The interactive effects of work-induced guilt and ability to manage resources on job and life satisfaction.

American workers are spending more time at work and less time at home than ever before-a consequence of which is an inability to devote adequate attention to nonwork activities. Utilizing a literal replication format (Lykken, 1968), the authors conducted two studies to examine the effects of work-induced guilt and the ability to manage work resources on job and life satisfaction. The authors found that work-induced guilt had its most negative association on job and life satisfaction when individuals were unable to manage work resources. Interestingly, the authors also found that work-induced guilt led to increases in job and life satisfaction when coupled with the ability to manage resources. Implications for theory and practice, strengths and limitations, and future research directions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal test of the investment model: The impact on job satisfaction, job commitment, and turnover of variations in rewards, costs, alternatives, and investments.

A 12-mo longitudinal study of 88 newly hired nurses and junior accountants (mean age of all Ss 24 yrs) tested a series of assumptions from the authors' (see record 1981-31481-001) investment model concerning the determinants of job satisfaction, job commitment, and turnover. In general, greater job satisfaction resulted from high job rewards and low job costs; whereas strong job commitment was produced by high rewards, low costs, poor alternative quality, and large investment size. Whereas the impact of job rewards on satisfaction and commitment remained relatively constant, job costs seemed to exert an increasingly powerful influence over time. Investment size also exerted greater impact on job commitment with the passage of time. Just prior to their leaving, the job commitment of Ss who left was best predicted by a combination of rewards, costs, and alternatives. Ss who stayed and those who left differed from one another with regard to changes over time in each investment model factor—those who left experienced greater decline in rewards, increase in costs, increase in alternative quality, and decrease in investment size than those who stayed. Turnover appeared to be mediated by a decline over time in degree of job commitment. (28 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The causal relation between job attitudes and performance: A meta-analysis of panel studies.

Do job attitudes cause performance, or is it the other way around? To answer this perennial question, the author conducted meta-analytic regression analyses on 16 studies that had repeatedly measured performance and job attitudes (i.e., job satisfaction or organizational commitment). The effect of job attitudes on subsequent performance, with baseline performance controlled, was weak but statistically significant (β = .06). The effect was slightly stronger for commitment than for satisfaction and depended negatively on time lag. Effects of performance on subsequent job attitudes were elusive (β = .00 across all studies), which suggests that job attitudes are more likely to influence performance than vice versa. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role satisfaction of psychologists in state hospitals.

"All midwestern, state employed, institutional psychologists listed in the 1960 APA Directory (N = 131) were requested to return an anonymous questionnaire. Seventy-one persons responded from the nine states included." As years of state employment increase the actual satisfaction and abstract expectation levels both rise. Master's level psychologists "tend to respond with a somewhat greater job satisfaction than do PhD staff members… . Psychologists who reported working in institutions with a frankly organic orientation express a lesser percentage of satisfaction on the PA [Professional Activities] scale than do psychologists reporting a psychologic orientation." State employed clinical psychologists "as a group are reasonably well satisfied spending almost 80% of their time in gratifying activities." From Psyc Abstracts 36:01:3AL23M. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correlates and perceived outcomes of 4 types of employee development activity.

Participation in 4 different types of development activity was studied in a sample of manufacturing employees (N?=?1,798). It was found that similar sets of variables were linked to greater participation in 3 activities: required training courses in work time, work-based development activity in work time, and career planning activity in work time or an individual's own time. Three kinds of reported benefits were studied, and the occurrence of these benefits was found to vary between different types of development activity. Overall job satisfaction and organizational commitment were significantly associated with prior participation in required training courses and work-based development activity. However, voluntary learning in one's own time was completely unrelated to these work attitudes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderators of the Relationships Between Coworkers' Organizational Citizenship Behavior and Fellow Employees' Attitudes.

The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of personal work goals in newcomers' job satisfaction and organizational commitment: A longitudinal analysis.

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. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Demystifying Moderate Variables of the Interrelationships among Affective Commitment, Job Performance, and Job Satisfaction of Construction Professionals

Project goals expressed in terms of time, cost, and quality requirements are seldom disputed. However, it is not easy to ensure that the defined goals will be implemented by all parties involved in the implementation process as goal commitment is one of the key variables in project success and participant satisfaction in construction projects. In order to ensure professional commitment in the management process and optimize construction performance in the complex situation, it is necessary to identify the moderate variables and clarify the interactions among affective commitment, job performance, and job satisfaction of construction professionals. A questionnaire survey was conducted in Hong Kong. Both correlation analysis and hierarchical regression models were applied. The results revealed that both job acceptance/contribution and specificity/teamwork are moderate variables influencing the relationships between affective commitment and job performance and between job performance and job satisfaction. A series of conditional relationships is revealed in detail in this study and some suggestions, such as formal briefing sessions, regular formal meeting, and value engineering workshop, are recommended.     

Clinical supervision in Canadian academic and service settings: The importance of education, training, and workplace support for supervisor development.

