Black–White correlates of job satisfaction.

Multiple regression analysis of a sample made up of 3 independently drawn US national surveys (J. A. Davis, 1972, 1973, 1974) was used to estimate the correlation of 8 variables with job satisfaction among 275 Blacks and 1,748 Whites. Correlations were not large, and results were very similar for both races: With other variables controlled, age was the strongest predictor of job satisfaction, and social class, work autonomy, sex, and education showed no effects. Family income, supervisory position, and occupational prestige correlated with job satisfaction among Whites, but the relationships among Blacks are not significant. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal study of a valence model approach for the prediction of job satisfaction of new employees.

Investigated an approach to predicting subsequent job satisfaction, with 341 recent high school graduates taking their 1st permanent job. Specifically, instrumentalities, valences, and valence–instrumentality products of items measuring anticipated existence, relatedness, and growth needs measured prior to employment were correlated with job satisfaction (the Minnesota Satisfaction Questionnaire) 9 and 20 mo later. Results indicate that instrumentality variables were related to job satisfaction after 20 mo, valence variables were uncorrelated with subsequent satisfaction, and the product of valence and instrumentality added nothing beyond the instrumentality construct. Results suggest that job satisfaction is predictable at hire by knowing what outcomes individuals believe they will obtain from work. (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work and family satisfaction and conflict: A meta-analysis of cross-domain relations.

This meta-analysis is a review of the literature examining the relations among stressors, involvement, and support in the work and family domains, work-family conflict, and satisfaction outside of those domains. Results suggest that a considerable amount of variability in family satisfaction is explained by work domain-specific variables, whereas a considerable amount of variability in job satisfaction is explained by family domain-specific variables, with job and family stress having the strongest effects on work-family conflict and cross-domain satisfaction. The authors propose future directions for research on work and family issues focusing on other explanatory mechanisms and moderators of cross-domain relations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting sales performance, job satisfaction, and depression by using the Achievement Strivings and Impatience-Irritability dimensions of Type A behavior.

Recent research suggested that two dimensions of Type A behavior, namely, Achievement Strivings (AS) and Impatience-Irritability (II), differentially predict physical health and performance outcomes. The present study extends this research and examines whether AS and II differentially predict work performance (number of insurance policies sold), work attitudes (job satisfaction), and depression in a sample of 117 life insurance salespersons. As hypothesized, after statistically controlling for relevant biographical variables and II, AS predicted the number of policies sold and job satisfaction but was not related to depression. After partialing out the effect of relevant biographical variables and AS, II was associated with depression but not with the number of policies sold. In addition, controlling for the same variables, II was negatively associated with job satisfaction. Implications for the prediction of sales performance, job satisfaction, and depression, and interventions designed to decrease the negative consequences of Type A by reducing II but not AS, are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A linear model of job satisfaction.

Data relevant to 5 separate areas of a worker's job satisfaction (satisfaction with: work, pay, promotion opportunities, co-workers, and supervision) and 6 independent variables (age, tenure on the job, tenure with the company, job level, salary, and salary desired minus salary received) were gathered from a sample of 185 male workers and 75 female workers employed in 2 plants of an electronics manufacturing firm in New England. Multiple-regression analyses were done on these data to determine the validity of two hypotheses of Herzberg that age and tenure bear U-shaped relationships to job satisfaction. No support was found for these hypotheses. For the male workers a linear model of job satisfaction predicted work and pay satisfaction. None of the other dependent variables for the male or female workers could be predicted significantly and consistently. An explanation based on discrepancies between expectations and environmental return is offered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An investigation of age-related factors in the age-job-satisfaction relationship.

Most researchers have found a positive linear relation between age and job satisfaction. We attempted to account for this relationship by measuring variables that had been proposed to be causal factors. Subjects were 496 city and county managers working in Florida. Potential explanatory variables were (a) job congruence (the difference between what managers prefer and what they perceive they have in a job), (b) internal–external locus of control, and (c) related demographics—age, salary, organizational tenure, position tenure, and organizational level. Multiple regression analyses found that job congruence and work locus of control accounted for almost all of the variance in the age–satisfaction relationship. This study supports the job change hypothesis, which proposes that older workers get more of what they want out of work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Determinants of work attitudes.

