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Warner RP, Sibthorp J, Povilaitis V, Taylor J. Clarifying Work Values through Seasonal Employment: An Instrumental Case Study of Summer Camp Employment. JOURNAL OF CAREER DEVELOPMENT 2022. [DOI: 10.1177/08948453211069115] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Emerging adults need opportunities to clarify their work values. Although researchers have examined how transitions and work experiences influence emerging adults’ work values and job choices, less is known about how seasonal employment shapes work values. Using the theory of work adjustment as a guide, we conducted semi-structured interviews with 20–27 year-olds (n = 76; mage = 22.03, SD = 1.82) to understand how their seasonal employment at summer camps influenced their work values. We found that seasonal camp employment aligned with and helped participants clarify their desire for dynamic work that makes a difference and that offers a supportive social environment with adequate work-life balance. Our findings suggest that seasonal employment affords emerging adults important opportunities to discover, reinforce, and prune work values in a temporary employment setting. We conclude by discussing implications for emerging adults’ career development and offer suggestions for career counselors.
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Figueredo JM, García-Ael C, Gragnano A, Topa G. Well-Being at Work after Return to Work (RTW): A Systematic Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17207490. [PMID: 33076302 PMCID: PMC7602369 DOI: 10.3390/ijerph17207490] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/21/2020] [Revised: 10/08/2020] [Accepted: 10/09/2020] [Indexed: 12/26/2022]
Abstract
Background: Employees’ well-being at work after the return to work (RTW) is considered a key aspect of rehabilitation and maintenance of workability. This systematic review aimed at identifying the common psychosocial factors that predict the subjective and psychological well-being in RTW processes after having a long-standing health problem or disability. Objective: To evaluate the subjective and psychological well-being at work of employees with chronic or long-standing health problems or those returning to work after any cause of disability. Data source: Systematic review of articles published in English or Spanish using PsycINFO, PsycARTICLES, MEDLINE, Psychology, and Behavioral Sciences Collection, and Pubpsych. An additional study was identified by contacting expert academics in the field. The search equations used included terms such as Return to Work, Long-Standing Health Problems or Disability, Work Health Balance, and job satisfaction or subjective well-being. Eligibility criteria for the studies: Studies that included a measure of employees’ well-being at work following return to work were selected for the review. Evaluation of the studies and synthesis methods: The studies were selected using predefined fields which included quality criteria. Results: Of the 264 articles returned by the initial search, a total of 20 were finally selected. Results were organized around the three different theoretical approaches for understanding RTW and its antecedents and consequences: (a) RTW and autonomy at work have a positive effect on psychological well-being; (b) job demand is linked to less job satisfaction, whereas a higher level on the work–health balance is associated with job satisfaction and work engagement; (c) internal and external support is linked to job satisfaction in the case of a disease. Limitations: The evidence provided by the results is restricted by the limited availability of studies focusing on well-being at work following return to work. Moreover, the studies identified are of different kinds, thereby preventing comparisons. Conclusions and implications of the main findings: Employees’ subjective well-being after return to work has received very little attention to date. Given its importance in the current configuration of the labor market, it should be the object of more research.
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Affiliation(s)
- José-María Figueredo
- International School of Doctorate, National Distance Education University (UNED), 28040 Madrid, Spain;
| | - Cristina García-Ael
- Department of Social and Organizational Psychology, National Distance Education University (UNED), 28040 Madrid, Spain;
| | - Andrea Gragnano
- Department of Psychology, University of Milano-Bicocca, 20126 Milan, Italy;
| | - Gabriela Topa
- Department of Social and Organizational Psychology, National Distance Education University (UNED), 28040 Madrid, Spain;
- Correspondence:
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3
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Sukirno S. Dataset of lecturer performance appraisel. Data Brief 2020; 32:106161. [PMID: 32904289 PMCID: PMC7452562 DOI: 10.1016/j.dib.2020.106161] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2020] [Revised: 08/05/2020] [Accepted: 08/05/2020] [Indexed: 11/29/2022] Open
Abstract
The dataset showed in this manuscript belongs to the investigation of determinant of lecturer performance in Indonesia. Semi-closed questionnaires were administered to collect data and 750 questionnaires were distributed by using snowball-sampling method to lecturers, peers, and students in the public and private universities in Indonesia. About 347 questionnaires were returned and could be further analyzed. Respondents were required to indicate their level of agreement on various items with a five-point scale. Exploratory factor analysis was used to test the item validity and Cronbach's Alpha test was employed to examine the instrument reliability. Besides, path analysis was also employed to test research hypotheses. Lecturer performance is an endless issue in education and the data can be used to explore the lecturer performance. Besides, it may also be used in developing an appraisal model of teacher performance other education levels as well.
