Incremental validity of an empirically based measure of job characteristics.

We tested the assertion of Stone and Gueutal (1985) that an empirically based measure of job characteristics can explain more of the variance in job satisfaction criteria than measures based on a priori formulations. Our second purpose was to assess whether job satisfaction mediates the relation between job characteristics and intent to leave. Surveys were administered to 742 male and female employees of a chemical manufacturing company. Results of multivariate analyses indicated that (a) job dimensions not considered by the frequently used Motivating Potential Score (MPS) operational definition of job scope contributed significantly to the explanation of variance in satisfaction with the work itself, satisfaction with other job facets, and general job satisfaction (p?p?p?     

Antecedents and consequences of emotional display rule perceptions.

Central to all theories of emotional labor is the idea that individuals follow emotional display rules that specify the appropriate expression of emotions on the job. This investigation examined antecedents and consequences of emotional display rule perceptions. Full-time working adults (N = 152) from a variety of occupations provided self-report data, and supervisors and coworkers completed measures pertaining to the focal employees. Results using structural equation modeling revealed that job-based interpersonal requirements, supervisor display rule perceptions, and employee extraversion and neuroticism were predictive of employee display rule perceptions. Employee display rule perceptions, in turn, were related to self-reported job satisfaction and coworker ratings of employees' emotional displays on the job. Finally, neuroticism had direct negative relationships with job satisfaction and coworker ratings of employees' emotional displays. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Standards of comparison and job satisfaction.

On the basis of discrepancy theories of satisfaction, it was hypothesized that satisfaction with specific job facets is uniquely related to discrepancies between current job facet experiences and desired levels of those same job facet experiences (i.e., between what employees now get from their jobs and what they want from their jobs). Seventy-eight employed college students provided questionnaire data to test this hypothesis for each of 13 separate job facets (e.g., hourly pay, customer/client contact, promotion opportunities). Results based on 2 methods of operationalizing the discrepancy concept generally supported the unique predictive capacity hypothesis. A second sample of 47 master's of business administration students provided similar results. Discussion focused on the value of the discrepancy concept in efforts to predict and explain satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction and work excitement: organizational considerations

March and Simon's theory of participation provided the framework for a study of personal and organizational factors predictive of intent to stay. Findings indicate that job satisfaction correlates positively with intent to stay, although interaction effects between social climate, work excitement, and work frustration also are contributory. Conclusions suggest that accurate indicators of intent to stay are not captured with measures of job satisfaction alone. Organizational effects, such as social climate, work frustration, and work excitement are background forces that need to be considered in the evaluation of job satisfaction.     

Interviewer predictions of applicant qualifications and interviewer validity: Aggregate and individual analyses.

The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations more than did the applicants' resume credentials. Moreover, managers' interview impressions significantly predicted employees' job attitudes, though predictions of attitudes did not exceed predictions of performance. Finally, individual managers based hiring decisions on different interview impressions, and these impressions forecast employees' job attitudes with differential validity. Implications for future interviewing research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cross-cultural differences in two-factor motivation theory.

Tested F. Herzberg's 2-factor motivation theory in New Zealand, using ratings of 12 job factors and overall job satisfaction obtained from 218 middle managers and 196 salaried employees. Contrary to dichotomous motivator-hygiene predictions, supervision and interpersonal relationships were ranked highly by those with high job satisfaction, and there was strong agreement between satisfied managers and salaried employees in the relative importance of job factors. Findings are interpreted in terms of social and employment conditions in New Zealand. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Global self-esteem: Its relation to specific facets of self-concept and their importance.

Theory and common sense posit that the effect of a specific facet of self-concept on esteem will vary with the importance of the facet, but little support for this proposal was found in a study of late adolescents and young adults. Subjects, particularly those with high esteem, were more likely to have high self-concepts in facets they perceived to be more important, but their importance ratings did not contribute to the prediction of esteem. Unweighted averages of 12 distinct dimensions of self-concept correlated about .7 with Esteem, but weighting each facet by the importance assigned to it by the entire group, by diverse subgroups, or by each individual resulted in little or no improvement. Neither self-concept/importance interactions nor self-concept/importance discrepancies were able to explain much variance in Esteem beyond that which could be explained by specific facets of self-concept. Nevertheless, some support for the effect of importance was found for the Spiritual and Physical abilities facets, and these were the two facets for which the perceived importance was most variable. (35 ref) (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)     

Operationalizing the Moskos institution-occupation model: An application of Gouldner's cosmopolitan-local research.

