Article

Reducing subjectivity in the assessment of the job environment: Development of the Factual Autonomy Scale (FAS)

June 2003
Journal of Organizational Behavior 24(4):417-432

Authors:

University of South Florida

Self-report measures of job stressors have been criticized for being too subjective, rendering relations with other variables inconclusive. The Factual Autonomy Scale (FAS) was developed to reduce subjectivity by careful choice of fact-based items. Results of two studies showed that when compared to the Job Diagnostic Survey autonomy scale, the FAS demonstrated superior convergent validity with alternate sources (supervisors in Study 1 and coworkers in Study 2), and discriminant validity when correlated with the remaining JDS core characteristics subscales. In addition, the FAS was correlated to a lesser extent than the JDS autonomy scale with job satisfaction. Incumbent FAS scores and not JDS scores correlated significantly with job performance as assessed by supervisors. It is suggested that it is feasible to develop fact-based items for scales of the work environment that reduce the degree of subjectivity of responses. (PsycINFO Database Record (c) 2007 APA, all rights reserved) (from the journal abstract)

Construction and Validation of Fida and Najam Job Autonomy Scale for Employees

Article

Full-text available

Oct 2019

In this study a comprehensive scale of job autonomy was developed for Pakistani employees. In phase-I focus group discussion was used to generate forty-four items for the scale. In phase-II, pilot study was carried out. In the phase III, psychometric properties and factorial validation of Fida and Najam Job Autonomy Scale (FNJAS) was done on the sample of N =340 bank employees. Factor analysis reduced the items to twenty-eight and yielded six sub-areas of job autonomy, i.e., autonomy in decision making, autonomy in social interactions at work, autonomy in job functioning, autonomy in following system and procedures, autonomy in work decorum, and autonomy in availing refreshment time. Significant reliability coefficient (.80) was found. Discriminant and convergent validity was also established. DASS-21 (Lovibond & Lovibond, 1995) and Job Satisfaction Survey (Spector, 1997) were used, revealing significant validities. It has been concluded that FNJAS was reasonably reliable and valid scale for the assessment of job autonomy among the employees. This scale will help the professionals, decision makers, authorities, and employers to find out the autonomy of job, its requirements, and intensity among employees.

Comparability of Self-Ratings and Observer Ratings in Occupational Psychosocial Risk Assessments: Is There Agreement?

Article

Full-text available

Jun 2019
BMRI

Objective: The suitability of self-ratings and observer ratings within organisational management approaches is controversial. The aim of this study was to compare the degree of agreement between self-rated and observer-rated occupational psychosocial demands. The comparison took place within a work-activity and not worker-centred assessment, according to official policies for psychosocial risk assessment. Through simultaneous application of two versions of the same instrument, we aimed to reduce the rating bias to a minimum demonstrating the suitability of self-ratings and observer ratings in companies of all kinds. Methods: A multimethod online assessment of 22 different work activities was conducted in Germany from October 2016 to October 2017. Workers (self-ratings) and occupational safety and health (OSH) committees (observer ratings) rated the occupational psychosocial risks of each activity with the same instrument (N = 669). The instrument measured psychosocial risk conditions at work. Reliability and agreement indices were computed. Results: The within-group agreement (WGA; rwg,mean = .42) of the workers' self-ratings was good for each psychosocial risk and the interrater reliability (IRR) was excellent on average (ICC 2 = .77) with a medium effect size of ICC 1 = .15. The interrater agreement (IRA) between the two groups varied across the activities depending on rating group and activity composition (from ICCunjust,mean = .39 to ICCunjust,mean = .86) but was good to excellent on average (ICCunjust,mean = .71). Conclusion: The reasonable agreement and excellent reliability in workers' self-ratings justify aggregation of item means at the group level. Furthermore, if the work activities are homogenous and the committee consists of members from different OSH specialties, observer ratings and self-ratings provide comparable results. According to this study's results, both methods are reliable assessment strategies in the context of psychosocial risk assessment. The observer rating approach is especially suitable for small-to-medium enterprises that do not have access to a large anonymous survey assessment.

Can decent work promote fertility intention? The mediating role of work-family conflict

Article

Full-text available

Mar 2025

With economic development and social progress, the low fertility rate among employed individuals is a significant concern for the government and academia. Decent work (DW) was proposed to improve work environment in conditions of freedom, equity, security, and human dignity. As the overall level of DW in society has increased, how does workers’ DW affect fertility intentions (FI)? To answer this question, we conducted a theoretical model based on conservation of resource (COR) theory among DW, work-family conflict (WFC), FI, organizational support (OS), family support (FS), gender and job autonomy (JA). It is found that DW can promote FI directly and indirectly by reducing WFC. OS and FS moderate the relationship between DW and WFC. The research findings expand the DW and COR application studies and provide a foundation for policymaking for government and organizations.

Mindfulness and Voluntary Work Behavior: Further Support for an Affect Mediation Model

Article

Full-text available

May 2022

Mindfulness, defined in terms of greater attention and awareness concerning present experience, seems to have a number of psychological benefits, but very little of this research has focused on possible benefits within the workplace. Even so, mindfulness appears to buffer against stress and negative affect, which often predispose employees to deviant behaviors. Conversely, mindful employees may be more engaged with their jobs, which could support organizational citizenship. Two studies (total N = 418) pursued these ideas. In Study 1, part-time employees who were higher in dispositional mindfulness were less prone to job negative affect, which in turn predicted lower levels of workplace deviance. In Study 2, more mindful full-time employees were more engaged, and less stressed, and these variables mediated a portion of the relationship between mindfulness and organizational citizenship. Collectively, the two studies link mindfulness to both traditional forms of voluntary work behavior while highlighting mediational pathways.

How people feel about their job: effects of regulatory mode on positivity and job satisfaction ( ¿Cómo se sienten las personas sobre su trabajo?: los efectos del modo regulatorio en la positividad y la satisfacción laboral )

Article

Sep 2021

The main goal of the present study was to analyse the effects of regulatory modes (i.e., assessment and locomotion) on both positivity and job satisfaction. Furthermore, we explored the mediating role of positivity in the relationship between regulatory modes and job satisfaction. In order to test our hypotheses, we recruited employees (N = 563) from 8 Italian organizations, and obtained their individual (a) scores on the Regulatory Mode Scale, (b) ratings of positivity, and (c) overall job satisfaction. Two separate moderated multiple regression analyses were run to test the main effect and the interactions of the regulatory modes on the two outcome measures. In line with our hypotheses, the results revealed that assessment negatively predicted both positivity and job satisfaction, whereas locomotion positively predicted those variables. Furthermore, the results showed that employees showing a specific self-regulation pattern (i.e., the combination of high assessment and low locomotion) experienced lower positivity and lower job satisfaction. Finally, using a mediated moderation analysis, it was found that the relationship between regulatory modes and job satisfaction was significantly mediated by positivity.

Development and Validation of Work Environment Services Scale (WESS)

Article

Full-text available

Jun 2021

Purpose: This study presents a nine-factor, 32-item measure of work environment scale in the service sector. A healthy work environment is one in which employees trust the people they work for, have pride in what they do, and enjoy working with the people (Levering and Moskowitz, 2004). Methodology: This instrument builds on the conceptual model espoused by Insel and Moos (1974), Gordon (1973), Fletcher and Nusbaum (2010), Amabile et al. (1996), and Spector (2003). The scale included items elicited through a literature review, the use of the Delphi technique with a panel of experts, and tested on 824 full-time employees from nine service sector industries and five major cities in India. Findings: The Work Environment Services Scale (WESS) is a reliable and valid scale useful for measuring the nine work environment factors in the Indian services organization, with its own norms and a detailed manual. Originality/Value: The prevailing scales for measuring work environment do not capture the influence of ethics, recreation facilities, and the impact of social giving on the work environment. Most scales were suitable for sectors in the Western context, and there were no Indian scales measuring service employees’ perception of their work environment.

Factors That Affect Quality of Care Among Mental Health Providers: Focusing on Job Stress and Resources

Article

Full-text available

Feb 2021

Objective: High-quality, person-centered care is a priority for mental health services. The current study conducted secondary data analysis to examine the impact of job stress (i.e., interaction with high-risk consumer cases, increased caseload, emotional exhaustion) and resources (i.e., increased organizational and supervisory support, autonomy, role clarity) on providers' perceived quality of care. Methods: Data consisted of 145 direct care providers from an urban community mental health center. Structural equation modeling was used for testing the hierarchical regression model, sequentially adding job stress and resource variables in the prediction models for the quality of care (i.e., person-centered care, discordant care [conflict with consumers and tardiness]). Results: Person-centered care was positively associated with increased role clarity, organizational support, and larger caseload size, while a lower level of discordant care was associated with lower emotional exhaustion, smaller caseload size, less interaction with high-risk consumer cases, and with increased role clarity. Conclusions and Implications for Practice: Resources on the job may be particularly important for improved person-centered care, and lowering job stress may help reduce discordant care. The current study suggests the need for the mental health organizations to attend to both job stress and resources for providers to improve the quality of care. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The Effect of Prison Security Level on Job Satisfaction and Job Burnout among Prison Staff in the USA: An Assessment

Article

Full-text available

Jul 2012

This study examines the effect of prison security level on job satisfaction and job burnout among prison employees. It also examines the effect of job satisfaction, as an independent variable, on job burnout. The data for this study were collected from all staff working in three prisons in the State of Indiana, USA-one maximum security prison (n = 176) and two medium security prisons (n = 146, and n = 158). The findings from this study showed that there was no difference in job satisfaction among prison employees who work in the maximum security prison compared to those who work in medium security prison. Additionally, this study showed that prison security level had a partial effect on job burnout among prison employees. Prison employees who work in medium level security reported having more control over work-related activities compared to those who work in maximum security prison. Prison security level did not have any significant effects on emotional exhaustion and personal accomplishment. Job satisfaction, on the other hand, was inversely related to job burnout. This study showed that an increase in job satisfaction is manifested with a decrease in job burnout.