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Affiliation(s)
- Sukirno Sukirno
- Accounting Education Department, Faculty of Economics, Yogyakarta State University, Indonesia
- Corresponding author.
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Salas-Vallina A, Pozo-Hidalgo M, Gil-Monte PR. Are Happy Workers More Productive? The Mediating Role of Service-Skill Use. Front Psychol 2020; 11:456. [PMID: 32292366 PMCID: PMC7120033 DOI: 10.3389/fpsyg.2020.00456] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2019] [Accepted: 02/27/2020] [Indexed: 02/05/2023] Open
Abstract
The purpose of this paper is to examine the relationship between happiness at work and cross-selling performance in the banking sector. In addition, the mediating effect of service-skill use is analyzed in the relationship between happiness at work and performance. Confirmatory factor analysis is used by means of structural equation models to assess the relationship between happiness at work, service-skill use, and cross-selling performance. A sample of 492 financial service employees is examined. Results reveal that happiness at work positively and directly affects cross-selling performance. The study also shows that service-skill use plays a partial mediating role in the relationship between happiness at work and cross-selling performance. This research expands the theory of the happy productive worker perspective based on the job demands-resources model and defines and conceptualizes service-skill use. Employees who are happier at work cross-sell better, but their service-skill use mediates the effect of happiness at work on cross-selling performance.
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Affiliation(s)
| | | | - Pedro R. Gil-Monte
- Department of Social Psychology, University of Valencia, Valencia, Spain
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5
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Lamberti G, Aluja Banet T, Rialp Criado J. Work climate drivers and employee heterogeneity. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1080/09585192.2020.1711798] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
Affiliation(s)
- Giuseppe Lamberti
- Department of Business, School of Economics and Business, Universitat Autònoma de Barcelona, Bellaterra, Spain
| | - Tomas Aluja Banet
- Department of Statistics and Operative Research, Universitat Politècnica de Catalunya, Barcelona, Spain
| | - Josep Rialp Criado
- Department of Business, School of Economics and Business, Universitat Autònoma de Barcelona, Bellaterra, Spain
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Steinmann B, Klug HJP, Maier GW. The Path Is the Goal: How Transformational Leaders Enhance Followers' Job Attitudes and Proactive Behavior. Front Psychol 2018; 9:2338. [PMID: 30555375 PMCID: PMC6281759 DOI: 10.3389/fpsyg.2018.02338] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2017] [Accepted: 11/08/2018] [Indexed: 11/13/2022] Open
Abstract
While leading through goals is usually associated with a task-oriented leadership style, the present work links goal setting to transformational leadership. An online survey with two time points was conducted with employees to investigate the influence of transformational leadership on followers’ job satisfaction, organizational commitment, and proactive behavior via goal attributes. Findings indicate that transformational leaders influence the extent to which followers evaluate organizational goals as important and perceive them as attainable. Multiple mediation analysis revealed that these goal attributes transmit the effect of transformational leadership on followers’ job attitudes and proactive behavior. However, goal importance and goal attainability seem to be of differential importance for the different outcomes.
