Regression analysis of three variations of the two-factor theory of job satisfaction.

Tested 3 distinct variations of the 2-factor theory by reanalyzing data previously published by L. Waters and C. Waters (see record 1970-01432-001). No support for any of these 3 frequently assumed versions was found. Results of this and several prior studies are explained by assuming the existence of 2 main effects: (a) intrinsic job factors are generally more potent for predicting overall job attitudes, and (b) overall job satisfaction is more predictable than overall job dissatisfaction. Neither effect requires the assumptions of the discontinuity of satisfaction and dissatisfaction or the assumptions of dimensional differences between intrinsic and extrinsic job factors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction and job survival.

Using a job satisfaction questionnaire constructed on previous samples, mail questionnaires were sent to 2,710 insurance agents, of whom 990 made a return. From these, matched samples of 99 survivors and 99 terminated agents were compared. The results "indicated that certain attitudes held by agents are significantly related to the criterion of survival-termination. It was also found that the proportion of agents expressing dissatisfaction with a particular item was not related to whether or not that item was predictive of the criterion. The data show that the validation of signed job satisfaction questionnaires leads to a much different kind of interpretation of the responses than is obtained from anonymous questionnaires." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job factor importance for job satisfaction and dissatisfaction across different occupational levels.

3 occupational levels of employees, 155 first-line managers, 182 middle managers, and 181 professional employees, judged the importance of 18 job factors as contributing separately to job satisfaction and job dissatisfaction. Occupational level of the respondent did not significantly affect the judged order of importance of the factors for either job satisfaction or dissatisfaction. Similar content factors were judged most important while similar context factors were judged least important in contributing to both job satisfaction and dissatisfaction. The relationship between the importance of the job factors in contributing to satisfying or dissatisfying situation is generally not significant. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job needs, job satisfaction, and job behavior of women manual workers.

Administered a forced-choice questionnaire and unstructured interview to 2159 female workers and 236 female ex-workers associated with electronics firms to investigate their attitudes to various aspects of their jobs. 21% of the present workers and 36% of the ex-workers expressed overall dissatisfaction with their jobs, which were of a highly rationalized type. Analysis of responses indicate the overriding importance of the actual work done as a determinant of job dissatisfaction. Analysis of reasons for leaving given by the ex-workers indicate that voluntary labor turnover resulted mainly from job dissatisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Replication of white-collar-blue-collar differences in sources of satisfaction and dissatisfaction.

Asked 31 white-collar and 14 blue-collar employees to describe sources of satisfaction and dissatisfaction on the job. These critical incidents were classified using the Schneider-Locke event-agent classification system. White-collar employees were more likely to derive satisfaction and dissatisfaction from "motivator" events (especially achievement/failure) and blue-collar employees from "hygienes" (especially money). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Need for power and women's careers over 14 years: Structural power, job satisfaction, and motive change.

Previous findings by D. G. Winter (see record 1988-16912-001) relating the need for Power to choice and attainment of power-relevant careers (teaching, including college; psychotherapy; journalism; and business management) were successfully replicated among 118 female college seniors, 69 of whom returned mailed questionnaires 14 yrs later. High n Power women reported both more power-relevant job satisfaction and dissatisfaction; n Power predicted career progression only for women in power-relevant careers. Those women holding relational power jobs and those in structural power roles who reported higher overall job satisfaction increased in n Power over 14 yrs. Power-motivated women in different structural power roles reported contrasting satisfactions and career progression. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measurement and meaning of job satisfaction.

Reviews 9 operational definitions of job satisfaction. Data are reported for 208 employees of an eastern telephone company on the relationship between each of these definitions and observational and questionnaire measures of overall job satisfaction. Some operational definitions did not yield empirically comparable measures of satisfaction, although several correlated with an overall rating of job satisfaction and with absenteeism. Convergent and discriminant validity matrix analysis suggests that it is possible to validly measure people's satisfaction with different facets of their jobs. Implications for the development of a theory of job satisfaction are discussed. (39 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does affective disposition moderate the relationship between job satisfaction and voluntary turnover?