On being nice and effective: Work‐related emotional intelligence and its role in conflict resolution and interpersonal problem‐solving

Article

Sep 2019

People are thought to differ in their abilities to perceive, understand, and manage emotions, a construct termed emotional intelligence (EI). North Dakota emotional abilities test (NEAT), a test of EI based on the situation judgment test method, assesses EI applied to work settings. Three survey‐based studies examined and found that NEAT scores correlated positively with constructive motivations and behavioral intentions (Study 1; n = 94), conflict handling strategies favoring mutual interests (Study 2; n = 92), and helpful workplace behaviors, particularly under stressful conditions (Study 3; n = 90). These findings could possess particular value in domains such as conflict resolution and mediation.

The Role of Workplace Control in Positive Health and Wellbeing

Chapter

Dec 2013

The focus on job control in the workplace has largely rested on how its absence can contribute to negative outcomes, such as disease and impaired wellbeing. The role of job control also acts as a buffer between stressful job conditions and such outcomes have received considerable attention. However, job control may also directly contribute to positive employee health and wellbeing beyond the mere absence of physical or psychological disorder or illness. This chapter examines the potential role of job control in positive happiness, health, and wellbeing, as well as occupational adjustment and success.

Sense of coherence; work and family stressors in a metropolitan municipality in South Africa

Article

Full-text available

Dec 2018

Background: Not much information is available on the level of the sense of coherence (SOC) of the working population in South Africa. SOC is the disposition of an individual to accept strain as one of the factors that fosters growth and maturity. It develops from infancy through adolescence from the resources available to an individual and could deplete through stressors. Work stressors are those elements in the workplace that could result in harmful behaviour patterns and stress-aversive reactions. While family stressors are those elements in the domestic environment that engender strain and counterproductive behaviour in individuals. Aim: The main aim of the article was to examine the association among SOC and work and family stressors among professional level employees in the South African Public Service. The objectives of this article are (1) to ascertain if the professional level employees investigated had strong or weak sense of coherence (SOC) and (2) To determine the effect of work and family stressors on SOC. Setting: The study was conducted among professional level employees and top management of a municipality in the South African Public Service. Methods: In this pragmatic, cross-sectional study design, a sample of 307 professional level employees born during the apartheid era in South Africa completed the 13-version Orientation to life Questionnaire (OLQ), work stressor and family stressor questionnaires as well as an elementary demographic questionnaire. Additional data was collected from the interview of 11 other top management members. Results and conclusion: The findings refuted the claims that unfavourable environmental conditions could affect the development of a strong SOC in an individual by revealing that professional level employees at the South African Public Service generally had strong SOC. It further revealed that the respondents in comparison with the family stressors were experiencing much work stressors. The findings have implications for workplace practices and management of work and family stressors. © 2019 JBRMR: Journal of Business and Retail Management Research.

Gender Differences in the role of family-work interface, organizational support, life satisfaction on job satisfaction

Chapter

Jun 2018

Silvia de simone

Job satisfaction is the most widely studied key indicator of psychological well-being at work, and several empirical studies have investigated the factors that contribute to determine it in different organisational settings focusing on situational and individual-dispositional variables. Among the possible predictors linked to job satisfaction, the present study considered a specific core of resources, represented by work-family interface, organisational support, and life satisfaction, constructs related to job satisfaction. The research investigated the role of family-work interface dimensions (positive work-family interface, positive family-work interface, negative work-family interface, and negative family-work interface), organisational support (support of colleagues and supervisors), and life satisfaction as possible determinants of job satisfaction, in relation to the gender of the participants. The study involved about 400 employees of an Italian public service organisation. Data were collected via a questionnaire which included the following scales: Work-family interface Scale (De Simone et al., 2014; Kinnunen, Feldt, Geurts, & Pulkkinen, 2006), Organizational Support (Clark, 2001), Brief Overall Job Satisfaction measure II (Judge, Locke, Durham, & Kluger, 1998), and Life satisfaction (Lance, Lautenschlager, Sloan, & Varca, 1989). Path analysis showed that the factors involved in the work-family interface, directly and indirectly, influenced life satisfaction, job satisfaction, and work engagement. Data analysis showed that the factors involved in the work-family interface, supervisors’support, and life satisfaction influenced job satisfaction. Furthermore, results found gender differences: all family-work interface dimensions, and only these dimensions, resulted in predicting job satisfaction in the men interviewed, whereas negative work-family and family-work interface, organisational support, and life satisfaction contributed to determining job satisfaction for the women interviewed. The results of the study offer interesting suggestions for the implementation of strategies to improve job satisfaction in general, especially considering the role of organisational support and life satisfaction for female workers. Keywords: job satisfaction, work-family interface, organisational support, life satisfaction, gender differences

A Study Of Leadership Style, Counter Productive Behavior And Group Effectiveness

Conference Paper

Full-text available

May 2018

Muhammad Asim Shahzad

Predictors of burnout in public library employees

Article

Feb 2018
J LIBR INF SCI

Work stress and professional burnout are recognized as concerns for public library employees, yet little research has been conducted. The purpose of the current study was to better understand burnout and the contributing factors in a state-wide sample of public library employees in Indiana. Using a web-based survey, 171 employees of public libraries reported their level of burnout (emotional exhaustion, cynicism, and professional efficacy; Maslach Burnout Inventory-General Survey) and potential predictors, including levels of autonomy, co-worker support, work pressure, technology attitudes, and recovery experiences. A subset of 70 completed the burnout measures twice, allowing for predictions of change over time. Most predictors were correlated with burnout cross-sectionally, except for technology attitudes. Emotional exhaustion was positively associated with work pressure, and negatively associated with autonomy, role clarity, coworker support, and recovery experiences of relaxation, mastery, and control. Similar patterns were found for cynicism and reduced efficacy. However, over a period of approximately six months, only role clarity predicted decreased burnout (emotional exhaustion) above prior levels of burnout.

A Comparison of Subjective and Objective Job Demands and Fit with Personal Resources as Predictors of Retirement Timing in a National U.S. Sample

Article

Dec 2017

Population aging and attendant pressures on public budgets have spurred considerable interest in understanding factors that influence retirement timing. A range of sociodemographic and economic characteristics predict both earlier and later retirement. Less is known about the role of job characteristics on the work choices of older workers. Researchers are increasingly using the subjective ratings of job characteristics available in the Health and Retirement Study in conjunction with more objective measures of job characteristics from the Occupational Information Network (O*NET) database. Employing a theoretically-informed model of job demands-personal resources fit, we constructed mismatch measures between resources and job demands (both subjectively and objectively assessed) in physical, emotional, and cognitive domains. When we matched comparable measures across the two data sources in the domains of physical, emotional, and cognitive job demands, we found that both sources of information held predictive power in relation to retirement timing. Physical and emotional but not cognitive mismatch were associated with earlier retirement. We discuss theoretical and practical implications of these findings and directions for future research.

THE EFFECTS OF EMOTIONAL INTELLIGENCE AND LOCUS OF CONTROL ON JOB SATISFACTION AND LIFE SATISFACTION

Article

Full-text available

Jun 2017

The aim of this study is to determine the effects of Emotional Intelligence (EI) and Locus of Control (LoC) on Job Satisfaction (JS) and Life Satisfaction (LS) in two different research models. The data were collected from 223 teachers in 15 different high schools in Ankara-Turkey by an e-survey prepared for aim of this research. The reliability of research scales were found quite high for this sample. According to the regression analyses, EI has a direct effect on JS and LS however, LoC doesn’t affect JS and LS. Besides, in the relationships between EI and JS or EI and LS, LoC has no indirect effect. LoC affects Appraisal of Emotions (AoE) the dimension of EI, JS and LS positively and AoE has a positive direct effect on the relationship between LoC and JS, as well. And finally, EI has no indirect effect on the relationship between LoC and LS.

Valoración del potencial de la organización para promover la felicidad

Thesis

Dec 2013

Rafael Posada

Emotional intelligence as an antecedent of employees’ job outcomes through knowledge sharing in IT-ITeS firms

Article

Sep 2024
Int J Prod Perform Manag

Purpose Job performance literature has evolved to address the aspects of performance thinking where knowledge sharing (KS) and emotions on the job are considered important. This study evaluates the influence of emotional intelligence (EI), mediated through KS, on job outcomes measured as job performance (JP) and job satisfaction (JS). Design/methodology/approach Structural equation modeling methods are used to investigate the degree of influence of EI on job outcomes through KS. The data for analysis has been collected from 227 project managers at Information Technology-Information Technology Enabled Services (IT-ITeS) firms. Findings The findings suggest that the EI has a positive and significant effect on KS. This implies that employees with high EI scores are more involved in the KS behavior. Furthermore, the findings suggest that KS partially mediates the relationship between EI and JP, and it fully mediates the relationship between EI and JS. Research limitations/implications For KS, the answer lies in the recruitment and retention of emotionally intelligent persons rather than investing only in information technology. The study enhances the literature on knowledge management, sharing and EI. Practical implications The proposed research model suggests a successful infusion of KS within IT-ITeS firms. Knowing the EI of employees and, accordingly, changing their behavior towards sharing knowledge is probably a distinctive, most efficacious and essential strategy for augmenting job outcomes. Originality/value The study establishes the role of KS in translating the impact of EI on JP and JS. Furthermore, it contributes a novel framework of KS behavior.