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Affiliation(s)
- Barbara Steinmann
- Work and Organizational Psychology, Department of Psychology, Bielefeld University, Bielefeld, Germany
| | - Hannah J P Klug
- Work and Organizational Psychology, Department of Psychology, Bielefeld University, Bielefeld, Germany
| | - Günter W Maier
- Work and Organizational Psychology, Department of Psychology, Bielefeld University, Bielefeld, Germany
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Park J, Lee K, Lim JI, Sohn YW. Leading With Callings: Effects of Leader's Calling on Followers' Team Commitment, Voice Behavior, and Job Performance. Front Psychol 2018; 9:1706. [PMID: 30258386 PMCID: PMC6143684 DOI: 10.3389/fpsyg.2018.01706] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/17/2018] [Accepted: 08/23/2018] [Indexed: 11/23/2022] Open
Abstract
Viewing work as a calling has been considered to be beneficial to individuals and organizations. However, research to date has largely focused on the effects of individuals’ own callings on themselves, leaving the effects of one’s calling on others unexplored. Based on research that demonstrates prevalent effects of callings and leader’s influences on followers at work, we assumed that leader calling might have positive effects on followers’ outcomes. Specifically, we hypothesized that the extent to which leaders view their work as a calling have positive influences on followers’ team commitment, leader-rated voice behavior, and job performance. We also examined a mediating effect of transformational leadership on the relations between leader’s calling and the three follower’s outcomes. Using data on 284 leader-follower pairs from the South Korean Air Force, we found that leader’s calling was positively associated with followers’ team commitment, voice behaviors, and job performance. The effects of leader’s calling on follower commitment and voice behavior were partly accounted for by follower perceptions of transformational leadership. However, a mediating role of transformational leadership on the link between leader’s calling and job performance was not supported. The implications of these findings are discussed.
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Affiliation(s)
- Jiyoung Park
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Kyoungsu Lee
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Jung In Lim
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Young Woo Sohn
- Department of Psychology, Yonsei University, Seoul, South Korea
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8
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Horwitz SK, Horwitz IB. The effects of organizational commitment and structural empowerment on patient safety culture. J Health Organ Manag 2017; 31:10-27. [PMID: 28260410 DOI: 10.1108/jhom-07-2016-0150] [Citation(s) in RCA: 21] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose The purpose of this paper is to investigate the relationship between patient safety culture and two attitudinal constructs: affective organizational commitment and structural empowerment. In doing so, the main and interaction effects of the two constructs on the perception of patient safety culture were assessed using a cohort of physicians. Design/methodology/approach Affective commitment was measured with the Organizational Commitment Questionnaire, whereas structural empowerment was assessed with the Conditions of Work Effectiveness Questionnaire-II. The abbreviated versions of these surveys were administered to a cohort of 71 post-doctoral medical residents. For the data analysis, hierarchical regression analyses were performed for the main and interaction effects of affective commitment and structural empowerment on the perception of patient safety culture. Findings A total of 63 surveys were analyzed. The results revealed that both affective commitment and structural empowerment were positively related to patient safety culture. A potential interaction effect of the two attitudinal constructs on patient safety culture was tested but no such effect was detected. Research limitations/implications This study suggests that there are potential benefits of promoting affective commitment and structural empowerment for patient safety culture in health care organizations. By identifying the positive associations between the two constructs and patient safety culture, this study provides additional empirical support for Kanter's theoretical tenet that structural and organizational support together helps to shape the perceptions of patient safety culture. Originality/value Despite the wide recognition of employee empowerment and commitment in organizational research, there has still been a paucity of empirical studies specifically assessing their effects on patient safety culture in health care organizations. To the authors' knowledge, this study is the first empirical study to examine the relationship between structural empowerment as proposed by Kanter and the culture of patient safety using physicians.