The motivator-hygiene theory of work attitudes assumes 2 independent sets of variables (motivator and hygiene) important to employee job satisfaction and dissatisfaction. The applicability of this assumption to the job attitudes of 117 blue-collar workers was determined through factor analyses of a 40-item work attitude survey. The job attitudes of blue-collar workers could be separated into 2 relatively independent sets of variables, comparable to motivator or hygiene variables. However both sets of variables were found to be positively related to job satisfaction, contrary to predictions from the theory. (16 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes.

A field investigation of 337 employees and their immediate superiors tested the mediating role of empowerment in relations between job characteristics, leader–member exchange (LMX), team–member exchange (TMX), and work outcomes. The meaning and competence dimensions of empowerment mediated the relation between job characteristics and work satisfaction. The meaning dimension also mediated the relation between job characteristics and organizational commitment. Contrary to prediction, empowerment did not mediate relations between LMX, TMX, and the outcome variables. Rather, LMX and TMX were directly related to organizational commitment. In addition, TMX was directly related to job performance. These findings suggest that work satisfaction is explained largely by job characteristics (through empowerment) but that LMX and TMX combine with job characteristics and empowerment to explain variation in organizational commitment and job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship between job attitudes and two forms of withdrawal from the work situation.

Correlated attitudes concerning the job in general and specific aspects of the work situation with termination decisions and recorded frequency of absences during the year following administration of job attitude questionnaire to 160 nonsupervisory female employees. Overall satisfaction and satisfaction with several intrinsic aspects of the work situation were significantly related to the termination criterion. None of the extrinsic variables were related. For the frequency of absence criterion, attitudes toward specific aspects of the work situation showed no consistent relationships when nonattitudinal variables were partialed out, but overall satisfaction was significantly related. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age-related differences in work attitudes and behavior: A review and conceptual analysis.

Presents a theoretical framework for understanding age-related differences in work attitudes and behavior. Based on a review of more than 185 research studies, age-related differences in 3 major categories of variables are examined: work attitudes, work behaviors, and values, needs, and preferences. The work attitudes include overall job satisfaction; satisfaction with work itself, pay, promotions, co-workers, and supervision; job involvement; internal work motivation; organizational commitment; and turnover intention. Among the behavioral characteristics are performance, turnover, absenteeism, and accidents. Consistent age-related differences are reported for a number of work attitudes and behaviors, but conceptual and methodological difficulties preclude identifying causal factors in the relationship between age and work attitudes and behaviors. Some theoretical orientations having utility for guiding theory development and research on age differences are discussed. (6 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job attitudes as predictors of termination and absenteeism: Consistency over time and across organizational units.

Conducted 2 replications of a study by L. K. Waters and D. Roach (see record 1971-21952-001) concerning job satisfaction measures as predictors of withdrawal behavior. Examination of the absentee or termination records of 197 female clerical workers who had completed a job attitude questionnaire 1 yr before indicates only 3 variables (2 concerned with the work itself and an overall job satisfaction rating) were consistent predictors of both permanent and temporary withdrawal from the work situation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Comparative effects of personal and situational influences on job outcomes of new professionals.

We investigated the relative and combined effects of personal and situational variables on job outcomes of new professionals. The personal variables were cognitive ability, socioeconomic status, and career goals; the situational variables were job feedback, autonomy, and job context. Data were collected at two times from 280 newly hired, entry-level accountants at "Big Eight" firms. Both personal and situational variables predict job outcomes, but their relative influence depends on the outcome measure. Situational variables account for the most variance in job performance, job satisfaction, and organizational commitment; personal variables account for the most variance in promotability, internal work motivation, and turnover. The findings indicate that job performance does not take care of itself by selecting bright people, but requires constant vigilance and effective systems. The results also suggest that a given result can be achieved through a variety of behavioral science interventions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An evaluation of some aspects of the Steers and Rhodes model of employee attendance.