The Impact of Knowledge Hiding on Entrepreneurial Orientation: The Mediating Role of Factual Autonomy

Article

Full-text available

Aug 2023

Knowledge plays a pivotal role as a strategic asset for organizations that aim to improve and sustain competitive advantage. Despite the implementation of knowledge management systems to promote knowledge sharing, many employees exhibit knowledge-hiding behavior, deliberately withholding crucial information in the workplace. In this context, the current study aims to investigate the impact of knowledge-hiding behavior on entrepreneurial orientation (EO) within organizations. Specifically, we seek to explore how knowledge hiding influences employees’ inclination towards entrepreneurial behaviors such as innovation, risk-taking, and proactiveness. By examining the potential negative effects of knowledge hiding on entrepreneurial behaviors, we aim to identify barriers to innovation and risk taking in organizations. Furthermore, we examine the mediating role of factual autonomy in the relationship between knowledge hiding and entrepreneurial orientation. Understanding the mediating role of factual autonomy can provide valuable insights into the mechanisms through which knowledge hiding impacts entrepreneurial behavior. Additionally, we aimed to investigate the impact of knowledge hiding on organizational-level outcomes, specifically entrepreneurial orientation, and job autonomy. To investigate this phenomenon, we conducted a cross-sectional multilevel study involving 214 employees from 16 different companies in the Romanian business sector, including telecom, banking, retail, services, and IT&C. Our findings reveal that knowledge hiding has a significant impact on job autonomy and entrepreneurial orientation. The proposed model accounted for 45.9% of the variance in entrepreneurial orientation and 37.7% of the variance in job autonomy. These results have important implications for both theory and practice, highlighting the need for further exploration into how knowledge hiding impacts different aspects of organizational work design. The present examination serves as a valuable research platform for understanding the multidimensional irregularities within organizations and highlights the importance of addressing knowledge hiding behavior to foster a culture of innovation and risk-taking in organizations.

Predicting Academic Performance for Pre/Post-Intervention on Action-State Orientation Surveys

Conference Paper

Jun 2023

The objective of this study is to analyze the responses to the action/state orientation surveys administered to freshman and junior students in engineering and psychology majors and explore the individual survey responses as potential predictors of the students’ academic performance using statistical methods including machine learning algorithms and related data analytics. The datasets used (so far) for this objective include students in the following cohorts: - Spring 2021 Cohort (1) – Electrical Engineering Juniors, - Spring 2021 Cohort (2) – General Engineering Freshman, - Spring 2021 Cohort (3) – Psychology Majors, - Fall 2021 Cohort (1) – General Engineering Freshman, and, - Fall 2021 Cohort (2) – Psychology Majors. In addition to the direct responses, we also generated functions to represent features and attributes for each response, such as efficacy, habits, hesitation, preoccupancy, volatility, engagements in curricular and extracurricular activities. The student populations from all cohorts were combined to create a master survey list. Binary categories have been defined as academic failure (GPA < 2.0) or not (GPA > 2.0) based on the self-reported GPA by the students. Since students with GPA > 2.0 have constituted a much larger percentage of the population, we approached this problem as one-class anomaly detection, a well-defined area of machine learning. We implemented six different machine learning algorithms including K-Means clustering, deep neural networks (DNNs), principal component analysis (PCA), Guassian process regression (GPR), one-class autoencoders (OCAE) and one-class support vector machines (OCSVM) to identify if a student is academically successful (GPA > 2.0) or not. The highest accuracy topologies were OCAEs and OCSVMs. The ML models were trained using only the students with GPA > 2.0 with randomly selected survey questions. Once a model has been created and trained, we tested the architecture using survey responses that were never seen by the model. This test dataset consisted of a subsample of students with GPA > 2.0 and all the students with GPA < 2.0. As a reminder, up until this point the model had never seen any survey data from students with GPA < 2.0. The expectation was that the model would accurately categorize these test instances as anomaly samples based on the reconstruction error comparisons with the normal samples. The train/test procedure was repeated for thousands of combinations of 18 randomly selected survey questions from the 60-question survey to find out which questions more consistently result in better predictions of academic failure. The best performing 18 feature groups were recorded for the top-10 most accurate classification scenarios using the area-under-curve (AUC) score as an indicator of percentage-based performance for binary classification tasks (i.e., is the student’s GPA < 2.0 or not) specifically for heavily biased datasets such as this. For instance, a score of 0.744 means that approximately ~%74.4 of the time we can identify a student’s likelihood of having a lower GPA using the survey questions used for that specific combination. After analyzing the performance results, and looking at the top performing combinations, we observed that the responses to questions such as 59, 26, etc. have disproportionally larger representations among the more accurate categorizations. Most of these questions involve study habits (as expected), but some also include extracurricular activities such as involvement in student clubs including IEEE as and on-campus housing activities. Future work will include analyzing other cohorts and validate the model’s performance on new surveys. We will also investigate ensemble learning to find out if similarly grouped survey questions can be used for independent categorization which can then be combined with ML methods such as majority voting or winner-takes-all. Finally, models trained on pre/post intervention surveys will be tested on post/pre intervention surveys respectively to analyze the differences in model performance.

Core self evaluation, Job attitudes & productivity during work from home & covid 19

Article

Feb 2023

The idea of Work from Home (WFH) has been one of the alternate workplace options for decades, mostly used by technology companies for their knowledge workers, and till 2019 it was available only at special request. The arrival of Covid 19 and the global lockdowns that followed made WFH mandatory. For this study, we reviewed the literature on the concepts of Work from Home and the concepts of productivity from a non-mathematical point of view. Research about Work from Home in the Covid 19 period is limited as the pandemic is of recent origin. Following this review, we decided to focus our study on some aspects of personality and the attitudes of the IT professionals and the impact of these factors on their productivity. The study used a questionnaire sent out to IT employees of various organizations in India. Almost all these employees were working from their homes. Over 500 validated responses were received. The study found that some of the aspects of core self-evaluation and job attitudes were positively correlated to the productivity of the employee. At the same time, other aspects of these dimensions were not correlated to productivity. These differential results mirrored that of other scholars and earlier researches, where there was no unidirectional correlation between these variables and productivity. This is one of the first detailed works on productivity during the course of Work from Home, both among knowledge workers as well as in the Indian context

Factual Autonomy Predict Organizational Citizenship Behaviour and Counterproductive Work Behaviour in Industry Workers Mediated by Burnout

Article

Full-text available

May 2022

This study aimed to explore the relationship between factual autonomy (FA), organizational citizenship behaviour (OCB) and Counterproductive work behaviour (CWB) in industry workers, possibly mediated by burnout. Participants included 600 industry workers (300 from local and 300 from multinational industries), age 25 through 40 years, with a minimum experience of one year of working on the same position. Organizational Citizenship Behavior Checklist (OCB-C), Factual Autonomy Scale (FAS), Counterproductive Work Behavior Checklist (CWB-C), and Shirom-Melamed Burnout Measure (SMBM) were used to collect data from the participants. The results indicated that, more FA is likely to result in significantly more OCB, significantly lesser CWB and significantly lesser burnout in industry workers. Similarly, an increase in burnout is likely to predict a significant decrease in OCB and significant increase in CWB of industry workers. Further, burnout significantly mediated the relationship between FA and OCB as well as FA and CWB. In a rapidly changing post-covid world, such studies are very important to inform policy makers and have important implications for industrial/organizational psychologists and consultants like defining the limit of autonomy for industry workers, keeping a check on burnout and CWB while striving for more OCB.

Workplace Mistreatment: A Review and Agenda for Research

Article

Full-text available

Nov 2021

Workplace mistreatment researchers study negative interpersonal behaviors under a plethora of different labels, including incivility, bullying, harassment, aggression, and violence. While negative interpersonal behaviors differ in their intensity, intent, and frequency, a common denominator of these behaviors is their adverse impact on employees and organizations. Research has identified the nomological network of workplace mistreatment, which illustrates individual and contextual factors associated with mistreatment behaviors. Authors have also highlighted outcomes of mistreatment, showing that mistreatment results in reduced psychological and physical health, worsened job attitudes, and diminished performance for both targets and bystanders. Further, enacted mistreatment is not without consequences for the perpetrators, and these consequences can be both negative and positive. While workplace mistreatment research has been steadily growing, many questions remain unanswered. There are unexplored topics, approaches, and methodologies. First, there is a need to understand the uniqueness and similarities of different mistreatment constructs to provide a more comprehensive approach for studying workplace mistreatment and highlight alternative ways of measuring mistreatment constructs. Novel methodological approaches, such as HotMap and artificial intelligence, could shed light on the dynamics between targets and perpetrators of mistreatment, allowing researchers to capture the dynamic nature of mistreatment behaviors. Second, the interactions among societal, cultural, and interpersonal factors are likely to shape enacted mistreatment. For instance, social networks within organizations and the interrelations between employees are likely to influence not only the individual who becomes targeted, but also the way in which bystanders are to take action against such mistreatment. Third, while the role of bystanders in the dynamics of workplace mistreatment is undoubtedly important, there is a need to critically investigate the role bystanders may play in curtailing or encouraging mistreatment. More specifically, bystander interventions can take both constructive and destructive forms. Finally, targets’ responses to experienced mistreatment are likely to be relevant to the understanding of the dyadic nature of workplace mistreatment, such that an aggressive target response is likely to cause a mistreatment spiraling. However, it remains unclear what type of target response, if any, would be beneficial in helping de-escalate destructive behavior from the perpetrator. Thus, more research is needed to help address the important question of the best ways to deal with experienced mistreatment.

Happy and Engaged: Synergies Among Mindfulness and Ability-Related Emotional Intelligence

Article

Full-text available

Jul 2021

Relationships between mindfulness and positive affect have been less robust than relationships between mindfulness and negative affect, suggesting that skills in addition to mindfulness may be necessary in transforming mindfulness into a positive psychological force. The present three study program of research (total N = 413) pursued the idea that emotional intelligence (EI), in particular, may infuse mindfulness with social-emotional wisdom, resulting in positive psychological benefits. In Studies 1 and 2, trait-related variations in mindfulness (as assessed by the Mindful Attention Awareness Scale) interacted with an ability-based EI measure to predict positive feelings in employment contexts as well as outcomes related to organizational commitment and citizenship. In Study 3, daily variations in mindfulness interacted with the same ability-based EI measure to predict daily feelings of positive affect and affiliation motivation. These findings highlight synergies among mindfulness and emotional intelligence in supporting positive affect and social engagement.

