Efficacy beliefs as a moderator of the impact of work-related stressors: A multilevel study.

This study built on previous exploratory research (S. M. Jex & D. M. Gudanowski, 1992) that examined both self-efficacy and collective efficacy as moderators of stressor–strain relations. Based on survey data collected from 2,273 U.S. Army soldiers representing 36 companies, it was found that both self- and collective efficacy moderated the relationship between stressors and strains. Multilevel random coefficient model results revealed that respondents with strong self-efficacy reacted less negatively in terms of psychological and physical strain to long work hours and work overload than did those reporting low levels of efficacy. In addition, respondents with high levels of self-efficacy responded more positively in terms of job satisfaction to tasks with high significance than did those with low efficacy. The results also revealed that group-level collective efficacy moderated the relationship between work overload and job satisfaction and between task significance and organizational commitment. Limitations of the study and implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Industrial accidents are related to relative body weight: the Israeli CORDIS study

OBJECTIVES: The accident rate might be influenced by intrinsic characteristics of the workers, by risks inherent in the work environment, or a combination of these factors. As increased weight may be associated with sleep disturbances and fatigue, a high body mass index (BMI) might be an independent risk factor for accidents in industrial workers. METHODS: 3801 men were examined and followed up for two years for the occurrence of accidents. The objective environmental conditions were recorded and translated into a single score of ergonomic stress levels. Height and weight were recorded, as were possible confounding factors including measures of fatigue, type A personality, total night time sleep, job satisfaction, somatic complaints, smoking, and education levels. RESULTS: Both BMI and ergonomic stress levels independently predicted involvement in accidents (two or more) with those in the highest BMI quartile who worked in an environment with high ergonomic stress levels having a 4-6 times increased risk of accidents compared with those in the lowest BMI quartile who worked in an environment with low ergonomic stress levels (95% confidence interval (95% CI) 2.4-9.0, P < 0.001). Although increasing somatic complaints and a low educational level also were predictors of accidents, they did not mediate the effect of the BMI on the accident rate. Increasing age, less smoking, and decreased sleep hours were significantly associated with an increased BMI, but the association of BMI and involvement in accidents also could not be explained by those factors or the other confounders. CONCLUSIONS: BMI independently influences the accident rate. Further studies warranted to confirm these findings and to explore mechanisms supporting biological plausibility.     

Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis.

This article presents 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. With respect to job satisfaction, the estimated true score correlations were .26 for self-esteem, .45 for generalized self-efficacy, .32 for internal locus of control, and .24 for emotional stability. With respect to job performance, the correlations were .26 for self-esteem, .23 for generalized self-efficacy, .22 for internal locus of control, and .19 for emotional stability. In total, the results based on 274 correlations suggest that these traits are among the best dispositional predictors of job satisfaction and job performance. T. A. Judge, E. A. Locke, and C. C. Durham's (1997) theory of core self evaluations is used as a framework for discussing similarities between the 4 traits and their relationships to satisfaction and performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work Stress, Substance Use, and Depression Among Young Adult Workers: An Examination of Main and Moderator Effect Model.

In this cross-sectional study, main and moderated relationships between 5 job stressors and alcohol consumption, drug use, and depression were examined using data from a community sample of 583 young adults (mean age = 23.68 years). Analyses revealed a few direct associations between high job boredom, low skill variety, and low autonomy and depression measures and heavy alcohol use. There were no direct relationships between job stress and binge drinking, alcohol consumption, drug use, or heavy drug use. In a few cases, job stress-outcome relationships were moderated by intrinsic job motivation or gender. The findings supported a specificity-of-effects hypothesis and underscored the need for examining the processes linking occupational stress to substance use and depression. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Efficacy Beliefs as Determinants of Teachers' Job Satisfaction.

Self- and collective-efficacy beliefs were examined as main determinants of teachers' job satisfaction. In 103 Italian junior high schools, 2,688 teachers filled out self-reports to assess self-efficacy beliefs, their perceptions of the extent to which other school constituencies, namely, the principal, colleagues, staff, students, and families, were behaving in accordance with their obligations toward school well-functioning, their collective-efficacy beliefs, and their job satisfaction. Multilevel structural equation functioning, modeling analyses corroborated a conceptual model in which individual and collective-efficacy beliefs represent, respectively, the distal and proximal determinants of teachers' job satisfaction. The perceptions that teachers have of other constituencies' behavior largely mediated the links between self- and collective-efficacy beliefs. Collective-efficacy beliefs, in turn, partially mediated the influence that teachers' perceptions of other school constituencies' behavior exerts on their own job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stress in nursing students and graduate nurses in inpatient psychiatry

This article deals with differences in work satisfaction, general state of well being, somatic complaints and work load of psychiatric student nurses and graduated nurses. Data were collected from a sample of 53 psychiatric student nurses and 145 graduated nurses. The graduated nurses reported an unexpectedly high job satisfaction of 70% compared to other working groups in hospitals. The student nurses were more content with their work and reported less somatic complaints. Furthermore the student nurses found in 20 cases certain duties less strenuous. In addition, the student nurses reported a more negative general state of well being.     