A national sample of Canadian psychologists who provide clinical supervision in academic or service settings (n?=?156) was surveyed regarding their background preparation for clinical supervision, satisfaction with current supervisory load, and workplace support for supervisory activities and development. With respect to supervisor training and development, the authors found that (1) almost two-thirds of the Ss received no formal training in supervision, (2) most initially felt inadequately prepared to supervise trainees, (3) subsequent self-study of supervision was perceived as helpful, and (4) self-study was associated with administrative encouragement for professional development. Exploration of supervisory load and workplace support showed that (1) a large majority of Ss were satisfied with their load, (2) satisfaction did not differ across academic and service settings, and (3) supervisors in service settings were more satisfied with opportunities for peer support around supervision. Ss called for more training in supervision and increased amounts of time on the job to devote to supervision. The need for increased training in supervision at all levels, continuing professional education, and workplace enhancements to facilitate supervision are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A multivariate analysis of the determinants of job turnover.

Developed and tested a multivariate analysis of the turnover process with 654 accountants (mean age 37 yrs). The following variables were measured: demographic variables, tenure, cognitive/affective orientation to current position (including multiple measures of job satisfaction and organizational commitment), perceived job security, intention to search for an alternative position, perceived existence of alternative positions, and intention to change positions. Turnover data were collected 1 yr later, and it was found that 22% of Ss had changed jobs. Results support the existence of significant relationships between the set of independent variables presented in the working model and actual turnover, but not the hypothesis that all variables influence turnover behavior through their impact on intentions to change position. Turnover was significantly influenced by age, tenure, job satisfaction, organizational commitment, and job security. Turnover behavior was also more strongly related to intentions to search for alternatives than to intentions to change positions. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory.

Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis.

In this article, a 2-dimensional work stressor framework is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relationships with challenge stressors were generally the opposite (positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover). Results also suggested that the differential relationships between challenge stressors and hindrance stressors and the more distal criteria (withdrawal behavior and turnover) were due, in part, to the mediating effects of job attitudes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of community characteristics on measures of job satisfaction.

Data concerning various aspects of female clerical workers' job satisfaction and group productivity were gathered from the employees of 300 catalog order establishments. Measures were also obtained of the prosperity, unemployment, slums, productive farming, and decrepitude of the communities in which the catalog order establishments were located. Analysis of these data indicated: (1) average satisfaction scores and group productivity were unrelated in general, (2) satisfaction scores were negatively related to community prosperity, and (3) pay satisfaction scores tended to be more negatively related to community prosperity than did other aspects of job satisfaction. An explanation of these findings in terms of frames of reference and alternatives available to the workers is offered. (17 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychologists in secondary schools in the 1990s: Current functions, training, and job satisfaction.

Surveyed 173 school psychologists serving secondary schools concerning their current roles and functions, training needs, and general job satisfaction. Results revealed that many school psychologists in secondary schools are providing a wide variety of services, including direct (e.g., counseling) and indirect (e.g., consultation) services. Approximately three-quarters of the Ss reported being satisfied with their work in secondary schools. Job satisfaction was related to increased time spent in intervention-related activities and decreased time spent in psychological assessment activities. Data reflected encouraging findings regarding the scope of school psychological services in secondary settings but also underscored the need for diversified training of school psychologists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stress at work: Linear and curvilinear effects of psychological-, job-, and organization-related factors: An exploratory study of trinidad and tobago.

In this study, the authors operationalized job stress as a two-dimensional construct consisting of time pressure and anxiety. The authors hypothesized that the relationship between job stress and job-related attitudes such as job involvement and job satisfaction would be curvilinear but would be linear with psychosomatic problems. In addition, the authors proposed that attitudinal factors would mediate the relationship between job stress and organizational commitment. Data were obtained from 241 respondents in Trinidad and Tobago. Our findings revealed that curvilinear relationships were supported for anxiety and the outcome variables but not for time pressure. The results also provided full support for our mediation hypotheses in the case of anxiety. However, partial support for mediation was obtained for time pressure. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Autonomy and workload among temporary workers: Their effects on job satisfaction, organizational commitment, life satisfaction, and self-rated performance.

This study investigates the role of autonomy and workload in explaining responses of temporary employees (N=189) compared with permanent employees (N=371) on job satisfaction, organizational commitment, life satisfaction, and performance. Results based on regression analyses suggest that the effects of contract type are not mediated by autonomy or by workload. Rather, this study partially supports hypotheses on the differential reactions of temporaries and permanents to autonomy or workload; autonomy was not predictive for temporaries' job satisfaction and organizational commitment, and workload was not predictive for temporaries' life satisfaction, whereas they were predictive for permanents' responses. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment.

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was empirically evaluated using data collected from a sample of 577 full-time employees of a 327-bed Veterans Administration Medical Center. The {lisrel vi} computer program was used to conduct a confirmatory factor analysis of items from measures of these three concepts and to evaluate relations between other job-related variables and the three attitudinal measures. Results of these analyses indicated that the measures of job satisfaction, job involvement, and organizational commitment assess empirically distinct concepts. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Prospective dynamics of intoxication in the workplace: Personal and job-related predictors and consequences.

Using prospective data from a community sample assessed in young adulthood and again 4 years later, both cross-sectional and longitudinal analyses evaluated associations among multiple measures of intoxication in the workplace, job instability and satisfaction, and social conformity. Being high on the job was more prevalent, frequent, and stable over time for men than women, although rates decreased for both genders with age. Measures of social conformity were most related to drug use on the job within time but had few unique effects over time. Only a few earlier work characteristics (but no personal traits) affected later intoxication on the job. Several significant interactions were found between personal and job variables that predicted increased intoxication in the workplace. Earlier intoxication on the job increased later measures of job instability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)