Job satisfaction, job performance, and situational characteristics.

How are job satisfaction and performance related to the variables of the situation? S were approximately 2500 workers in 72 warehouses of 1 company. Job satisfaction was measured by questionnaire items. Factor analysis was used to relate the variables of quantity, quality, profitability, turnover, size of workforce, city size, wage rate and unionization and percentage of males. Job satisfaction was highest with the greatest productivity and profit. Small town culture had the most satisfaction and performance. From Psyc Abstracts 36:01:3LH65K. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfactions and counselor performance in state rehabilitation agencies.

This study examined the job satisfactions of 143 rehabilitation counselors from 6 state agencies. A Job Satisfaction Inventory (JSI) incorporating satisfactions with 8 dimensions was used to investigate counselor job satisfactions and their relationships with immediate-intermediate performance criteria. The job satisfaction of male and female counselors was found to be essentially similar although the effects of satisfaction with performance criteria was felt to be different—dependent to some extent on the sex of the counselor. For women counselors, greater job satisfaction with pay and security appeared related to bigger case loads, more "12" closures and fewer "13" closures. In the case of men, there were relatively few instances of significant relationships and these might have occurred by chance. (16 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review of Social factors related to job satisfaction, a technique for the measurement of job satisfaction.

Reviews the book "Social factors related to job satisfaction, a technique for the measurement of job satisfaction" by Robert P. Bullock (see record 195405020-000). This monograph is the report of a research study designed to discover the relationship of certain social factors to job-satisfaction and to employ these factors in a scale for the measurement of job-satisfaction. Two measuring instruments were prepared, a Job-Satisfaction Scale for use as a criterion and a Social-Factor Questionnaire. The instruments were pre-tested on a group of 53 male juniors and seniors in college, all of whom had held full time jobs. Validation was accomplished on this group and on two samples from an animal registration association. One hundred currently employed persons comprised the first sample and 124 ex-employees the second. The author deserves commendation for his adaptation of the Social Factor Questionnaire to the measurement of job-satisfaction and for his attempt to validate his instruments. Further research, however, is necessary before these results are generalized to other industries. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex differences in job satisfaction.

Measures of 5 separate aspects of job satisfaction gathered from 295 male workers and 163 female workers drawn from 4 different plants were analyzed with respect to the mean job satisfaction for the male and female workers. T2 analyses indicated that in 3 plants the female workers were significantly less satisfied than their male counterparts (p     

The definition and measurement of job involvement.

The purpose of the present research was to define job involvement, develop a scale for measuring it, gather evidence on the reliability and validity of the scale, and to learn something about the nature of job involvement through its correlation with other job attitudes. This paper describes the development and validation of a scale measuring job involvement, the resulting scales, the relation between job involvement, and other job attitudes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Status, job satisfaction, and factors of job satisfaction of state institution and clinic psychologists.

"In this report we will compare psychologists with other mental hygiene professionals—psychologists in state schools and hospitals with psychologists in clinics." Ss were 80 psychiatrists, 80 psychologists, 80 social workers, 80 teachers, 80 nurses (40 of each group in state institutions and 40 in nonstate institutions) and, in addition, 59 upper middle class and 51 lower middle class Ss. There is "limited support for the hypothesis which states that status and job satisfaction are related." The hypothesis that "the status of state institution psychologists is lower than that of clinic psychologists, is generally substantiated." The hypothesis that "there are differences in the job satisfaction of the two groups of psychologists finds some support." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction and turnover in a female clerical population.

Job-satisfaction questionnaires were administered to a sample of 350 female clerical workers. After a lapse of 5 mo. 31 girls had quit, 26 of whom had completed the questionnaire. These 26 girls reported significantly less satisfaction with their jobs than the 319 girls who remained on the job. An explanation of this finding in terms of the difficulty of finding a new job, economic pressures to remain on present job, and condition of the labor market is offered. The relationship between satisfaction and turnover is not regarded as general. The data from the subsequent 7-mo study indicate that job-satisfaction scores continue to exhibit a significant relationship to turnover over a 12-mo period. Even after a 12-mo period the terminators had reported lower job satisfaction at the time of the assessment than those who were still with the company. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correctional psychologist burnout, job satisfaction, and life satisfaction.

Corrections is a stressful environment, but do correctional psychologists experience greater levels of occupational burnout and life stress than other public sector and nonpublic sector psychologists? Data collected from 203 doctoral level psychologists including correctional (CR; n = 44), Veteran's Affairs (VA; n = 56), public psychiatric hospital (PPH; n = 54), and university counseling centers (CC; n = 49) indicated that CR psychologists do experience significantly more occupational burnout relative to VA and CC psychologists. Furthermore, CR and PPH psychologists reported significantly less job satisfaction than CC psychologists. Although psychologists working in PPH settings reported significantly lower levels of life satisfaction than VA and CC psychologists this was not the case for CR psychologists. Professional identity related to occupational setting emerged as a significant predictor of occupational burnout. Implications of these findings are discussed. (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)     

Autonomy and job satisfaction in task-oriented groups.