Investigating equity sensitivity as a moderator of relations between self-efficacy and workplace attitudes.

This study integrated measures of equity sensitivity and self-efficacy in an effort to better understand how these variables may affect job satisfaction, organizational commitment, and intent to leave. Equity sensitivity denotes how sensitive people are to overreward and underreward situations and has recently enhanced the accuracy of equity theory in predicting job satisfaction in social exchange situations. Self-efficacy, or task-specific self-confidence, is a central component of Bandura's social cognitive theory, and its influence on individuals' goals, efforts, and task persistence is well documented. Results from a field study of 242 employees in a health care firm support the moderating role of equity sensitivity in relations between self-efficacy and job satisfaction and between self-efficacy and intent to leave, but not between self-efficacy and organizational commitment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Proactive personality in the context of job complexity.

This study examined the moderating influence of proactive personality (i.e., a disposition to initiate change in the environment) on the relationship between job complexity and demands–abilities fit (i.e., the extent to which a person's ability level matches the job demands), job satisfaction, and turnover intentions. It was found that for workers with a high proactive personality, moderate-to-high job complexity was positively associated with demands–abilities fit and job satisfaction; negatively with turnover intentions. Conversely, for workers with a low proactive personality, moderate-to-high job complexity was negatively associated with demands–abilities fit and job satisfaction; positively with turnover intentions. Many of the relationships were also curvilinear. This research supports the expansion of work design and job enrichment theories to include individual differences and a consideration of nonlinear relationships. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Linking goal progress to subjective well-being at work: The moderating role of goal-related self-efficacy and attainability.

Although goal progress is often hypothesized to be positively linked to well-being, existing research points to an inconsistent relationship and suggests that potential moderators need to be examined. This longitudinal study investigated whether 2 aspects of goal cognition—goal attainability and self-efficacy—influence the relationship between goal progress and well-being (viz., job satisfaction and emotional exhaustion) in a sample of 172 nurses. Work goal progress was not directly associated with well-being. Rather, the link between goal progress and well-being was moderated by goal cognition. Individuals who started off with unfavorable goal cognitions but who managed to achieve goal progress reported an increase in well-being, compared with those who had favorable goal cognitions and similar rates of progress. Progress appears to have compensated for low initial goal cognition in the prediction of well-being, and high initial goal cognition appears to have undermined this predictive relationship. Also, goal progress was associated with an increase in self-efficacy and goal attainability from Time 1 to Time 2. Results are discussed in relation to goal theories and the concept of self-correcting goal cycles. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and job satisfaction: The mediating role of job characteristics.

This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and job satisfaction. Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the relationship between core self-evaluations and job satisfaction. Two studies were conducted to test the model. Results from Study 1 supported the hypothesized model but also suggested that alternative models fit the data well. Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood. Furthermore, in Study 2 job complexity mediated part of the relationship between both assessments of core self-evaluations and job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Performance as a moderator of the job satisfaction–turnover relationship.

Examined the effects of job satisfaction and rated job performance on voluntary turnover among 295 hospital employees (approximate average age 35 yrs). Measures of job satisfaction were obtained from Ss, independent performance ratings by superiors were obtained from company records, and voluntary turnover data were collected 1 yr after administration of the questionnaire. With the use of subgroup analysis and moderated regression, it was found that employee performance ratings significantly moderate the job satisfaction–turnover relationship. Results suggest that satisfaction level represents a greater influence for low performers than for high performers on the decision to stay in a job. (7 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work-based resources as moderators of the relationship between work hours and satisfaction with work-family balance.

This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with work-family balance. Based on data from a sample of 570 telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with work-family balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with work-family balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in work-family balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Favorable self-perception, perceived supervisory style, and job satisfaction.

Compared interrelationships of favorable self-perception as measured by biographical data, perceived supervisory style of the boss, and job satisfaction of 128 administrators and professional employees of a state department of public instruction. All ss were given the administrative attitude questionnaire and the biographical information blank. Data indicate that ss with a high level of favorable self-perception were less likely to perceive the supervisory style of their boss as supportive and reported lower levels of job satisfaction than those with a low level of favorable self-perception. More supportive styles of supervision were found to be associated with higher levels of job satisfaction, although the effect was moderated by favorable self-perception. Results are discussed in terms of the relationship between expectations, experience, and attitudes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects on teachers' self-efficacy and job satisfaction: Teacher gender, years of experience, and job stress.

