Job satisfaction, counterproductive behavior, and drug use at work.

Conducted a study of 1,327 wage and salaried workers to determine whether the ecologically based inference that counterproductive behavior and drug use at work are symptoms of job dissatisfaction. There was a significant association between job satisfaction and self-reports of counterproductive behavior only among men 30 yrs old or older. Similar results were found for drug use at work. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Leadership style, hierarchical influence, and the satisfaction of subordinate role expectations: A test of Likert's influence proposition.

Examined the moderating effect of upward hierarchial influence on the relationship between supportive leader behavior and satisfaction of subordinate expectations and with the effect of 4 dimensions of leadership style. Contrary to previous theory and research, findings with 243 employees reveal little interaction between hierarchical influence and consideration. Leader consideration was found to have strong positive relationship to satisfaction in 11 out of 16 measures of subordinate role satisfaction, while initiating structure was positively related to 10. Leader technical competence was found to be significantly related to only 2 out of 16 role satisfaction measures, and leader decisiveness was found to have a rather pervasive effect on role satisfaction, bearing a significant positive relationship to 13 out of 16 satisfaction measures. The theoretical implications of the findings as related to likert's linking-pin theory and previous studies on leader behavior are briefly discussed. (19 ref.) (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)     

Marital satisfaction, depression, and attributions: A longitudinal analysis.

Examined the longitudinal relation between causal attributions and marital satisfaction and tested rival hypotheses that might account for any longitudinal association found between these variables. Data on attributions for negative partner behaviors, marital satisfaction, depression, and self-esteem were provided by 130 couples at 2 points separated by 12 mo. To the extent that spouses made nonbenign attributions for negative partner behavior, their marital satisfaction was lower a year later. This finding was not due to depression, self-esteem, or initial level of marital satisfaction, and also emerged when persons reporting chronic individual or marital disorder were removed. Results support a possible causal relation between attributions and marital satisfaction. (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)     

Marital interaction and satisfaction: A longitudinal view.

Two longitudinal studies of marital interaction were conducted using observational coding of couples attempting to resolve a high-conflict issue. We found that a different pattern of results predicts concurrent marital satisfaction than predicts change in marital satisfaction over 3 years. Results suggest that some marital interaction patterns, such as disagreement and anger exchanges, which have usually been considered harmful to a marriage, may not be harmful in the long run. These patterns were found to relate to unhappiness and negative interaction at home concurrently, but they were predictive of improvement in marital satisfaction longitudinally. However, three interaction patterns were identified as dysfunctional in terms of longitudinal deterioration: defensiveness (which includes whining), stubbornness, and withdrawal from interaction. Hypotheses about gender differences in roles for the maintenance of marital satisfaction are presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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 drinking partnership and marital satisfaction: The longitudinal influence of discrepant drinking.

The objective was to determine whether discrepancies between husbands' and wives' past-year heavy drinking predicted decreased marital satisfaction over time. Participants (N = 634) were recruited at the time they applied for their marriage licenses. Couples completed questionnaires about their alcohol use and marital satisfaction at the time of marriage and again at their 1st and 2nd anniversaries. Generalized estimating equation models were used to evaluate the association between discrepancies in husbands' and wives' heavy drinking in the year prior to marriage and marital satisfaction at the 1st wedding anniversary and the association between discrepancies in heavy alcohol use in the 1st year of marriage and marital satisfaction at the 2nd wedding anniversary. In these prospective time-lagged analyses, discrepancies in husbands' and wives' heavy drinking predicted decreased marital satisfaction over time while controlling for heavy drinking. Over time, these couples may be at greater risk for decreased marital functioning that may lead to relationship dissolution. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction: Environmental and genetic components.