Ss were placed in apparent 3-person communication structures in which written notes were used to create illusions of centrality (or peripherality) and of autonomy (or dependence). A simple task was given requiring coordination of the Ss' activities. Results indicate that "positional autonomy is a major determinant of job satisfaction in task-oriented groups." The relationship between autonomy and job satisfaction seems to be mediated by satisfaction of a need for autonomy. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The prediction of job performance.

A battery of noncognitive tests was developed to improve prediction of Navy enlisted men's performance evaluations. Reported are the results of 1 concurrent validity study and 2 follow-up studies with intervals of 14 and 30 months between testing and performance evaluations. Ss were 125 aviation machinist mates, 128 radiomen, and 117 nuclear power personnel. The study revealed: (a) the experimental tests were independent of the Navy's Basic Test Battery, with the exception of the speeded clerical coding test; (b) the tests were most efficient in identifying men categorized as Below Average in performance; (c) tests attempting to measure persistence beyond minimum standards, decisiveness, and lack of insolence yielded significant prediction of performance. Composite validities about .40 were obtained in the 2 followup studies. From Psyc Abstracts 36:05:5LD50K. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Underlying sources of job satisfaction.

Recent theories of job satisfaction generally assume 2 underlying types of job elements important to employee satisfaction: those in the work process which allow for self-actualization, and environmental elements in which the worker's rewards are physical and monetary. A parallel assumption pertains to the 2 types of employees for whom each of these is important. A validation of such constructs was attempted through factor analysis and indicated 3 underlying groups of job elements important to job satisfaction: social and technical environment, intrinsic work aspects, and recognition through advancement. The factor of greatest import to each employee was identified, and factored groups of employees were described in terms of their differing age, salary, and occupational patterns. No significant differences in overall job satisfaction among the 3 groups were found. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction and job performance: A meta-analysis.

Coded 9 variables in a meta-analysis of 74 empirical studies of job satisfaction–job performance. Aggregated studies had an S sample size of 12,192 and 217 satisfaction–performance correlations. Findings show that (1) the best estimate of the true population correlation between satisfaction and performance was relatively low (.17); (2) much of the variability in results obtained in previously research was due to the use of small sample sizes, while unreliable measurement of the satisfaction and performance constructs has contributed relatively little to this observed variability in correlations; and (3) the 9 variables coded (composite vs unidimensional criteria, longitudinal vs cross-sectional measurement of performance relative to satisfaction, the nature of the performance measure, self-reports vs other sources, use of specific performance measures, subjectivity or objectivity of measures, specific-facet satisfaction vs global satisfaction, well-documented vs researcher-developed measurement, and white-collar vs blue-collar) were only modestly related to the magnitude of the satisfaction–performance correlation. (3 p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relative contributions of motivator and hygiene factors to overall job satisfaction.

Ratings of 4 motivator job aspects, 4 hygiene job aspects, and overall job satisfaction were obtained from 93 male Ss who were equally satisfied with both the motivator and the hygiene aspects of their jobs. 2 of the job aspects (work itself and opportunity for achievement), both motivators, were sufficient to account for the variance in overall satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Union attitude and job satisfaction in Indian workers.

Relationship between attitude towards union and job satisfaction was studied on a sample of 100 workers in a light engineering factory in India by use of specially constructed interview schedules. There was a significant negative association between the 2 measures (r = -.47). Of the personal factors—age, marital staus, and length of union membership were significantly related to job satisfaction (p     

Job satisfaction among school psychologists: A meta-analysis.

Meta-analytic techniques were used to analyze data from a collection of school psychologist job satisfaction studies that were conducted between 1982 and 1999. Eight studies, all of which used the Modified Minnesota Satisfaction Questionnaire (m-MSQ) to measure job satisfaction among school psychologists, were included in the analysis. Two national studies and six state studies totaling 2,116 participants were analyzed. Results indicated that nearly 85% of school psychologists were satisfied or very satisfied with their jobs. School psychologists were most satisfied with their relationships with coworkers, the opportunity to stay busy on the job, the opportunity to work independently, and the opportunity to be of service to others. School psychologists were least satisfied with compensation, school policies and practices, and advancement. Findings were generally consistent between state and national studies, and between 1980s and 1990s studies. Results offered some evidence that overall job satisfaction may be related to state school psychology organization membership and to the opportunity to expand and influence the role of the school psychologist. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.

This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed. (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)