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Affiliation(s)
- Sujin K Horwitz
- Cameron School of Business, University of St Thomas , Houston, Texas, USA
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Wang H, Tang C, Zhao S, Meng Q, Liu X. Job Satisfaction among Health-Care Staff in Township Health Centers in Rural China: Results from a Latent Class Analysis. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2017; 14:ijerph14101101. [PMID: 28937609 PMCID: PMC5664602 DOI: 10.3390/ijerph14101101] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/25/2017] [Revised: 09/08/2017] [Accepted: 09/19/2017] [Indexed: 11/16/2022]
Abstract
Background: The lower job satisfaction of health-care staff will lead to more brain drain, worse work performance, and poorer health-care outcomes. The aim of this study was to identify patterns of job satisfaction among health-care staff in rural China, and to investigate the association between the latent clusters and health-care staff’s personal and professional features; Methods: We selected 12 items of five-point Likert scale questions to measure job satisfaction. A latent-class analysis was performed to identify subgroups based on the items of job satisfaction; Results: Four latent classes of job satisfaction were identified: 8.9% had high job satisfaction, belonging to “satisfied class”; 38.2% had low job satisfaction, named as “unsatisfied class”; 30.5% were categorized into “unsatisfied class with the exception of interpersonal relationships”; 22.4% were identified as “pseudo-satisfied class”, only satisfied with management-oriented items. Low job satisfaction was associated with specialty, training opportunity, and income inequality. Conclusions: The minority of health-care staff belong to the “satisfied class”. Three among four subgroups are not satisfied with income, benefit, training, and career development. Targeting policy interventions should be implemented to improve the items of job satisfaction based on the patterns and health-care staff’s features.
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Affiliation(s)
- Haipeng Wang
- School of Health Care Management, Key Lab of Health Economics and Policy, NHFPC (Shandong University), The Centre for Economic Research, Shandong University, Jinan 250100, China.
| | - Chengxiang Tang
- School of Public Administration, Guangzhou University, Guangzhou 510006, China.
| | - Shichao Zhao
- School of Public Administration, Shandong Normal University, Jinan 250014, China.
| | - Qingyue Meng
- China Centre for Health Development Studies, Peking University, Beijing 100191, China.
| | - Xiaoyun Liu
- China Centre for Health Development Studies, Peking University, Beijing 100191, China.
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10
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Farrukh M, Ying CW, Mansori S. Organizational commitment: an empirical analysis of personality traits. JOURNAL OF WORK-APPLIED MANAGEMENT 2017. [DOI: 10.1108/jwam-12-2016-0026] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the impact of five-factor model of personality on organizational commitment in the higher educational institutes of Pakistan.
Design/methodology/approach
Quantitative methodology was adopted to measure the impact of personality on organizational commitment. A structured questionnaire was e-mailed to the faculty members of the social science department of higher education institutes. SmartPLS software was used to run the structural equation modeling technique.
Findings
The findings showed that extroversion, agreeableness, and conscientiousness are positively linked to affective commitment (AC), and neuroticism and openness has negative association with AC. Furthermore, extroversion and agreeableness were found to be negatively linked to continuance commitment. A negative link between neuroticism and continuance commitment while no relationship between conscientiousness, openness, and continuance commitment was found.
Research limitations/implications
Results have several implications for the personality and commitment literature. First, study provided comprehensive empirical evidence regarding the dispositional basis of organizational commitment notably; the authors found that the Big Five personality traits as a whole are significantly associated with organizational commitment. Second, the current findings underscore the role of agreeableness in shaping organizational commitment. Agreeableness was the strongest predictor of both AC and continuance commitment. Agreeableness may be especially relevant for predicting employee outcomes that are reliant on strong interpersonal or social exchange relationships. As such outcomes are becoming more and more critical in employee, group, and organizational effectiveness.
Originality/value
In general, findings show that Big Five traits play an important role in understanding employee commitment to the organization. Consistent with previous studies on personality traits in the workplace, practitioners will benefit from considering all of the Big Five traits in their selection systems.
