Topic
Job satisfaction
About: Job satisfaction is a research topic. Over the lifetime, 58031 publications have been published within this topic receiving 1826185 citations.
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TL;DR: A study of 422 employees and their supervisors from 58 departments of two banks found that citizenship behavior includes at least two separate dimensions Altruism, or helping specific persons, and Generalized Compliance, a more impersonal form of conscientious citizenship.
Abstract: It is argued here that a category of performance called citizenship behavior is important in organizations and not easily explained by the same incentives that induce entry, conformity to contractual role prescriptions, or high production A study of 422 employees and their supervisors from 58 departments of two banks sought to elaborate on the nature and predictors of citizenship behavior Results suggest that citizenship behavior includes at least two separate dimensions Altruism, or helping specific persons, and Generalized Compliance, a more impersonal form of conscientious citizenship Job satisfaction, as a measure of chronic mood state, showed a direct predictive path to Altruism but not Generalized Compliance Rural background had direct effects on both dimensions of citizenship behavior The predictive power of other variables (e g , leader supportiveness as assessed independently by co-workers, personality measures) varied across the two dimensions of citizenship behavior
3,135 citations
TL;DR: A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB) as discussed by the authors, and the relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups.
Abstract: A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self- versus other-rating of OCB; self-ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.
3,118 citations
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
TL;DR: In this article, two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction, and the results indicated that the composite factor may be a better predictor of performance than the individual facets.
Abstract: Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.
3,071 citations
TL;DR: A meta-analysis of single-item measures ofOverall job satisfaction found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction, which is slightly lower than the overall mean correlation.
Abstract: A meta-analysis of single-item measures of overall job satisfaction (28 correlations from 17 studies with 7,682 people) found an average uncorrected correlation of .63 (SD = .09) with scale measures of overall job satisfaction. The overall mean correlation (corrected only for reliability) is .67 (SD = .08), and it is moderated by the type of measurement scale used. The mean corrected correlation for the best group of scale measures (8 correlations, 1,735 people) is .72 (SD = .05). The correction for attenuation formula was used to estimate the minimum level of reliability for a single-item measure. These estimates range from .45 to .69, depending on the assumptions made.
2,986 citations