Counterproductive Work Behavior in Russian Nanotechnology Organizations

Article

Full-text available

Mar 2021

Background. Organizational behavior plays a significant role in the effectiveness of enterprises specializing in nanotechnology. Its negative side – counterproductive work behavior (CWB) – has not been analyzed sufficiently in this industry. We evaluated different theoretical approaches to this problem. Objective. To estimate the predominant forms of counterproductive work behavior in relation to dimensions such as the intensity of the nanotechnology industry, seniority in the organization, and the age and gender of the subjects. Design. We used a descriptive exploratory methodology that analyzes the preponderance of counterproductive work behavior in profile companies throughout the Russian Federation. CWB was assessed through a self-report questionnaire and in-depth interview with each employee. The results were analyzed by correlation-regression analysis in SPSS. Results. We found significant correlations between the variables “intensity of the nanotechnology industry within the organization”, “seniority of employees within the organization”, “age of employees”, and the total score of CWB. Regarding the CWB dimensions, the highest average of the scores was obtained for “low level of conscientiousness” (mean = 21.75; SD = 2.9), followed closely by “low level of personal development” (mean = 20.53; SD = 3.09). Among the CWB dimensions, it seems that the conscientiousness of the employees plays a key role in the continuation of their professional activity and consequently in the increase of seniority in the organization. Conclusion. A professional difficulty can be perceived as a challenge by an employee with good physical and/or psychological resilience. Russian nanotechnology companies should evaluate their approach to dealing with employees and mitigate situations that might be unnecessarily stressful. From the data obtained through the semi-structured interview, we found that what happens in a work group is essential in the emergence of CWB. Organizations need clear policies that empower employees to deal with certain work tasks and with employees who engage in specific CWB.

Why Are Workplace Social Support Programs Not Improving the Mental Health of Canadian Correctional Officers? An Examination of the Theoretical Concepts Underpinning Support

Article

Full-text available

Mar 2021
Int J Environ Res Publ Health

In Canada, public safety personnel, including correctional officers, experience high rates of mental health problems. Correctional officers’ occupational stress has been characterized as insidious and chronic due to multiple and unpredictable occupational risk factors such as violence, unsupportive colleagues and management, poor prison conditions, and shift work. Given the increased risk of adverse mental health outcomes associated with operational stressors, organizational programs have been developed to provide correctional officers with support to promote mental well-being and to provide mental health interventions that incorporate recovery and reduction in relapse risk. This paper uses two theories, the Job Demand Control Support (JDCS) Model and Social Ecological Model (SEM), to explore why workplace social support programs may not been successful in terms of uptake or effectiveness among correctional officers in Canada. We suggest that structural policy changes implemented in the past 15 years have had unintentional impacts on working conditions that increase correctional officer workload and decrease tangible resources to deal with an increasingly complex prison population. Notably, we believe interpersonal support programs may only have limited success if implemented without addressing the multilevel factors creating conditions of job strain.

JOB SATISFACTION AMONG CORRECTIONAL STAFF: EXAMINING THE GENDER DIFFERENCES

Chapter

Full-text available

Jan 2017

Avdi Avdija

Working in corrections is considered one of the most underprivileged careers in the criminal justice field. These men and women are responsible for the security and overall enforcement of rules in the correctional facilities. While they do an incredible amount of work in this unique work environment securing correctional facilities, correctional staff receives very little positive recognition, with low pay and low job morale. Until a few decades ago, this job was considered primarily a men’s career. It was believed that women would not be able to perform the duties and responsibilities required to work in the correctional facilities. Even today, female correctional employees hold a belief that they are being discriminated against in certain promotional processes due to gender biases. This, in turn, is believed to have an effect – direct or indirect – on overall job satisfaction among female correctional staff. This current research focuses primarily on examining the gender difference and its effect on overall job satisfaction among prison staff, while controlling the gender effect for a number of factors that are equally influential. The research findings of this research are based on the data that were collected in three different prisons in the state of Indiana, USA.

Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

Article

Full-text available

May 2018

This article contributes to emergent research by examining the linkage between workâ€“family stressors and their effect on work-family satisfaction (WFS) at a metropolitan municipality in South Africa. Extant literature on stress has either not adequately examined the linkage between domain specific stressors and domain specific satisfaction or have suggested models with direct connections. The present study suggests a mediating model and assesses the mediation. Specifically, it claims that sense of coherence (SOC) plays a mediating part in the in the work and family stressors - WFS relationship. This mixed methods research applied a variance-based structural equation modelling (Partial Least Squares) to a sample of 307 professional level employees at a metropolitan municipality in South Africa. The finding supports the importance of SOC and its influence on WFS. Additionally, mediation hypotheses theorise how SOC plays a critical mediating influence in the work-family stressor-WFS relationship. Data analysis suggest that (a) work stressors and WFS interrelated in a manner that SOC fully mediated the effect of work stressors on WFS (b) SOC partially mediated the relationship between family stressors and WFS. The findings have both theoretical and practical implications.

Employee well-being of Finnish criminal investigators – mixed methods approach

Article

Full-text available

Dec 2019

Purpose The purpose of this paper is to compare the employee well-being of police officers in different investigative groups. This paper analyses crime investigators’ employee well-being from four perspectives: organisational commitment, job satisfaction, exhaustion and turnover intentions. Design/methodology/approach The analysis is based on Finnish Police Personal Survey data ( n =6,698), and qualitative and quantitative analysis methods are utilised. Findings Significant differences between investigative groups were found, and the police officers working in short-term investigations had the lowest level of well-being. The qualitative results revealed the employee- and organisational-level reasons behind these attitudes. One major issue is the lack of meaningfulness in work as the respondents describe their jobs as boring and monotonous and report that they do not have the appropriate resources to do their work as well as they wish. Practical implications To enhance the well-being of the investigators, police forces should improve the ways of leadership and invest more resources especially on short-term investigation to diminish the insecurity and ensure the quality and continuity of the work. Originality/value Research on the well-being of police officers has mostly focused on officers conducting surveillance or emergency operations, and there is very little knowledge of the well-being of crime investigators. This research adds to the limited knowledge on employee well-being of crime investigators.

Exploring service quality and its customer consequences in the sports spectating sector

Article

Jul 2019

Purpose The purpose of this paper is to investigate issues relevant to service quality and propose a conceptual model addressing the convictions held by consumers in relation to the service quality of sport services as regards spectators and their influence on sport consumption. Design/methodology/approach A quantitative method was used for the purpose of this study and 1,643 questionnaires were gathered and analyzed. The current research intended to employ an integrated service quality model within the scope of sport spectating. The model included five fundamental factors and they were examined in association with the behavioral intentions that spectators have. By combining all these factors and aspects, it was attempted to shape consumers’ general perception regarding quality in service. The model of the research considers quality in service to be a hierarchical construct comprising many dimensions and it is observed that service quality can be classified into five factors, all of which can be defined by a variety of corresponding sub-factors. Findings The outcomes showed that four of the suggested factors regarding quality (i.e. game quality, augmented service quality, interaction quality and outcome quality) had an important as well as favorable influence on sport consumption. Research limitations/implications The empirical evidence for this research is derived from one specific professional sport event (European Basketball League) and spectators who took part were from Greece. Future research could use a wider sample of sport events and the participation of spectators from various countries is necessary before such findings are generalized. Originality/value The present research provides a contemporary analysis of factors influencing sport spectators anticipated quality and their influence on sport consumption.

Influence of Demographic Constructs on Motivation and Job Satisfaction among Mystery Shoppers

Article

Full-text available

Jul 2018

Stress in remote work: two studies testing the Demand-Control-Person model

Article

Jun 2018

The popularity of remote work continues to rise, but uncertainty remains about how it influences employee well-being. We extend the Demand-Control-Person (DCP) model to test both person and job factors as important considerations in remote work, suggesting that emotional stability influences the utility of autonomy as a job resource in protecting employees from strain. Additionally, we test self-determination theory (SDT), positioning need satisfaction for autonomy, relatedness, and competence as mechanisms explaining the relationship between remote work and strain. In two field studies, high–emotional stability employees reporting high levels of autonomy experienced the lowest levels of strain, with negative relationships between extent of remote work and strain. In contrast, low–emotional stability employees who also have high autonomy appear more susceptible to strain, and this may increase when they work remotely more often. Our multilevel structural equation modelling revealed that high–emotional stability employees with high autonomy appear best positioned to meet their needs for autonomy and relatedness, even when remote work is more frequent; these in turn reduced the likelihood of strain. Thus, our results support the DCP and SDT models, revealing theoretical and practical implications for designing and managing remote work arrangements.

Work-Family Stressors and Work-Family Satisfaction: Effect of Sense of Coherence at a Metropolitan Municipality

Article

Full-text available

May 2018

This article contributes to emergent research by examining the linkage between work–family stressors and their effect on work-family satisfaction (WFS) at a metropolitan municipality in South Africa. Extant literature on stress has either not adequately examined the linkage between domain specific stressors and domain specific satisfaction or have suggested models with direct connections. The present study suggests a mediating model and assesses the mediation. Specifically, it claims that sense of coherence (SOC) plays a mediating part in the in the work and family stressors - WFS relationship. This mixed methods research applied a variance-based structural equation modelling (Partial Least Squares) to a sample of 307 professional level employees at a metropolitan municipality in South Africa. The finding supports the importance of SOC and its influence on WFS. Additionally, mediation hypotheses theorise how SOC plays a critical mediating influence in the work-family stressor-WFS relationship. Data analysis suggest that (a) work stressors and WFS interrelated in a manner that SOC fully mediated the effect of work stressors on WFS (b) SOC partially mediated the relationship between family stressors and WFS. The findings have both theoretical and practical implications.

A Review of Person—Environment Fit Research: Prospects for Personnel Selection

Chapter

Aug 2017

Annelies E.M. van Vianen

Person–environment (P–E) fit, or the match between individuals and their environment, has been the focus of much research in the past thirty years. Few researchers have addressed the possible role of P–E fit in personnel selection. Recruiters aim to select those applicants who occupy the capacities that are necessary for the job and who fit with the organization. The latter topic has received far less attention in the selection literature than the first one. To fill this void, I will discuss the outcomes of P–E fit research in the context of personnel selection. The aim of this chapter is to explore the possible utility of including P–E fit in selection procedures.