Examined the relationships between production employee absenteeism and personal characteristics, job situation, and job satisfaction. Also investigated was R. M. Steers and S. R. Rhodes's (see record 1979-09970-001) model of employee attendance, which suggests that these variables are major influences on absenteeism. Results indicate some statistically significant and some nonsignificant relationships between absence from work and this set of variables. Job satisfaction was not a major influence on variation in absenteeism. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Satisfaction of Women in Construction Trades

Existing research on women in construction focuses on engineers and entrepreneurs, yet little to no attention has been given to women in trades. Thus, the aim of this research is to review the literature on tradeswomen and to conduct a localized study to determine if demographic variables affect satisfaction with work, pay, opportunities, supervision, and people on the job for tradeswomen. These variables include age, education, number of dependents, number of trade years, duration of work, and frequency of work outside of the local area. Thirty-nine tradeswomen from the Cincinnati area were surveyed to assess their satisfaction or dissatisfaction with construction work. Currently, the literature review indicates that research on tradeswomen is limited and largely restricted to identifying measures that can attract and retain women in construction trades. Studies on motivation and job satisfaction of construction workers neither identify nor compare perceptions of tradeswomen about their work. Results of this exploratory study showed that pay, benefits, and job security are most important to women in their occupation. Although tradeswomen appear to be satisfied with the nature of work in construction trades, this is not the case in terms of pay, benefits, and job security. Demographic variables did not affect the level of job satisfaction for women in construction trades. Research on tradeswomen is essential and important as the industry tries to change its image and encourage diversity in order to mitigate labor shortage.     

Secondary metabolites from marine microorganisms: bacteria, protozoa, algae and fungi. Achievements and prospects

To facilitate nurses' job satisfaction and reduce their psychological distress, it is useful for a nursing manager to know whether factors within the workplace provide greater prediction of these affective states than variables outside the domain of work, and whether there are common predictors of satisfaction and distress. The relative importance of occupational and nonoccupational variables in the prediction of job satisfaction and psychological distress was investigated in a survey of hospital nurses (N = 376). Perceived relations with the head nurse, coworkers, physicians, and other units/departments, along with unit tenure and job/nonjob conflict, were predictors of job satisfaction. Personal disposition (anxiety-trait), social integration, unit tenure, professional experience, position level, and job/nonjob conflict, along with the relations with the head nurse and physicians, were predictors of psychological distress. The relations with the head nurse and physicians, as well as unit tenure and job/nonjob conflict, were predictors of both satisfaction and distress. The prediction by unit tenure is noteworthy. Unit tenure had a negative relationship to satisfaction and a positive one to distress, whereas total experience had a negative relationship to psychological distress and none with job satisfaction. The role of unit tenure in nurses' affective experiences warrants more attention in future research, along with the role of job/nonjob conflict and other variables predictive of nurses' satisfaction and distress.     

Relationships of job and family involvement, family social support, and work–family conflict with job and life satisfaction.

A model of the relationship between work and family that incorporates variables from both the work-family conflict and social support literatures was developed and empirically tested. This model related bidirectional work-family conflict, family instrumental and emotional social support, and job and family involvement to job and life satisfaction. Data came from 163 workers who were living with at least 1 family member. Results suggested that relationships between work and family can have an important effect on job and life satisfaction and that the level of involvement the worker assigns to work and family roles is associated with this relationship. The results also suggested that the relationship between work and family can be simultaneously characterized by conflict and support. Higher levels of work interfering with family predicted lower levels of family emotional and instrumental support. Higher levels of family emotional and instrumental support were associated with lower levels of family interfering with work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of work values on job choice decisions.

Work values have been receiving increased research attention. E. C. Ravlin, B. M. Meglino, and their associates have recently conceptualized and provided measurement of work values. Although the effects of work values on job satisfaction, commitment, and individual decision making have been studied, work values have not been explicitly linked to job choice decisions. Using a sample of professional degree students and a policy-capturing design, the authors examined the influence of organizational work values on job choice in the context of job attributes that have been shown to affect this decision process. Organizational work values significantly affected job choice decisions. Individuals were more likely to choose jobs whose value content was similar to their own value orientation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sources of social support and burnout, job satisfaction, and productivity.

Social support has been identified as an important correlate of a variety of work outcomes. Support from different sources, including family, coworkers, and supervisors, was examined in 211 traffic enforcement agents (92 men, 119 women). Outcomes included subjective variables (burnout and job satisfaction) and an objective measure of productivity (number of summonses). Support was negatively associated with burnout and positively associated with satisfaction and productivity. A cluster of support variables accounted for 7% of the variance in burnout and productivity and 12% of the variance in job satisfaction. Family support was more closely associated with burnout than with satisfaction or productivity, whereas immediate supervisor support was related to satisfaction and productivity but not burnout. Results suggest that support may be associated with work-related outcomes through multiple pathways. (PsycINFO Database Record (c) 2010 APA, all rights reserved)