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11
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Castro SL, Douglas C, Hochwarter WA, Ferris GR, Frink DD. The Effects- of Positive Affect and Gender on the Influence Tactics - Job Performance Relationship. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2016. [DOI: 10.1177/107179190301000101] [Citation(s) in RCA: 33] [Impact Index Per Article: 4.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Influence tactics are goal-oriented behaviors that individuals use to obtain desired outcomes. Thus, it is important that managers understand subordinates' use of influence tactics and the effects of these tactics on organizational outcomes. In this paper, we argue that positive affect (PA) will moderate the relationship between upward influence tactics and job performance ratings, and that the form of the relationship will differ for males and females. Data were gathered from 287 university administrators to test these questions. Results indicated that PA moderated the relationship between influence tactics and job performance ratings for the entire sample, such that those possessing higher levels of PA were the recipients of higher performance ratings when all influence tactics (i.e., a "Shotgun" approach) were employed and when "hard" influence tactics were employed. Moreover, findings indicated that the use of these approaches was associated with greater performance ratings for females with high PA, but not for males. Implications of these findings, limitations, and directions for future research are discussed.
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12
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Hochwarter WA, Kiewitz C, Gundlach MJ, Stoner J. The Impact of Vocational and Social Efficacy on Job Performance and Career Satisfaction. JOURNAL OF LEADERSHIP & ORGANIZATIONAL STUDIES 2016. [DOI: 10.1177/107179190401000303] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Research is presented that examined the impact of social efficacy on the relationship between vocational efficacy beliefs and various job performance dimensions as well as career satisfaction. Results indicated respondents who held low social efficacy beliefs reported higher performance scores than individuals who reported high social efficacy beliefs. Moreover, those with lower social efficacy beliefs reported being more satisfied with their career than their high social efficacy counterparts. Implications of these findings, strengths and limitations of the current study, and directions for future research are provided.
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13
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Balabanova E, Efendiev A, Ehrnrooth M, Koveshnikov A. Job satisfaction, blat and intentions to leave among blue-collar employees in contemporary Russia. BALTIC JOURNAL OF MANAGEMENT 2016. [DOI: 10.1108/bjm-03-2015-0079] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to examine antecedents of intentions to leave among blue-collar employees in domestic Russian organizations.
Design/methodology/approach
– The study is based on a sample of 1,210 blue-collar employees in 80 domestic organizations across 14 industries and eight regions in Russia.
Findings
– The analysis shows that wage satisfaction is the strongest negative predictor of Russian employees’ intentions to leave compared to core job-related and interpersonal relations satisfaction. For non-blat employees, the relationships with intentions to leave are negative and significant for all three types of satisfactions, whereas for employees with blat only the relationship between core job-related satisfaction and intentions to leave is significant.
Originality/value
– The present study, first, reveals that wage satisfaction is the most important but not the only way to retain blue-collar employees in Russia and, second, points toward the complex nature of blat’s influence on employees’ organizational behavior in contemporary Russian organizations. By so doing, the analysis provides a still rare empirical illustration of how relationships and variables explaining turnover intentions and its antecedents are contingent on economic, cultural and institutional contexts.
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Beasley CR, Jason LA. Engagement and disengagement in mutual-help addiction recovery housing: a test of affective events theory. AMERICAN JOURNAL OF COMMUNITY PSYCHOLOGY 2015; 55:347-358. [PMID: 25791917 PMCID: PMC4856289 DOI: 10.1007/s10464-015-9708-0] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/02/2023]
Abstract
This study tested an affective events theory (AET) model in the Oxford House network of recovery homes. Residents' congruence with their home (P-E fit) was hypothesized to directly influence behavior that supported the house and other residents-citizenship behavior. We further hypothesized P-E fit would be related to member intentions to leave, with attitudes toward the home mediating that relationship. To assess this, we administered a cross-sectional national survey to 296 residents of 83 randomly selected Oxford Houses. Although the AET model demonstrated good fit with the data, an alternative model fit better. This alternative model suggested an additional indirect relationship between P-E fit and citizenship mediated by attitudes. Results suggested affective experiences such as feeling like one fits with a community may influence engagement and disengagement. There appears to be a direct influence of fit on citizenship behavior and an indirect influence of fit through recovery home attitudes on both citizenship and intentions to leave the home. We conclude affective experiences could be important for community engagement and disengagement but AET may need to integrate cognitive dissonance theory.