Precarious Work in Turkey: A Comparison with EU Member Countries

Article

Full-text available

Dec 2017

Precarious work is known for its deleterious effects on workers and it is on the rise especially in developing economies. The purpose of this study is to examine the precarious employment indicators of Turkey in comparison with EU member countries. Using the data from the 5th European Working Conditions Survey; this study uses the type of contracts, income, job insecurity, employability, health and safety risks, autonomy, participation and working hours as indicators of precarious employment and compares figures from a candidate country to the European Union member countries. Results indicate that Turkey ranks low relative to EU members in most dimensions of precariousness, especially in employment contracts and weekly working hours.

Cortisol on Sunday as indicator of recovery from work: Prediction by observer ratings of job demands and control

Article

Dec 2017

Several considerations guided the research reported in this paper. First, recovery is pivotal for preventing stressful experiences from inducing long-term consequences. Second, cortisol levels under relaxed conditions constitute a good baseline measure. Third, there are many calls to avoid common method problems. Therefore, the Job Demands–Control (JDS) model, one of the most prominent models in occupational stress, should be tested by a combination of observation, self-report, and physiological data in terms of predicting recovery-related variables. In a sample of 53 Swiss employees, we assessed the JDS variables, demands and control, by systematic observation, fatigue at the end of work as an indicator of short-term recovery by questionnaire, and delayed recovery by baseline levels of cortisol on a Sunday under relaxing conditions. In line with expectations, regression analyses showed an impact of job demands and control on Sunday cortisol levels, and this effect was fully mediated by after work fatigue. Contrary to expectations, there was no significant interaction between job demands and control. Demonstrating that job demands and control predict after-work fatigue as well as a delayed physiological marker of recovery, these findings suggest that high after-work fatigue may entail costs to the individual’s physiological systems.

Workplace bullying, workplace relationships and job outcomes for police officers in Australia

Article

Full-text available

Jul 2017

One alleged consequence of new public management (NPM) methods and practices, bullying, is seriously under-researched. The authors examined the impact of workplace relationships on police officer bullying and job outcomes. The quality of supervisor relationships seemed to buffer officers’ perceptions of bullying and, hence, their job outcomes. The consequences of the present post-NPM management practices are problematic, with negative implications for police officers in forming effective workplace relationships, which then negatively impact job outcomes, thereby affecting the quality of services delivered to the public.

The impact of transformational leadership by chiefs and supervisors on law enforcement turnover intention: an examination of job satisfaction and commitment as mediators

Article

Mar 2025

Purpose The purpose of this study is to investigate how law enforcement officers’ turnover intentions are affected by their perceptions of transformational leadership from both chiefs and supervisors as well as their job satisfaction and organizational commitment. Design/methodology/approach Utilizing a large sample of 13,072 sworn law enforcement officers from 85 agencies across the United States, this study employs structural equation modeling (SEM) to examine the impacts of transformational leadership by chiefs and supervisors on turnover intention. Additionally, this study investigates the mediating effects of job satisfaction and organizational commitment in these relationships. Findings The findings indicate that transformational leadership from both law enforcement chiefs and supervisors significantly reduces officers’ turnover intention by enhancing their job satisfaction and organizational commitment. Importantly, while the impact of chiefs’ transformational leadership on turnover intention is partially mediated by job satisfaction and organizational commitment, the influence of supervisors’ transformational leadership is fully mediated by these factors. This indicates that chiefs’ transformational leadership has a direct and significant impact on reducing turnover intention. In contrast, supervisors’ transformational leadership reduces turnover intention entirely through its positive effects on job satisfaction and organizational commitment, highlighting the critical role these mediators play in the supervisory context. Originality/value This study highlights the critical role of transformational leadership at different hierarchical levels within the police force, with particular emphasis on the stronger impact of chiefs’ transformational leadership. It provides insights into organizational challenges and policy implications aimed at reducing turnover intentions among law enforcement officers.

Within-person increases in job autonomy linked to greater employee strain

Article

Jul 2024
WORK STRESS

Validación de las escalas de satisfacción del JDS aplicadas a entornos educativos universitarios

Conference Paper

Sep 2011

How Culture Shapes the Influence of Work Design Characteristics: A Narrative and Meta-Analytic Review

Article

Full-text available

Jul 2023

This paper presents a comprehensive review and meta-analysis of the literature on the influence of cultural dimensions on work design characteristics. With our proposed work design universals typology as a framework, we provide a narrative review and analyze the influence of six cultural dimensions (power distance, individualism–collectivism, masculinity–femininity, uncertainty avoidance, long-term orientation, and indulgence–restraint) on work design characteristics’ effects on job satisfaction and performance. In addition to running meta-analytic regressions examining the role of cultural characteristics as individual moderators of the relationship between work design characteristics’ and job satisfaction and performance, we further utilize qualitative comparative analysis to move beyond treating each cultural dimension as an independent predictor and, instead, investigate configurations of cultural dimensions as moderating variables of the relationships between work design characteristics and workplace outcomes. The present effort, therefore, serves as a test of a complex universal approach when examining the influence of culture on the relationship between work design characteristics and outcomes. Collectively, this study provides a systematic narrative and quantitative review of the work design literature to assess how cultural dimensions (both individually and through complex configurations) may affect the impact of work design characteristics on job satisfaction and performance. Based on our review, we offer recommendations for future research and continued calls for more systematic and integrative cross-cultural work design research.

Burnout and work ability: A study on mental health of Chinese seafarers from the job demand resource model perspective

Article

Apr 2023
OCEAN COAST MANAGE

Previous studies have shown that seafarers’ mental health problems can have a serious impact on maritime safety. This study aims to identify the multiple factors related to seafarers' mental health and thus develop a mental health management model. We propose a conceptual framework based on the job demand resource (JD-R) model to integrate and extend previous studies to better understand, explain, and predict the relationships among relevant factors (such as the environment and burnout). Survey data from four large-scale crew service companies were collected with ethnic approval. The results showed that the environment may play a pioneering role in the JD-R model. Seafarers' job demands are negatively correlated with job resources; that is, under a high workload, it is difficult for seafarers to make full use of their work resources and exhibit low engagement and high burnout. Job burnout, engagement, and job safety are all related to turnover intention, while job unsafety may further promote turnover intention. This framework can be applied to help shipping companies and policymakers design feasible intervention strategies to improve the mental health of seafarers and enhance navigational safety.

Affectively effective: Work-related emotional intelligence as a predictor of organizational citizenship

Article

Full-text available

Feb 2023

Introduction Efforts to link ability-related emotional intelligence to organizational behavior have resulted in modest findings. Methods The present three studies examine whether a work-contextualized form of emotional intelligence (W-EI) may have greater predictive value, particularly in the organizational citizenship domain. Because W-EI should benefit social relationships within the workplace, positive associations between W-EI and organizational citizenship behavior were hypothesized. Results This hypothesis was supported in three studies (total N = 462) involving samples of part-time student employees (Study 1), postdoctoral researchers (Study 2), and full-time employees (Study 3). All studies also provided evidence for incremental validity, such as with respect to the Big 5 personality traits, and Study 3 highlighted processes related to workplace engagement (in the form of higher levels of interpersonal job satisfaction and lower levels of burnout). Discussion The results demonstrate the importance of W-EI in understanding employee variations in organizational citizenship.

How much do survey response rates affect relationships among variables?

Article

Full-text available

Aug 2022
Int J Soc Res Meth

Previous research extensively studied reasons for and ways to avoid low response rates, but it largely ignored the primary research issue of the degree to which response rates matter, which we address. Methodological survey research on response rates has been concerned with how to increase responsiveness and with the effects of response rates on variables’ means and frequencies. More important to theory-oriented research, however, are effects of response rates on effect sizes (strength of relationships between variables). We examined recent survey research (446 correlations in 252 studies 2000–2020) on commonly studied variables in the example domain of organizational behavior, where surveys are especially common. We found a nonsignificant relationship (r = .01) between response rates and effect sizes. The relationship between sample sizes (the numerator in response rates) and effect sizes was weak but significant (r = .13, p = .01). Furthermore, there was no evidence for variability across studies and no curvilinear effects. Response rates on surveys have no noticeable effect on correlations nor therefore on theory development and testing.

Scoping review of quality of anesthetic induction and recovery scales used for dogs

Article

Jul 2021
VET ANAESTH ANALG

Objective To compare, describe and assess the level of validation of all instruments measuring quality of induction and recovery from anesthesia in dogs. Study design A search was performed using the electronic database PubMed to find articles containing an induction quality scale, a recovery quality scale or both in dogs. Articles not directly accessible through PubMed were obtained through the Auburn University Library website and Google Scholar. The phrases ‘induction scoring systems dogs’, ‘recovery scoring systems dogs’, ‘anesthetic induction score dogs’, and ‘anesthetic recovery score dogs’ were used for searches using the ‘best match search’ function. The time frame searched was from 1980 to May 2020. The search was conducted from March 2020 to May 2020. Conclusions A thoroughly tested and validated scale for measuring the quality of induction and recovery does not exist in the current veterinary literature. A large disagreement exists between studies on the use of induction and recovery scales, and many have reported inconsistent results with current instruments. It is recommended that an induction and recovery scale intended for wide-scale use be constructed and tested extensively for psychometric validation and reliability.

La mesure du sentiment de reconnaissance au travail

Thesis

Nov 2010

Patrice Terramorsi

Cette recherche propose de développer un instrument de mesure du sentiment de reconnaissance au travail. Cet outil permettra aux organisations de mieux comprendre ce sentiment ainsi que son influence sur les attitudes et comportements des salariés. La première partie sera consacrée à l’étude de la littérature. Une relecture des principales théories de la motivation, à partir du prisme de la reconnaissance sera d’abord proposée, puis les recherches spécifiquement dédiées à ce concept seront interrogées. Face aux limites des approches existantes, une proposition de conceptualisation sera développée. Le sentiment de reconnaissance au travail sera décrit comme un construit latent, multidimensionnel et intersubjectivement constitué. La seconde partie présentera les différentes étapes ayant conduit à l’élaboration et à la validation de l’échelle de mesure. Une étude qualitative exploratoire sera mise en œuvre afin de s’assurer que l’instrumentation traduit la réalité empirique de ce phénomène. Une analyse en composante principale, permettra d’interroger la structure factorielle de l’échelle ainsi développée, puis la réalisation d’une analyse factorielle confirmatoire interrogera les qualités statistiques de celle-ci. Par la suite, une influence positive et significative du sentiment de reconnaissance sur l’implication organisationnelle et les comportements de citoyenneté organisationnelle, sera statistiquement établie. Le sentiment de reconnaissance au travail apparait alors comme un prisme au travers duquel les salariés jugent la qualité de leur relation avec l’organisation et adaptent leurs attitudes et comportements. En conclusion, les apports théoriques, managériaux et méthodologiques, ainsi que les limites et les perspectives de cette recherche seront exposés.