J. Weitz (1952) argued that job dissatisfaction would be more predictive of turnover if it was considered in light of an individual's predisposition to be satisfied with everyday life events. In the present study it was hypothesized that affective disposition moderates the relationship between job satisfaction and voluntary turnover. With data collected from a sample of nurses, support was indicated for the hypothesis. The more positive the disposition of the individual, the stronger the relationship that was observed between job dissatisfaction and turnover. Furthermore, individuals dissatisfied with their jobs but positively disposed to life in general were the individuals most likely to quit. Implications of the results for future research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Individual differences and reactions to job characteristics.

Evaluated 3 different methods of measuring individual differences as moderators of employee reactions to job characteristics. The 3 methods are urban vs rural background, strong vs weak belief in the Protestant work ethic, and high vs low strength for "higher order" needs. Each of these 3 methods was used as a moderator of the relationships between job characteristics on the one hand, and specific job facet satisfaction, overall job satisfaction, and job behavior on the other hand. Data were obtained from 80 newly hired female telephone operators. Based on the job satisfaction results, higher order need strength was the most useful way to measure this type of individual difference, followed by the Protestant work ethic, and lastly by urban vs rural background of the worker. There were no differences among the 3 individual differences as moderators of the job characteristics and job behavior relationship. (18 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Field independence and articulation of sources of job satisfaction.

Hypothesized that analytic (field independent) and global (field dependent) perceivers would differ in their ability to differentiate among intrinsic and extrinsic sources of job satisfaction. Ss were 96 civil service supervisors who completed a Group Embedded Figures Test and the Wernimont job-satisfaction questionnaire. Results show that for global perceivers intrinsic and extrinsic satisfactions correlated substantially with each other and with overall job satisfaction while for analytical perceivers intrinsic and extrinsic satisfactions were independent and, as expected, only intrinsic satisfaction correlated with overall job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relations between field dependence and reactions to changes in job attributes.

Hypothesized that field-independent technical personnel would report longer lasting satisfaction or dissatisfaction in response to changes in specific job attributes than their more field-dependent peers and that their reported responses would be better predicted by the rod-and-frame test as a measure of cognitive style than by the Hidden Figures Test. Both hypotheses were confirmed in a sample of 30 male engineers and technicians. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subjective expectation, outcome discrepancy, and job satisfaction.

Investigated subjective expectation as a source of satisfaction valence associated with job outcomes. Four variables were of major interest: desired outcome, actual outcome, subjective expectation, and job satisfaction. The following hypotheses were tested, using 3 measures of satisfaction in a laboratory analog study with 120 undergraduates: (a) A positive linear relationship exists between "actual outcome–desired outcome" discrepancy and job satisfaction. (b) A negative linear relationship exists between subjective expectation and job satisfaction. Results on all dependent measures support the 1st hypothesis. Support for the 2nd hypothesis was evident but not consistent across the 3 satisfaction measures. The problem of equivalence of satisfaction measures is discussed, as is the relationship of the results to existing research and implications for further investigation. (French summary) (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work satisfaction and scores on a picture interest inventory.

Men in 6 different occupational groups were given the Geist Picture Interest Inventory (GPII) and the Hoppock Job Satisfaction Survey. Correlations were computed between job satisfaction variables and scores on relevant scales of the GPII. Additional data were gathered in regard to satisfaction and dissatisfaction with work. With the exception of the Clerical and Outdoor scales, the scales of the GPII used in this study appear to be valid, using work satisfaction as a criterion of validity. Median correlations of the other groups range from .209 (social workers) to .866 (artists). "Freedom" and "intellectual stimulation" were the 2 most prominent reasons for satisfaction while "lack of appreciation by colleagues and administrators" and "bad physical working conditions" were most prominent for disliking work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Overall job satisfaction: How good are single-item measures?

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