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Affiliation(s)
| | - Leonard A. Jason
- DePaul University Center for Community Research, 990 W. Fullerton Avenue, STE 3100, Chicago, IL 60614
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Yang J, Treadway DC, Stepina LP. Justice and politics: mechanisms for the underlying relationships of role demands to employees' satisfaction and turnover intentions. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2013. [DOI: 10.1111/jasp.12115] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Jun Yang
- Department of Organization and Human Resources, School of Business; Renmin University of China
| | - Darren C. Treadway
- Department of Organizations and Human Resources, School of Management; State University of New York at Buffalo
| | - Lee P. Stepina
- Department of Management, College of Business; Florida State University
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Steger MF, Littman-Ovadia H, Miller M, Menger L, Rothmann S. Engaging in Work Even When It Is Meaningless. JOURNAL OF CAREER ASSESSMENT 2013. [DOI: 10.1177/1069072712471517] [Citation(s) in RCA: 82] [Impact Index Per Article: 7.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The central aim of the present study was to assess the predictive value of affective disposition and meaningful work on employee engagement. Specifically, it was proposed that meaningful work moderates the relationship between affective disposition and engagement. Questionnaires were completed by 252 white-collar employees, working in a variety of organizations and jobs across Israel, recruited from community-based samples on a voluntary basis. As hypothesized, work engagement, affective disposition, and meaningful work were positively correlated. Additionally, a significant interaction between affective disposition and meaningful work was found. The relationship between affective disposition and work engagement was found to differ by the extent to which individuals perceived their work as meaningful. Specifically, when work was not perceived as meaningful, employees characterized by high scores on affective disposition were more strongly engaged compared to employees who were characterized by low scores on affective disposition. However, when work was perceived as meaningful, there was no difference in level of engagement found between those with high or low scores on affective disposition. The implications of these results are discussed.
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Affiliation(s)
- Michael F. Steger
- Colorado State University, Fort Collins, CO, USA
- North-West University, Vanderbijlpark, Gauteng, South Africa
| | - Hadassah Littman-Ovadia
- Department of Behavioral Sciences and Psychology, Ariel University Center of Samaria, Ariel, Israel
| | - Michal Miller
- Department of Behavioral Sciences and Psychology, Ariel University Center of Samaria, Ariel, Israel
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Brueller D, Carmeli A. Linking capacities of high-quality relationships to team learning and performance in service organizations. HUMAN RESOURCE MANAGEMENT 2011. [DOI: 10.1002/hrm.20435] [Citation(s) in RCA: 51] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
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Bowling NA, Eschleman KJ, Wang Q. A meta-analytic examination of the relationship between job satisfaction and subjective well-being. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2011. [DOI: 10.1348/096317909x478557] [Citation(s) in RCA: 321] [Impact Index Per Article: 24.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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19
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20
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Lheureux F. Représentations professionnelles, satisfaction au travail et choix de carrière des personnels infirmiers : le rôle des valeurs d’autonomie. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2010. [DOI: 10.1016/s1420-2530(16)30139-x] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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21
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Ng TWH, Sorensen KL, Yim FHK. Does the Job Satisfaction—Job Performance Relationship Vary Across Cultures? JOURNAL OF CROSS-CULTURAL PSYCHOLOGY 2009. [DOI: 10.1177/0022022109339208] [Citation(s) in RCA: 52] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The purpose of this study is to examine whether culture moderates the relationship between job satisfaction and job performance. Multiple theoretical frameworks regarding culture are used as the theoretical guide. Based on meta-analytical moderator tests, the authors find some support for their hypotheses that the effect size for the job satisfaction—job performance relationship is likely to be stronger in individualistic (vs. collectivistic) cultures, in low-power-distance (vs. high-power-distance) cultures, in low-uncertainty-avoidance (vs. high-uncertainty-avoidance) cultures, and in masculine (vs. feminine) cultures. They also observe stronger evidence of these effects for task performance than for contextual performance. Implications for theory, practice, and future research are discussed.