The authors of this study sought to examine the relationships among teachers' years of experience, teacher characteristics (gender and teaching level), three domains of self-efficacy (instructional strategies, classroom management, and student engagement), two types of job stress (workload and classroom stress), and job satisfaction with a sample of 1,430 practicing teachers using factor analysis, item response modeling, systems of equations, and a structural equation model. Teachers' years of experience showed nonlinear relationships with all three self-efficacy factors, increasing from early career to mid-career and then falling afterwards. Female teachers had greater workload stress, greater classroom stress from student behaviors, and lower classroom management self-efficacy. Teachers with greater workload stress had greater classroom management self-efficacy, whereas teachers with greater classroom stress had lower self-efficacy and lower job satisfaction. Those teaching young children (in elementary grades and kindergarten) had higher levels of self-efficacy for classroom management and student engagement. Lastly, teachers with greater classroom management self-efficacy or greater instructional strategies self-efficacy had greater job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Longitudinal field investigation of the moderating and mediating effects of self-efficacy on the relationship between training and newcomer adjustment.

A longitudinal field study examined the moderating and mediating effects of self-efficacy on the relationship between training and the adjustment of newcomers during their 1st year of employment. The results provided some support for the hypothesis that initial self-efficacy moderates the relationship between training and adjustment. Training was more strongly related to posttraining self-efficacy, ability to cope, job performance, and intention to quit the profession for newcomers with low levels of initial self-efficacy. Some support was also found for the hypothesis that posttraining self-efficacy mediates the relationship between training and adjustment; however, evidence of complete mediation was found only for ability to cope. Posttraining self-efficacy partially mediated the relationships between training and job satisfaction, organizational and professional commitment, and intention to quit the organization and the profession. Research and practical implications of these findings for the training and the socialization of newcomers are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Higher order need strengths as moderators of the job scope–job satisfaction relationship.

Questionnaire data on job characteristics, personality traits (Personality Research Form), and job satisfaction (Brayfield-Rothe Job Satisfaction Index) were obtained from 340 employees of a manufacturing organization. Moderated regression and subgroup analyses were performed to determine the extent to which 2 personality traits, need for achievement and need for autonomy, moderated the relationship between job scope and satisfaction with the work itself. The subgroup analysis showed no moderating effect for need for autonomy and moderating effects inconsistent with previous research and theory for need for achievement. Moderated regression showed no moderating effect for need for autonomy and a moderating effect of negligible practical importance for need for achievement. (37 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Four-factor justice and daily job satisfaction: A multilevel investigation.

This study examined the differential effects of 4 types of organizational justice on daily job satisfaction at between- and within-individual levels. Specifically, the authors predicted that interpersonal justice and informational justice would exhibit meaningful daily variations and would have direct impacts on individuals’ job satisfaction on a daily basis. They further theorized that distributive justice and procedural justice at a between-person level would moderate the within-person relationships. The authors used hierarchical linear modeling to test their hypotheses with a sample of 231 full-time employees in Hong Kong over the course of 25 working days. The results showed that both daily interpersonal and informational justice were positively related to daily job satisfaction. As hypothesized, between-individual distributive justice moderated the relationship between daily interpersonal justice and daily job satisfaction, and between-individual procedural justice moderated the relationship between daily informational justice and daily job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role ambiguity, role conflict, and satisfaction: Moderating effects of individual differences.

Conducted a study with 90 military and civil service personnel to investigate the moderating effects of need for achievement and need for independence on relationships between role ambiguity, role conflict, and job satisfaction. Results indicate that need for achievement moderated relationships between intersender role conflict and satisfaction and between task ambiguity and satisfaction, while need for independence moderated the relationship between intersender conflict and satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Clarifying links between attachment and relationship quality: Hostile conflict and mindfulness as moderators.

In this study we examined self-reported hostile conflict and mindfulness as potential moderators of the links between attachment and relationship quality over time in a sample of 1,702 online respondents. The analyses revealed that both attachment anxiety and avoidance were associated with lower levels of current relationship quality and attachment avoidance was linked with lower relationship satisfaction over time. The results offered partial support for the moderation hypotheses with attachment anxiety but failed to support moderation of attachment avoidance. Specifically, when predicting relationship satisfaction, hostile conflict moderated the effect of attachment anxiety such that high hostile conflict and high attachment anxiety were associated with particularly low current satisfaction. Shifts in hostile conflict over time also exacerbated the longitudinal associations between attachment anxiety and relationship satisfaction. Furthermore, mindfulness moderated the effects of attachment anxiety on stability such that high levels of mindfulness seemed to buffer relationships from the increased risk of breakup associated with high levels of attachment anxiety. Implications for research and treatment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)