The mediating Role of Self-efficacy on the Relationship between Work Stressors and Counterproductive Work Behavior

Preprint

Jun 2020

Mnshir Geto Teferra

Abstracts Counterproductive work behavior harms organization and its employees. This study aims to investigate the mediating role of self-efficacy on the relationship between work stressors and CWB to control its darkest effect. The participants were 304(n=304) which were selected based on simple random, stratified, and judgmental sampling techniques taking structured questionnaire as data collection tool. To analyze the data; descriptive statistics, correlation, mediation with multiple regression and /or ANOVA) and SEM with path analyses were applied. Causal-approach (Baron and Kenny's approach), normality theory method and bootstrap re-sampling techniques were used to test the significance of the mediation (indirect) effect. The result shows that work stressors were very important (especially organizational constraints and justice) predictors of CWB. But self-efficacy was affected only by organizational justice and workload with negative insignificant relation with CWB. The result also suggests there is no mediation. To control the work related-deviance behaviors, organizations (particularly CBE) need to be aware about CWB and minimize work stressors to safeguard itself and its employees.

Leaders' Behavior in Association With Job Satisfaction and Organizational Commitment

Chapter

Apr 2018

The achievement of organizational objectives depends on the leadership and leaders' behavior. The study was conducted to examine the relationship between the leaders' behavior, job satisfaction and organizational commitment of employees in nursing in Slovenian hospitals. The differences between individual variables were analyzed with the Mann-Whitney Test, Spearman correlation analysis and the regression analysis. With the leadership style, leaders' characteristics, leaders' emotional intelligence, and teamwork in the unit we can explain 51% of the total variability of nurses' job satisfaction and 84% of organizational commitment. Leaders' behavior has an important component of work and associated with job satisfaction and organizational commitment of employees in nursing. Health care organizations can be successful if the employees are satisfied with their work and have a high level of organizational commitment.

Leaders' Behavior in Association With Job Satisfaction and Organizational Commitment

Chapter

Jan 2017

The achievement of organizational objectives depends on the leadership and leaders’ behavior. The study was conducted to examine the relationship between the leaders’ behavior, job satisfaction and organizational commitment of employees in nursing in Slovenian hospitals. The differences between individual variables were analyzed with the Mann-Whitney Test, Spearman correlation analysis and the regression analysis. With the leadership style, leaders’ characteristics, leaders’ emotional intelligence, and teamwork in the unit we can explain 51% of the total variability of nurses’ job satisfaction and 84% of organizational commitment. Leaders’ behavior has an important component of work and associated with job satisfaction and organizational commitment of employees in nursing. Health care organizations can be successful if the employees are satisfied with their work and have a high level of organizational commitment.

ÇALIŞANLARIN İŞ DOYUMLARININ YAŞAM DOYUMLARI ÜZERİNDEKİ ETKİSİ: KAMU VE ÖZEL SEKTÖRDE BİR ALAN ARAŞTIRMASI * THE EFFECT OF EMPLOYEES' JOB SATISFACTION ON LIFE SATISFACTION: A FIELD RESEARCH IN PUBLIC AND PRIVATE SECTOR

Article

Full-text available

Jan 2014

ZET Örgütsel davranış alanında yapılan bilimsel araştırmaların çoğunlukla çalışan davranışları üzerine odaklanmıştır. Bu davranışların, çalışanların işlerinden duydukları doyum ile yaşamlarından duydukları doyumdan etkilendiği düşüncesi giderek daha fazla araştırmacı tarafından kabul görmektedir. Bu bağlamda, örgütsel davranış araştırmalarında " iş doyumu " ve " yaşam doyumu " yüksek önem derecesine sahip iki konu olarak karşımıza çıkmaktadır. Bu çalışmada da; çalışanların iş doyumunun (işin kendisinden duyulan tatmin boyutu) yaşam doyumu üzerindeki etkisi, kamu ve özel sektör kıyaslamasını da ortaya koyacak şekilde ele alınmıştır. Araştırma, kamu veya özel sektörde faaliyet gösteren 11 farklı kurumda görev yapan 446 çalışanın katılımı ile gerçekleştirilmiştir. Araştırmadan elde edilen bulgulara göre, hem kamudaki hem de özel sektördeki çalışanların işlerinden duydukları doyumun yaşam doyumu üzerinde etkili olduğu tespit edilmiş, kamu sektöründe çalışanların iş doyumu ile yaşam doyumu arasındaki ilişkinin özel sektördeki çalışanlara göre nispeten daha yüksek olduğu belirlenmiştir. Anahtar Kelimeler: İş Doyumu, Yaşam Doyumu, Kamu Sektörü, Özel Sektör Jel Kodları: D23, J28. ABSTRACT The studies in organizational behaviour literature generally have focused on employee's behaviour. And it is accepted by groving number of researchers that the employees' job and life satisfaction impact their behaviours in job. In this connection, job and life satisfaction has emerged as highly important topics in organizational behaviour literature. In this study, the effect of employees' job satisfaction (the satisfaction of job itself) on their life satisfaction was investigated, additionally a comparsion between public and private sector was also made. The 446 employees as the study attendences were from eleven organizations both in public and private sector. According to the findings of the study, employees' job satisfaction positively impacted life satisfaction in both public and private sector, while the effect was more higher in public sector compared to private sector.

A Revision of the Job Diagnostic Survey: Elimination of a Measurement Artifact

Article

Full-text available

Feb 1987

The dimensionality of the original Job Diagnostic Survey (JDS) and a revision were investigated. Factor analyses of two data sets identified six dimensions underlying the original JDS. Five of the factors correspond to the pattern expected for the JDS items; the sixth was identified as a measurement artifact. Five of the JDS items were subsequently rewritten to eliminate the artifact. The revised survey was administered to employees of a printing company (N = 134) and the a priori five-factor solution was obtained with no artifact factor. Scale–factor correlations were also computed. The resulting coefficients suggest that the revised JDS scales are measuring their underlying constructs with reasonable accuracy. As a result of the measurement artifact in the original JDS, it is recommended that the revised JDS should be used in future research concerned with task characteristics. (18 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Task perceptions and job satisfaction: A question of causality

Article

Full-text available

Jun 1982

Hypothesized that job satisfaction can result in differential perceptions of the task characteristics of the same job. In Exp I, 77 Master of Business Administration students were randomly assigned to role play a satisfied or dissatisfied job incumbent. Ss in the satisfied condition described the same stimulus job as more enriched than did those in the dissatisfied-role condition. In Exp II, 88 retail representatives holding the same job were surveyed using the Faces Scale, the Job Descriptive Index, and the Job Diagnostic Survey. Aspects of job satisfaction were strongly related to perceived task characteristics. An argument is made that satisfied job incumbents may describe their jobs more favorably in terms of job characteristics, rather than in terms of variations in job dimensions, leading to differences in job satisfaction. (43 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Employee Reactions to Job Characteristics

Article

Full-text available

Jun 1971

Developed and tested a conceptual framework specifying the conditions under which jobs will facilitate the development of internal motivation for effective performance. Ss were 62 supervisors and 208 telephone company employees who worked on 13 different jobs. Primary independent variables were (a) a measure of strength of desire for the satisfaction of higher order needs (e.g., obtaining feelings of accomplishment, personal growth); and (b) descriptions of jobs on 4 core dimensions (variety, autonomy, task identity, feedback). It was predicted and found that when jobs are high on the 4 core dimensions, employees who are desirous of higher order need satisfaction tend to have high motivation, have high job satisfaction, be absent from work infrequently, and be rated by supervisors as doing high quality work. A number of supplementary analyses are reported. (48 ref.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

On the importance of the objective environment in stress and attribution theory. Counterpoint to Perrewé and Zellars

Article

Full-text available

Sep 1999

Comments on the article by P. L. Perrewé and K. L. Zellars (see record 1999-11983-010) which concluded that Lazarus's (1993, 1994) stress theory can be extended by incorporating causal attribution theory. The present authors sympathize with P. L. Perrewé and K. L. Zellars' emphasis on emotion; however, they disagree with the role of causal attribution theory and the issue of objective stressors versus relying on individual appraisals. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Methodological issues in the study of work stress: Objective vs. subjective measurement of work stress and the question of longitudinal studies

Article

Full-text available

Jan 1988

objective and subjective measures of stress at work discuss the consequences of using longitudinal designs problems of longitudinal studies / different models of the time course of cause and effect / different kinds of stressors and of dysfunctioning and the time course of the models / person and environmental parameters and their mediating and moderating effect on the time course and the models problem of small correlations in stress research (PsycINFO Database Record (c) 2012 APA, all rights reserved)

A Meta-Analysis of the Relation of Job Characteristics to Job Satisfaction

Article

Full-text available

May 1985

Determined, using meta-analysis procedures, the relation between job characteristics and job satisfaction in 28 studies. The role of growth need strength (GNS) as a possible moderator of this relation was also investigated. Results indicate a moderate relation between job characteristics and job satisfaction. This relation was stronger for employees high in GNS. It is suggested that situational characteristics were more important in determining satisfaction for employees low in GNS. A model based on these findings is proposed. (16 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Confirmatory Analytic Tests of Three Causal Models Relating Job Perceptions to Job Satisfaction

