizational commitment and job satisfaction. It uses a sample of 425 Muslim employees in several organizations in the United Arab Emirates (UAE). The empirical results indicate that the Islamic work ethic directly affects both organizational commitment and job satisfaction, and that it moderates the relationship between these two constructs. Results further reveal that national culture does not moderate the relationship between the Islamic work ethic and both organizational commitment and job satisfaction. Results also point out that support of the Islamic work ethic differs across age, education level, work experience, national culture, organization type (manufacturing or service), and ownership (private or public). Furthermore, empirical results suggest that there is a positive and significant relationship between job satisfaction and organizational commitment. Implications, limitations and lines of future research are discussed.

Journal ArticleDOI
TL;DR: The common interpretation of the positive correlation among self-efficacy, personal goals, and performance is questioned and conditions likely to affect the sign of the relationship are focused on.
Abstract: The common interpretation of the positive correlation among self-efficacy, personal goals, and performance is questioned. Using self-efficacy theory (A. Bandura, 1977), it was predicted that cross-sectional correlational results were a function of past performance's influence on self-efficacy, and using control theory (W. T. Powers, 1973), it was predicted that self-efficacy could negatively influence subsequent performance. These predictions were supported with 56 undergraduate participants, using a within-person procedure. Personal goals were also positively influenced by self-efficacy and performance but negatively related to subsequent performance. A 2nd study involving 185 undergraduates found that manipulated goal level positively predicted performance and self-efficacy positively predicted performance in the difficult-goal condition. The discussion focuses on conditions likely to affect the sign of the relationship among self-efficacy, goals, and performance.

Journal ArticleDOI
TL;DR: This article found that people with high public service motivation are more likely than others to choose government jobs, to perform better on the job, and to respond more to nonutilitarian incentives once in government.
Abstract: Perry and Wise (1990) argued that people with high public service motivation (PSM) are more likely than others to choose government jobs, to perform better on the job, and to respond more to nonutilitarian incentives once in government. Using multiple regression and logit analyses on responses by 35,000 federal, white-collar employees to the 1991 Survey of Federal Employees and the 1996 Merit Principles Survey, this article tests the link between PSM and job performance in the federal service. There is mixed evidence on whether PSM positively affected grades and performance ratings, clearer evidence that employees who expected to receive a material reward for exceptional performance attained higher grades and performance ratings, and no evidence that the link between material rewards and performance mattered any less to those with high PSM.

Journal ArticleDOI
TL;DR: Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization's ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction as mentioned in this paper.
Abstract: Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization's ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.'s (1998) organizational justice and cognitive dissonance theories. The findings imply that organizational leaders can favorably influence organizational outcomes by engaging in, supporting and rewarding ethical behavior.

Journal ArticleDOI
TL;DR: The circumplex framework is offered as a potentially useful taxonomy for researchers interested in better understanding and promoting a happy and productive workforce as discussed by the authors, however, despite years of research, support for the happy-productive worker thesis remains equivocal.
Abstract: For decades, organizational scientists and practitioners alike have been fascinated by the happyproductive worker thesis. According to this hypothesis, happy employees exhibit higher levels of job-related performance behaviors than do unhappy employees. However, despite years of research, support for the happy-productive worker thesis remains equivocal. These ambiguous findings result from the variety of ways in which happiness has been operationalized. Researchers have operationalized happiness as job satisfaction, as the presence of positive affect, as the absence of negative affect, as the lack of emotional exhaustion, and as psychological well-being. Some of these measures exhibit appreciable associations with job performance, others do not. The circumplex framework is offered as a potentially useful taxonomy for researchers interested in better understanding and promoting a happy and productive workforce.