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22
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The Relationship between Job Performance and Job Satisfaction, Organizational Commitment, and Goal Orientation. ACTA PSYCHOLOGICA SINICA 2008. [DOI: 10.3724/sp.j.1041.2008.00084] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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23
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A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale. JOURNAL OF VOCATIONAL BEHAVIOR 2008. [DOI: 10.1016/j.jvb.2008.01.004] [Citation(s) in RCA: 159] [Impact Index Per Article: 9.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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24
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Ng TWH, Sorensen KL. Toward a Further Understanding of the Relationships Between Perceptions of Support and Work Attitudes. GROUP & ORGANIZATION MANAGEMENT 2008. [DOI: 10.1177/1059601107313307] [Citation(s) in RCA: 365] [Impact Index Per Article: 22.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study (a) compared the effect of perceived supervisor support (PSS) and perceived coworker support (PCS) on work attitudes; (b) examined the moderating role of gender, tenure, and job type in the support—attitude relationship; and (c) tested a theoretical model hypothesizing relationships among PCS, PSS, perceived organizational support, and work attitudes. In a meta-analysis, PSS was found to be more strongly related to job satisfaction (.52 vs. .37), affective commitment (.48 vs. .28), and turnover intention (—.36 vs. —.19) than was PCS. Further, job type (customer-contact vs. non-customer-contact jobs) was found to be a significant moderator. Finally, the proposed model received empirical support. Different forms of support were closely related to work attitudes and to each other. Implications for research on social support are discussed.
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Harvey P, Stoner J, Hochwarter W, Kacmar C. Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. LEADERSHIP QUARTERLY 2007. [DOI: 10.1016/j.leaqua.2007.03.008] [Citation(s) in RCA: 206] [Impact Index Per Article: 12.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Carmeli A, Josman ZE. The Relationship Among Emotional Intelligence, Task Performance, and Organizational Citizenship Behaviors. HUMAN PERFORMANCE 2006. [DOI: 10.1207/s15327043hup1904_5] [Citation(s) in RCA: 128] [Impact Index Per Article: 7.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/31/2022]
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Carmeli A, Weisberg J. Exploring turnover intentions among three professional groups of employees. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2006. [DOI: 10.1080/13678860600616305] [Citation(s) in RCA: 76] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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James M, Treadway DC, Conner D, Hochwarter WA. The Interactive Effects of Positive Affect and a Sense of Competency on the Politics Perceptions-Job Satisfaction Relationship. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2005. [DOI: 10.1111/j.1559-1816.2005.tb02147.x] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Welfare Workers. ACTA ACUST UNITED AC 2005. [DOI: 10.1300/j147v29n02_02] [Citation(s) in RCA: 114] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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THE ROLE OF “HAPPINESS” IN ORGANIZATIONAL RESEARCH: PAST, PRESENT AND FUTURE DIRECTIONS. RESEARCH IN OCCUPATIONAL STRESS AND WELL-BEING 2004. [DOI: 10.1016/s1479-3555(04)04006-5] [Citation(s) in RCA: 22] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/03/2022]
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Treadway DC, Hochwarter WA, Ferris GR, Kacmar CJ, Douglas C, Ammeter AP, Buckley M. Leader political skill and employee reactions. LEADERSHIP QUARTERLY 2004. [DOI: 10.1016/j.leaqua.2004.05.004] [Citation(s) in RCA: 113] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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Perrewé PL, Spector PE. Personality research in the organizational sciences. RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT 2004. [DOI: 10.1016/s0742-7301(02)21001-4] [Citation(s) in RCA: 59] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/24/2022]
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Carmeli A, Freund A. Work commitment, job satisfaction, and job performance: an empirical investigation. ACTA ACUST UNITED AC 2004. [DOI: 10.1108/ijotb-07-03-2004-b001] [Citation(s) in RCA: 48] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Affiliation(s)