Article

Full-text available

Feb 1986

Tested 3 models of causal relations between job perceptions and job satisfaction: (a) a postcognitive-nonrecursive model in which job satisfaction occurs after job perceptions in the causal order and job perceptions and job satisfaction are reciprocally related; (b) a precognitive-recursive model in which job perceptions occur after job satisfaction in the causal order and are effects but not causes of job satisfaction; and (c) a precognitive-nonrecursive model in which job satisfaction occurs prior to job perceptions, and job satisfaction and job perceptions are reciprocally related. Data from a previous study by the 1st author and A. P. Jones (see record 1981-22760-001) were analyzed. These data had been obtained from 642 nonsupervisory workers in 5 occupations. Results of confirmatory analyses indicate disconfirmation of all but the postcognitive-nonrecursive model. (39 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Tests for Comparing Elements of a Correlation Matrix

Article

Full-text available

Mar 1980

James H Steiger

In psychological research, it is desirable to be able to make statistical comparisons between correlation coefficients measured on the same individuals. For example, an experimenter (E) may wish to assess whether 2 predictors correlate equally with a criterion variable. In another situation, the E may wish to test the hypothesis that an entire matrix of correlations has remained stable over time. The present article reviews the literature on such tests, points out some statistics that should be avoided, and presents a variety of techniques that can be used safely with medium to large samples. Several numerical examples are provided. (18 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

The job characteristics approach to task design: A critical review

Article

Full-text available

Apr 1981

Reviews the development of the job characteristics approach of J. R. Hackman and E. E. Lawler (see record 1971-29858-001) and of Hackman and G. R. Oldham (see PA, Vols 54:02031 and 57:02075) to task design and evaluates subsequent research relevant to that model. Theoretical statements of the model are not considered entirely clear, the associated empirical work is seen to frequently fail to test the relations discussed, and adequate multimethod instruments were not found for the assessment of several constructs. It is suggested (1) that future task design research should attend to alternative theoretical perspectives that distinguish between situational attributes of tasks and incumbent cognitions about those attributes and (2) that tasks and employee responses to both types of task-relevant constructs should be examined in the organizational contexts in which they occur. (150 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Development of Job Diagnostic Survey

Article

Full-text available

Apr 1975

Describes the Job Diagnostic Survey (JDS) which is intended to (a) diagnose existing jobs to determine whether (and how) they might be redesigned to improve employee motivation and productivity and (b) evaluate the effects of job changes on employees. The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychological states resulting from these dimensions, (c) affective reactions of employees to the job and work setting, and (d) individual growth need strength (interpreted as the readiness of individuals to respond to "enriched" jobs). Reliability and validity data are summarized for 658 employees on 62 different jobs in 7 organizations who responded to a revised version of the instrument. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

New Measures of Job Control, Cognitive Demand, and Production Responsibility

Article

Full-text available

Oct 1993

Recent research has highlighted several job characteristics salient to employee well-being and behavior for which there are no adequate generally applicable measures. These include timing and method control, monitoring and problem-solving demand, and production responsibility. In this article, an attempt to develop measures of these constructs provided encouraging results. Confirmatory factor analyses applied to data from 2 samples of shop-floor employees showed a consistent fit to a common 5-factor measurement model. Scales corresponding to each of the dimensions showed satisfactory internal and test–retest reliabilities. As expected, the scales also discriminated between employees in different jobs and employees working with contrasting technologies. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

The Effects of Job Demands and Control on Employee Attendance and Satisfaction

Article

Full-text available

Dec 1991
J ORGAN BEHAV

We examined the impact of stressful job demands on employee attitudes and attendance. Using Karasek's (1979) theory of job decision latitude as the conceptual foundation, we hypothesized that mental and physical work demands would interact with employee beliefs of personal control. Survey data from 90 male manufacturing employees regarding their control beliefs were combined with objective job analysis data concerning mental and physical demands and one year's worth of archival data regarding unexcused absences, sick days, and days tardy. There were significant interactions between control and objective psychological demands that indicated that these demands were associated with higher levels of tardiness and sick days only under conditions of low perceived control. In contrast, subjective workload ratings showed no relationship with tardiness and sick days, but, in interaction with control, predicted work satisfaction and voluntary absence. We discussed these results in terms of a stress process that affects health-related attendance independent of employee attitudes.

A Vertical Dyad Linkage Approach to Leadership Within Formal Organizations

Article

Full-text available

Feb 1975
Organ Behav Hum Perform

The use of an alternative to the research strategies employed for the past 20 yrs and more to investigate leadership produced results which question the traditional models and open new avenues for empirical exploration. Approaching leadership as an exchange relationship which develops within the vertical dyad over time during role making activities, this longitudinal study found that the degree of latitude that a superior granted to a member to negotiate his role was predictive of subsequent behavior on the part of both superior and member. Contrary to traditional views of leadership, superiors typically employed both leadership and supervision techniques within their units. With a select subset of their members, superiors developed leadership exchanges (influence without authority), and with others, superiors developed only supervision relationships (influence based primarily upon authority). Some of the many implications of these findings are discussed.

Relations of Job Characteristics From Multiple Data Sources With Employee Affect, Absence, Turnover Intentions, and Health

Article

Full-text available

Feb 1991

Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from three independent sources--incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles--were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several employee outcomes (job satisfaction, work frustration, anxiety on the job, turnover intentions, and number of doctor visits), the other sources showed few significant correlations, except for number of doctor visits. Caution is urged in the use of incumbent self-reports of job characteristics as indicators of actual work environments. New methods for studying job characteristics are suggested.

A Control Theory of the Job Stress Process

Chapter

Oct 1998

Paul E. Spector

During the past two decades, the nature of work has changed dramatically, as more and more organizations downsize, outsource and move toward short-term contracts, part-time working and teleworking. The costs of stress in the workplace in most of the developed and developing world have risen accordingly in terms of increased sickness absence, labour turnover, burnout, premature death and decreased productivity. This book, in one volume, provides all the major theories of organizational stress from the leading researchers and writers in the field. It is a guide to identifying the sources of pressures in jobs and the workplace so that we may be able to intervene to change and manage the growing problem of organizational stress.

Method Versus Substance: How Strong are Underlying Relationships Between Job Characteristics and Attitudinal Outcomes?

Article

Sep 1986

Should the subjective be the objective? On studying mental processes, coping behavior, and actual exposures in organizational stress research

Article

Sep 1999
J ORGAN BEHAV

John Schaubroeck

Emphasis on measuring actual (‘objective’) job exposures has increased in recent organizational behavior/human resource management research. I argue that this approach has greater potential for increasing knowledge about how to make work environments more healthy than the alternative approach of focusing on mental processes and individual coping behaviors suggested by Perrewe and Zellars. Incorporating psychological knowledge about attributions and emotions can enhance theory building in the organizational sciences. However, given that health outcomes are more strongly related to continuous exposures it may be better to focus on modal job content and general tendencies of individuals than to emphasize discrete events and specific, transitory states. Copyright © 1999 John Wiley & Sons, Ltd.

An examination of attributions and emotions in the transactional approach to the organizational stress process

Article

Sep 1999
J ORGAN BEHAV

Although the transactional model of the stress process (Lazarus, 1966, 1993; Lazarus and Folkman, 1984, 1987) continues to be utilized in a significant amount of stress research, much of the current literature on job stress focuses on pinpointing objective stressors. This paper examines Lazarus' transactional appraisal approach and includes a specific discussion of the process by which employees' attributions regarding stressors and the resulting emotions significantly influence their choices of coping mechanisms. Given that a single work event can be interpreted in a variety of ways, the role of individuals' cognitive processing is being ignored by much of the current empirical stress research. This paper examines and highlights the importance of the cognitive and emotional components within the organizational stress process. Copyright © 1999 John Wiley & Sons, Ltd.

An examination of attributions and emotions in the transactional approach to the organizational stress process

Article

Sep 1999
J ORGAN BEHAV

Task perceptions and job satisfaction: A question of causality.

Article

Jan 1982

Job demands, job decision latitude and mental strain: Implications for job redesign

Article

Jan 1979

R.A. Karasek Jr

Job demands, job decision latitude, and mental strain: Implications for job design

Article

Jan 1979

Robert Karasek

On the importance of the objective environment in stress and attribution theory. Counterpoint to Perrewe and Zellars

Article

Sep 1999

An examination of attributions and emotions in the transactional approach to the organizational stress process

Article

Sep 1999

Relation of job stressors to affective, health, and performance outcomes: A comparison of multiple data sources.

Article

Feb 1988

Method versus substance: How strong are underlying relationships between job characteristics and attitudinal outcomes?

Article

Sep 1986

The Comparison of Regression Variables

Article

Jul 1959

E.J. Williams

Hotelling's test of significance for difference in efficiency of predictors is reformulated in terms of regression analysis. A test proposed by Healy is shown to differ from Hotelling's test in general.

Should the subjective be the objective? On studying mental processes, coping behavior, and actual exposures in organizational stress research

Article

Sep 1999
J ORGAN BEHAV

John Schaubroeck

Back to basics: Re-examination of Demand-Control Theory of occupational stress

Article

Apr 2001

The Demand-Control model of occupational stress posits an interaction between job demands and job control predicting psychological strain, but previous research has found such an interaction only rarely or inconsistently. Such research, however, has often failed to measure either demands or strain faithfully to the model's constructs, or has simply failed to test for a statistical interaction. The present study corrected these shortcomings by going back to basics. Using a sample of 115 employees in a manufacturing company, it operationalized the variables more consistently with their original conceptualizations. However, when the hypothesized Demand-Control interaction was then tested, it still failed. Outcomes other than psychological strain (e.g. job dissatisfaction) were related negatively rather than positively to demands. This highlights the difference between psychological strain and dissatisfaction and casts doubt on models positing dissatisfaction as an intervening variable between stressors and strains.

Work Redesign

Book

Jan 1980

Actual and Preferred Work Schedule and Scheduling Control as Determinants of Job-Related Attitudes

Article

Feb 2000

The current study revisited the traditional dichotomy of part-time versus full-time employment and examined its efficacy in predicting job-related attitudes reflecting well-being (job satisfaction and organizational commitment) and emotional withdrawal (burnout and the intention to quit the workplace). In addition, we tested the impact of a continuous measure of actual work schedule as well as the psychological constructs (preferred work schedule and scheduling control) over these attitudes. Participants were 153 nurses in an Israeli hospital who had either full-time or part-time positions. Results showed that both the dichotomous and continuous measures of actual work schedule failed to explain any of the study criteria. Conversely, preferred work schedule and, especially, scheduling control were significant determinants of work attitudes. Implications for continued research are outlined.