Monozygotic twins reared apart from an early age were used to test the hypothesis that there is a significant genetic component to job satisfaction. 34 monozygotic twin pairs who had been reared apart completed the Minnesota Job Satisfaction Questionnaire as part of a comprehensive work-history assessment. Three subscales were formed from the job satisfaction items to reflect intrinsic, extrinsic, and general satisfaction with the current (or major) job. Intraclass correlations were computed to estimate the proportion of observed variability resulting from genetic factors for all job satisfaction items and for the 3 subscales. Resulting values indicated that approximately 30% of the observed variance in general job satisfaction was due to genetic factors. Additional analysis indicated that these results obtained even when job characteristics such as complexity, motor skill requirements, and the physical demands were held constant via partialing methods. Finally, the data indicated significant heritabilities for several of these job characteristics, which is consistent with the hypothesis of a genetic disposition to seek and remain in similar environments (jobs). Implications of these findings for theories of job satisfaction, selection, and job enrichment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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)     

Gender differences in the adaptive influence of folk beliefs: A longitudinal study of life satisfaction in aging.

Folk beliefs such as there's a silver lining in every cloud reflect a positive approach to life that maps onto the notion of interpretive secondary control, and may have consequences for well being. The authors assessed older individuals' agreement with folk beliefs, and examined gender differences in their adaptive implications for well being and positive and negative emotion, both cross-sectionally and longitudinally over 7 years. Following previous research on interpretive secondary control, the authors anticipated that folk beliefs would be (a) more strongly endorsed by or (b) more beneficial to older women than to older men, particularly among those with serious health problems. Although women and men endorsed folk beliefs equally, women benefited more reliably from these beliefs, and women with serious health problems benefited the most. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationships between leader behavior and subordinate satisfaction and performance: A test of some situational moderators.

Examined the effects of 4 situational moderators on the relationships between (a) leader behavior and subordinate satisfaction and (b) leader behavior and subordinate performance, in a social services organization. Respondents--54 Black counselors and people-helping workers--described their job satisfaction, role clarity, and the behavior of their leaders ( n = 19), while the leaders evaluated the respondents' job performance. Using subgroup moderator analyses, the effect of work unit size was significant, with leader structure related to satisfaction in larger units and consideration related to satisfaction in smaller units. Results confirm earlier findings that in low-stress jobs consideration enhances satisfaction and performance but that in high-stress jobs, structure is helpful. Also confirmed were results of previous studies showing that high structure had dysfunctional effects only when accompanied by low consideration. Finally, role clarity did not moderate the relationship between leader behavior and subordinate satisfaction and performance. (37 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Workload and the trajectory of marital satisfaction in newlyweds: Job satisfaction, gender, and parental status as moderators.

Stress, on average, is bad for relationships. Yet stress at work is not always associated with negative relationship outcomes. The premise of the current study was that associations between workload and trajectories of marital satisfaction depend on circumstances that may constrain or facilitate partners' ability to negotiate their multiple roles. We hypothesized that the covariance between changes in workload and marital satisfaction over time should be moderated by (a) the extent to which spouses like their work, (b) their parental status, and (c) their gender. Analyses drawing upon eight waves of data on workload, work satisfaction, and marital satisfaction from 169 newlywed couples assessed over four years confirmed these predictions. Specifically, across couples, demands at work covaried positively with marital satisfaction for spouses who were more satisfied with their jobs. For nonparent couples, increases in husbands' workload covaried with increases in marital satisfaction for both spouses. For parent couples, however, increases in husbands' workload covaried with declines in marital satisfaction for both spouses. Unexpectedly, for parent couples, increases in wives' workload corresponded with increased marital satisfaction. Finally, consistent with predictions, wives were more affected by their husbands' workload than vice versa. Thus, tension between work and marriage is not inevitable, instead depending on circumstances that facilitate or impair performance in multiple roles. Couples, employers, and practitioners should recognize the role that external circumstances play in determining how work and marital life interact. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

A longitudinal test of the investment model: The development (and deterioration) of satisfaction and commitment in heterosexual involvements.