Evaluated the problems of developing and validating measures of institutional–occupational orientations in the US Air Force. The measures were developed by modifying A. W. Gouldner's (see PA, Vol 33:4757 and 33:8067) cosmopolitan–local measurement. A questionnaire was administered that contained 8 attitudinal items concerning military and civilian life, a measure of career intent, a job satisfaction measure, and several demographic questions. Factor analysis of the 8 attitudinal items revealed 2 independent dimensions: Institutional and Occupational Orientations. Hypothesized differences between various demographic groups in a survey of 10,687 Air Force personnel of various grades, seniority levels, and educational levels were observed. The Institutional orientation was positively associated with career intent, seniority, and job satisfaction, whereas the Occupational orientation was negatively associated with those criteria. It is concluded that the developed measures provide the means to assess trends longitudinally in the military, as posited by C. Moskos (1977). (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Panel analysis of the moderating effects of commitment on job satisfaction, intent to quit, and health following organizational change.

Examined the moderating effects of organizational commitment on the relationship of stress with job satisfaction, intent to quit, and health during organizational turmoil. Panel data were provided by hospital employees surveyed before and after a major divisional consolidation. Findings indicated that commitment buffered the relationship between stress and job displeasure (a canonically derived variate combining residualized job satisfaction, intent to quit, and irritation). Stress increased job displeasure only when commitment was low. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting employee life satisfaction: A coherent model of personality, work, and nonwork experiences, and domain satisfactions.

This study examined a theoretical model that linked neuroticism, extraversion, daily hassles and uplifts in both work and nonwork domains, job satisfaction, and nonwork satisfaction to overall life satisfaction. Structural equation analyses were conducted on 3 waves of data obtained from 479 police officers. It was found that job satisfaction and nonwork satisfaction made independent contributions to overall life satisfaction, but there was no significant relationship between work experiences and nonwork satisfaction, nor between nonwork experiences and job satisfaction. These findings support a segregation model rather than a spillover model of the links between the work and nonwork domains of employees' lives. Moreover, the total effects showed that life satisfaction was determined, in order of importance, by nonwork satisfaction, neuroticism, nonwork hassles, job satisfaction, nonwork uplifts, extraversion, work hassles, and work uplifts. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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)     

The pro-protein convertase PC1 is induced in the transected sciatic nerve and is present in cultured Schwann cells: comparison with PC5, furin and PC7, implication in pro-BDNF processing

Emotional dissonance, or person-role conflict originating from the conflict between expressed and experienced emotions, was examined. The study was based on a reconceptualization of the emotional labor construct, with dissonance as a facet rather than a consequence of emotional labor. The effects of emotional dissonance on organizational criteria were isolated, thereby explaining some of the conflicting results of earlier studies. Empirically, job autonomy and negative affectivity as antecedents of emotional dissonance, and emotional exhaustion and job satisfaction as consequences of emotional dissonance, were explored. Self-monitoring and social support were tested as moderators of the emotional dissonance-job satisfaction relationship. Significant relationships with job autonomy, emotional exhaustion, and job satisfaction were found. Social support significantly moderated the emotional dissonance-job satisfaction relationship.     

Job content and context factors related to satisfaction for different occupational levels.