Motivation through the Design of Work: Test of A Theory

Article

Jan 1976

Job Demands, Job Decision Latitude, and Mental Strain

Article

Jan 1979

Robert Karasek

The influence of level of performance on managerial style: An experimental object-lesson in the ambiguity of correlational data

Article

Nov 1968
Organ Behav Hum Perform

Observational studies which seek to evaluate the effect of various leadership styles on subordinate performance can usually be interpreted in the reverse causal direction. To evaluate this alternative interpretation, an experiment was conducted in which performance was manipulated and style observed in a realistic setting. Very strong evidence was obtained that performance shapes the following leadership styles: closeness of supervision, initiating structure, consideration for subordinate.

A review and evaluation of the psychometric properties of the Job Diagnostic Survey

Article

Dec 2006
PERS PSYCHOL

Empirical research is reviewed to evaluate the test-retest reliability, internal consistency, scale discrimination, factorial validity, convergent validity across raters and methods, and methods bias of the Job Diagnostic Survey (JDS) of Hackman and Oldham (1975, 1980). The review shows that the JDS has important psychometric limitations, but is able–when used properly–to provide useful information about perceived job properties. Suggestions are made for improving the JDS and for developing additional instruments that assess a broader array of job dimensions and that assess them more objectively than current measures. Job characteristics researchers need a diverse portfolio of measures to accomplish different purposes.

An examination of attributions and emotions in the transactional approach to de organizational stress process

Article

Sep 1999
J ORGAN BEHAV

The Validity of the Job Characteristics Model: A Review and Meta-Analysis

Article

Jun 1987
PERS PSYCHOL

The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristics-performance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.

Motivation through the Design of Work: Test of a Theory

Article

Aug 1976
Organ Behav Hum Perform

A model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs. The model focuses on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job. The model was tested for 658 employees who work on 62 different jobs in seven organizations, and results support its validity. A number of special features of the model are discussed (including its use as a basis for the diagnosis of jobs and the evaluation of job redesign projects), and the model is compared to other theories of job design.

Job characteristics and job satisfaction: When cause becomes consequence

Article

Apr 1985
ORGAN BEHAV HUM DEC

The present study examined the causal influence of cues concerning an individual's own task satisfaction on subsequent task descriptions. In two separate experiments, subjects performed a laboratory task and completed a task satisfaction instrument. Subjects were then randomly told that their scores indicated either a high or low level of satisfaction. In the first experiment, in which the task was performed individually, subjects given satisfaction feedback rated the task as higher in job scope on the Job Diagnostic Survey than subjects given dissatisfaction feedback. In the second experiment, in which the task was performed in three-person groups, subjects given satisfaction feedback, as compared with those given dissatisfaction feedback, rated the group atmosphere, the physical environment, and other characteristics of the task situation as having been more positive. The results of these experiments raise serious questions about the previous causal interpretations for job characteristics—job satisfaction correlations based on cross-sectional, self-report data.

Relations of incumbent affect-related personality traits with incumbent and objective measures of characteristics of jobs

Article

Jan 1995
J ORGAN BEHAV

Sought to determine whether trait anxiety and dispositional optimism are related to job characteristics as assessed by self-report measures and through job analysis procedures. 232 civil service employees of a university were assessed with the Life Orientation Test (M. F. Scheier and C. S. Carver, 1985) and a revision of the Job Diagnostic Survey. Results show that Ss who were high in trait anxiety tended to be in jobs characterized by low autonomy, variety, identity, feedback, significance, and complexity. Conversely, Ss reporting high levels of optimism tended to be in jobs characterized by high levels of each of these job characteristics. (PsycINFO Database Record (c) 2007 APA, all rights reserved)

The role of negative affectivity in employee reactions to job characteristics: Bias effect or substantive effect?

Article

Jun 1999
J OCCUP ORGAN PSYCH

The hypothesized role of the personality trait negative affectivity (NA) in employee reactions to jobs has been debated in recent years. Some researchers have argued that this dispositional variable biases self-reports of job-related variables, whereas others have argued that its role is substantive in that NA might affect or be affected by job variables. This study tested competing hypotheses concerning relations of two measures of NA with both incumbent and non-incumbent measures. Ss were 114 university employees (aged 23-65 yrs). Results supported the substantive and not the bias hypothesis: NA correlated significantly with non-incumbent, but not with incumbent, measures of job characteristics. (PsycINFO Database Record (c) 2007 APA, all rights reserved)

A control model of the job stress process.

Book

Jan 1998

Paul E. Spector

A consideration of the validity and meaning of self-report measures of job conditions

Book

Jan 1992

Paul E. Spector

Interactive effects of perceived control and job stressors on affective and health outcomes

Article

Apr 1987

Paul E. Spector

Tested R. A. Karasek's (1979) hypothesis that perceived control interacts with various job stressors in affecting employee satisfaction and health. It was proposed that high levels of perceived stress would only be associated with poor health and negative affect in the presence of low control. 136 clerical workers (mean age 43 yrs) at a university completed questionnaires containing the measures of interest. Results fail to support the interaction hypothesis. However, measures related to both control and job stressors were found to correlate with satisfaction and health outcomes, as has been found in prior research. Limitations of the self-report and correlational methodology are discussed. (PsycINFO Database Record (c) 2007 APA, all rights reserved)

Perceived Control by Employees: A Meta-Analysis of Studies Concerning Autonomy and Participation at Work

Article

Nov 1986

Paul E. Spector

Conducted a meta-analysis of 101 samples from studies relating perceived control variables to 19 employee outcome variables. For all studies combined, it was found that high levels of perceived control were associated with high levels of job satisfaction (overall and individual facets), commitment, involvement, performance and motivation, and low levels of physical symptoms, emotional distress, role stress, absenteeism, intent to turnover, and turnover. A similar pattern was found for the autonomy and participation studies analyzed separately, with one exception; participative decision making was not associated with absenteeism in the single study available. (35 ref) (PsycINFO Database Record (c) 2007 APA, all rights reserved)

‘Job Scope and Stress: can Job Scope be Too High?’

Article

Oct 1995

This study examined relationships among job scope, perceived fit between job demands and ability, and stress. Data on scope and stress were provided by 418 full-time employees. Ratings of job complexity from the Dictionary of Occupational Titles (DOT) and the Occupational Prestige Index (OP) also measured job scope. All three job scope measures had a U-shaped curvilinear relationship with emotional exhaustion. Anxiety had a negative association with incumbent-reported job scope but none with the DOT and OP measures. Perceived demands-ability fit moderated the relationship between the DOT and OP measures and stress. People with complex jobs who perceived fit experienced less exhaustion and anxiety than those perceiving misfit. [ABSTRACT FROM AUTHOR] Copyright of Academy of Management Journal is the property of Academy of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

'Shared job strain': A new approach for assessing the validity of job stress measurements

Article

Sep 1996

Describes the concept of shared job strain as a means of assessing the validity of job stress measurements. Definition of shared job strain as the part of strain that different workers holding the same job have in common; Limitations of systems currently being used to measure job stress.

Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign

Article

Jun 1979

J.A. Karasek

A stress-management model of job strain is developed and tested with recent national survey data from Sweden and the United States. This model predicts that mental strain results from the interaction of job demands and job decision latitude. The model appears to clarify earlier contradictory findings based on separated effects of job demands and job decision latitude. The consistent finding is that it is the combination of low decision latitude and heavy job demands which is associated with mental strain. This same combination is also associated with job dissatisfaction. In addition, the analysis of dissatisfaction reveals a complex interaction of decision latitude and job demand effects that could be easily overlooked in conventional linear, unidimensional analyses. The major implication of this study is that redesigning work processes to allow increases in decision latitude for a broad range of workers could reduce mental strain, and do so without affecting the job demands that may plausibly be associated with organizational output levels.

‘Shared job strain’: A new approach for assessing the validity of job stress measurements

Article

Sep 1996
J OCCUP ORGAN PSYCH

Combining self-report measures of work stress with more "objective" measures in structural equation models rarely yields correlations with indicators of well-being or strain (ST) that exceed .30. To explain this variance, the concept of "shared job strain" is introduced. It represents the ST that 2 workers have in common, while truly individual variance is removed. It should, therefore, show higher correlations with job stressors (JSs) than do individual symptoms of ST. Work stress and ST in 212 German male blue-collar workers was measured with the Instrument for Stress-Oriented Analysis of Work and a psychosomatic complaint list. Four stressors explained two-thirds of the variance in shared job strain. It is concluded that estimating latent JSs on the basis of self-report and observer indicators yields highly valid measurement. There probably is an upper limit of 15 to 20% variance in total ST symptoms that can be explained by JSs. (PsycINFO Database Record (c) 2007 APA, all rights reserved)

Relation of Job Stressors to Affective, Health, and Performance Outcomes: A Comparison of Multiple Data Sources

Article

Mar 1988

It is widely accepted that job conditions are a causal factor in stress outcomes for employees. This conclusion, however, is based almost entirely on single data source, self-report studies, which demonstrate correlations between environmental perceptions and stress outcomes. This study collected stressor data from two sources, the job incumbent and her supervisor. Convergent and discriminant validities were found for four stressors (autonomy, workload, number of hours worked, and number of people worked for) but not for three others (role ambiguity, constraints, and interpersonal conflict). Correlations were found between perception of stressors and outcomes, the latter including both affective and symptoms. Smaller correlations were found between supervisor reports of stressors and outcomes, the latter including both affective and symptoms. Alternative causal models relevant to these results are discussed. The need for causal research including experimental designs, longitudinal designs, and multiple data sources are also discussed. (PsycINFO Database Record (c) 2007 APA, all rights reserved)

Reducing subjectivity in the assessment of the job environment: Development of the Factual Autonomy Scale (FAS)

Abstract

No full-text available

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