Used a longitudinal study of heterosexual dating relationships to test investment model predictions regarding the process by which satisfaction and commitment develop (or deteriorate) over time. Initially, 17 male and 17 female undergraduates, each of whom was involved in a heterosexual relationship of 0–8 wks duration, participated. Four Ss dropped out, and 10 Ss' relationships ended. Questionnaires were completed by Ss every 17 days. Increases over time in rewards led to corresponding increases in satisfaction, whereas variations in costs did not significantly affect satisfaction. Commitment increased because of increases in satisfaction, declines in the quality of available alternatives, and increases in investment size. Greater rewards also promoted increases in commitment to maintain relationships, whereas changes in costs generally had no impact on commitment. For stayers, rewards increased, costs rose slightly, satisfaction grew, alternative quality declined, investment size increased, and commitment grew; for leavers the reverse occurred. Ss whose partners ended their relationships evidenced entrapment: They showed relatively low increases in satisfaction, but their alternatives declined in quality and they continued to invest heavily in their relationships. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The influence of goal orientation and self-regulation tactics on sales performance: A longitudinal field test.

The authors investigated the influence of goal orientation on sales performance in a longitudinal field study with salespeople. As hypothesized, a teaming goal orientation had a positive relationship with sales performance. This relationship was fully mediated by 3 self-regulation tactics: goal setting, effort, and planning. In contrast, a performance goal orientation was unrelated to sales performance. These results suggest that a focus on skill development, even for a veteran workforce, is likely to be associated with higher performance. Management should seek evidence of a teaming goal orientation when selecting new employees, while avoiding an excessive focus on performance goal orientation without a comparable skill-development focus. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job experiences over time, multiple roles, and women's mental health: A longitudinal study.

Are changes over time in the quality of a woman's job associated with changes in her psychological distress? Do family roles moderate these relationships? The authors addressed these questions using longitudinal data from a 2-yr 3-wave study of a stratified random sample of 403 employed women who varied in occupation, race, partnership, and parental status. After estimating individual rates of change for each woman on each of the predictors and the outcome, the authors modeled the relationships between family role occupancy and change in job-role quality on the one hand, and change in psychological distress on the other. Among single women and women without children, as job-role quality declined, levels of psychological distress increased. Among partnered women and women with children, change in job-role quality was unrelated to change in psychological distress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model.

We conducted a meta-analysis to determine the relation between satisfaction–turnover correlations across studies and unemployment rates at the time those studies were conducted. On the basis of theoretical work by Muchinsky and Morrow (1980), we hypothesized that low relations would be found in studies conducted during times of high unemployment and limited employment opportunity, and high relations would be found in studies conducted during times of low unemployment and expanded opportunity. Results supported the hypothesis; correlations were found that ranged from –.18 to –.52 between unemployment rates and the magnitude of satisfaction–turnover relations across studies. A similar analysis was conducted for the relation between intention to quit and turnover. The correlations between the intention–turnover relation and unemployment were similar in magnitude to the corresponding satisfaction correlations, indicating that the behavioral-intention–turnover relation is also moderated by economic alternatives. Severe methodological problems with a similar study, which indicated the opposite results (Shikiar & Freudenberg, 1982), 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)     

Stressors, resources, and strain at work: A longitudinal test of the triple-match principle.

[Correction Notice: An erratum for this article was reported in Vol 92(1) of Journal of Applied Psychology (see record 2006-23339-016). The issue number at the upper left corner of the title page (p. 1359) is wrongly stated as 5 rather than 6. Furthermore, in Table 1 (p. 1362), the value in Column 12, Row 4 (Emo resources) should be -.07 rather than -0.7.] Two longitudinal studies investigated the issue of match between job stressors and job resources in the prediction of job-related strain. On the basis of the triple-match principle (TMP), it was hypothesized that resources are most likely to moderate the relation between stressors and strains if resources, stressors, and strains all match. Resources are less likely to moderate the relation between stressors and strains if (a) only resources and stressors match, (b) only resources and strains match, or (c) only stressors and strains match. Resources are least likely to moderate the relation between stressors and strains if there is no match among stressors, resources, and strains. The TMP was tested among 280 and 267 health care workers in 2 longitudinal surveys. The likelihood of finding moderating effects was linearly related to the degree of match, with 33.3% of all tested interactions becoming significant when there was a triple match, 16.7% when there was a double match, and 0.0% when there was no match. Findings were most consistent if there was an emotional match or a physical match. (PsycINFO Database Record (c) 2010 APA, all rights reserved)