Tested the theory proposed by F. Hertzberg, B. Mausner, and B. Snyderman (see PA, Vol. 34:4849) using J. G. Darley and T. Hagenah's rationale relative to occupational level. Ratings of satisfaction and importance for the job content and context factors and overall job satisfaction were obtained from 200 engineers and 153 assemblers. The proposed job factor dichotomy was not supported. However, satisfaction with the content factors made the greatest contribution to overall job satisfaction, regardless of occupational level. Conversely, ratings of job factor importance were a function of occupational level; content aspects were most important for engineers, and context for assemblers. Several demographic variables failed to influence the findings. It is concluded that both theories represent oversimplifications. (29 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relation between leadership style and empowerment on job satisfaction of nurses

OBJECTIVE: The authors explore the relation between leadership style and empowerment and its effect on job satisfaction among the nursing staff of a regional medical center. BACKGROUND: Several empirical studies on transformational leadership-found that transformational leadership behaviors were positively related to work team success and leadership effectiveness. Transformational leadership processes have also been suggested to enhance followers' work-oriented values and shape the self-efficacies of followers. Employee empowerment may be influenced by the perception that the organization cares about its employees' well-being and that their work is valued. Empowering nurses may increase job satisfaction and improve patient care. Leadership style and empowerment influence job satisfaction among workers. METHODS: All nursing department staff were invited to complete a self-report questionnaire with no identifying information. Leadership style was measured using Bass's Multifactor Leadership Questionnaire, empowerment was measured with items from Spreitzer's Psychological Empowerment instrument, and job satisfaction was measured by Warr, Cook, and Wall's job satisfaction questionnaire. RESULTS: Both transformational and transactional leadership were positively related to job satisfaction, as was empowerment. Differences in the contributions of empowerment and leadership style in predicting job satisfaction for licensed and unlicensed workers was evident. CONCLUSION: Designing interventions that allow for the relative influence of leadership style as well as empowerment on varying classifications of nursing personnel may be a more effective strategy and have a greater effect on staff attitudes and behaviors.     

Moderators of the Relationships Between Coworkers' Organizational Citizenship Behavior and Fellow Employees' Attitudes.

The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.

A review of research on job performance suggests 3 broad components: task, citizenship, and counterproductive performance. This study examined the relative importance of each component to ratings of overall performance by using an experimental policy-capturing design. Managers in 5 jobs read hypothetical profiles describing employees' task, citizenship, and counterproductive performance and provided global ratings of performance. Within-subjects regression analyses indicated that the weights given to the 3 performance components varied across raters. Hierarchical cluster analyses indicated that raters' policies could be grouped into 3 homogeneous clusters: (a) task performance weighted highest, (b) counterproductive performance weighted highest, and (c) equal and large weights given to task and counterproductive performance. Hierarchical linear modeling indicated that demographic variables were not related to raters' weights. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Role of Job Security in Understanding the Relationship Between Employees' Perceptions of Temporary Workers and Employees' Performance.

On the basis of psychological contract and social cognition theories, the authors explored the role of full-time employees' perceived job security in explaining their reactions to the use of temporary workers by using a sample of 149 full-time employees who worked with temporaries. As hypothesized, employees' perceived job security negatively related to their perceptions that temporaries pose a threat to their jobs, but it did not relate to their perceptions that temporaries are beneficial. Furthermore, employees' job security moderated the relationships between benefit and threat perceptions and supervisor ratings of job performance. For those with high job security, there was a positive relationship between benefit perceptions and performance. For those with low job security, there was a negative relationship between threat perceptions and performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Facets of job effort in bus driver health: Deconstructing "effort" in the effort-reward imbalance model.

This research aimed to test the relative value of developing and using job-specific facets of effort and testing them using J. Siegrist's (1996) effort-reward imbalance (ERI) theory to extend understanding of how one might determine job strain in urban bus driving. In addition, the interactive effects of the ERI model are further investigated to address the lack of research into the relationships of the model's constructs. Using focus groups and published papers, a measure of bus driver effort was created, which was subsequently completed by 186 male U.K. bus drivers as part of a questionnaire study. The results were factor analyzed to create 4 facets of effort, which demonstrated additional variance in predicting strain, above and beyond J. Siegrist's original effort construct. One facet, workload and fatigue, was observed to be a particularly important contributor to strain. The analyses further indicated that the ERI model's assumptions that ERI creates job strain could not be completely upheld, although poorer levels of reward and higher levels of overcommitment were strong main predictors of job strain. Research and applied implications are considered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)