- Abraham Carmeli
- Graduate School of Business Administration and Department of Political Science, Bar-Ilan University
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Carmeli A. The relationship between emotional intelligence and work attitudes, behavior and outcomes. JOURNAL OF MANAGERIAL PSYCHOLOGY 2003. [DOI: 10.1108/02683940310511881] [Citation(s) in RCA: 344] [Impact Index Per Article: 16.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Thoresen CJ, Kaplan SA, Barsky AP, Warren CR, de Chermont K. The Affective Underpinnings of Job Perceptions and Attitudes: A Meta-Analytic Review and Integration. Psychol Bull 2003; 129:914-45. [PMID: 14599288 DOI: 10.1037/0033-2909.129.6.914] [Citation(s) in RCA: 535] [Impact Index Per Article: 25.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
Using psychometric meta-analysis, the authors present a quantitative and qualitative review (k = 205, total pairwise N = 62,527) of the literature relating trait and state positive affect (PA) and negative affect (NA) to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout. Results indicated substantial correlations, ranging in absolute value from -.17 (PA and turnover intentions; NA and personal accomplishment) to.54 (NA and emotional exhaustion). Correlational results largely were consistent across hypothesized and exploratory moderator conditions. Meta-analytic multiple regression results generally supported the unique contribution of each affect to each attitude variable of interest. Implications and suggestions for future research on emotion-related aspects of job attitudes are discussed.
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Affiliation(s)
- Carl J Thoresen
- Department of Psychology, Tulane University, New Orleans, LA, USA.
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Iverson RD, Deery SJ. Understanding the "personological" basis of employee withdrawal: the influence of affective disposition on employee tardiness, early departure, and absenteeism. JOURNAL OF APPLIED PSYCHOLOGY 2001; 86:856-66. [PMID: 11596802 DOI: 10.1037/0021-9010.86.5.856] [Citation(s) in RCA: 59] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
Abstract
This study investigated the impact of positive affectivity (PA) and negative affectivity (NA) on employee tardiness, early departure, and absenteeism, controlling for demographic, job-related, and environmental variables. The 3 temporary withdrawal measures were collected from organizational records in the 12 months following the survey. The LISREL analysis was based on a sample of 362 blue-collar employees from a multinational automotive manufacturer. The results indicate that individuals high in PA were associated with increased tardiness and early departure but decreased absenteeism. Individuals high in NA were associated with increased early departure. In terms of moderator effects, job satisfaction had a significant negative impact for individuals low in PA in predicting tardiness and early departure, whereas job satisfaction displayed a significant negative relationship with early departure for individuals high in NA. Implications of the findings are discussed.
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Affiliation(s)
- R D Iverson
- Department of Management, University of Melbourne, Parkville, Victoria, Australia.
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Maier GW, Brunstein JC. The role of personal work goals in newcomers' job satisfaction and organizational commitment: a longitudinal analysis. JOURNAL OF APPLIED PSYCHOLOGY 2001; 86:1034-42. [PMID: 11596797 DOI: 10.1037/0021-9010.86.5.1034] [Citation(s) in RCA: 115] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
Abstract
This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in job satisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization.
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Affiliation(s)
- G W Maier
- Department of Psychology, University of Munich, Germany.
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Judge TA, Thoresen CJ, Bono JE, Patton GK. The job satisfaction-job performance relationship: a qualitative and quantitative review. Psychol Bull 2001; 127:376-407. [PMID: 11393302 DOI: 10.1037/0033-2909.127.3.376] [Citation(s) in RCA: 943] [Impact Index Per Article: 41.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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.
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Affiliation(s)
- T A Judge
- Department of Management and Organizations, University of Iowa, USA.
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