Job emotions and job cognitions as determinants of job satisfaction: The moderating role of individual differences in need for affect

Research has shown that job satisfaction is determined by both cognitions about the job and affect at work. However, findings from basic and applied attitude research suggest that the extent to which attitudes are based on affective and cognitive information is contingent on stable individual differences, in particular need for affect. Based on current conceptualizations of job satisfaction as an attitude toward the job, we hypothesized that job satisfaction depends more on affect and less on cognitions, the higher a person's need for affect is. To test these hypotheses, we conducted two correlational studies (N = 194 university employees; N = 134 employees from various organizations) as well as an experimental study (N = 191 university employees) in which the salience of positive versus negative job cognitions was varied. Results supported our hypotheses. We discuss theoretical and practical implications of these differences in affective and cognitive underpinnings of job satisfaction.     

Evidence of construct validity for work values

Despite the importance of work values in the process of career adjustment (Dawis, 2002), little empirical research has focused on articulating the domains represented within the construct of work values and the examination of evidence of validity for the construct has been limited. Furthermore, the larger number of work values measures has made it difficult to determine the key domains that constitute the construct. The current study sought to examine multiple measures of work values to understand domains represented within the construct of work values and to establish evidence of validity for these domains. Principal Components Analysis utilizing scores on the Minnesota Importance Questionnaire (Rounds, Henley, Dawis, Lofquist, & Weiss, 1981), the revised edition of Super's Work Values Inventory (SWVI-R; Zytowski, 2006), and Manhardt's Work Values Inventory (Manhardt, 1972) found that six components best explained the data. These components reflected the importance of: the working environment, having challenging work, opportunities for status and income, autonomy, organizational support, and relationships. Implications for research and practice are discussed.     

A multitrait-multimethod validation of the Implicit Association Test: implicit and explicit attitudes are related but distinct constructs

Recent theoretical and methodological innovations suggest a distinction between implicit and explicit evaluations. We applied Campbell and Fiske's (1959) classic multitrait-multimethod design precepts to test the construct validity of implicit attitudes as measured by the Implicit Association Test (IAT). Participants (N = 287) were measured on both self-report and IAT for up to seven attitude domains. Through a sequence of latent-variable structural models, systematic method variance was distinguished from attitude variance, and a correlated two-factors-per-attitude model (implicit and explicit factors) was superior to a single-factor-per-attitude specification. That is, despite sometimes strong relations between implicit and explicit attitude factors, collapsing their indicators into a single attitude factor resulted in relatively inferior model fit. We conclude that these implicit and explicit measures assess related but distinct attitude constructs. This provides a basis for, but does not distinguish between, dual-process and dual-representation theories that account for the distinctions between constructs.     

(Still) Modern Times: Objectification at work

A great deal of research has investigated gender‐related objectification. In the current work, we aim to extend the empirical research on this phenomenon to the working domain. Consistent with several theoretical assumptions, we expected that factory workers would be objectified as a consequence of their work. In Study 1, we showed that each of the critical features of factory work (i.e., repetitiveness of movements, fragmentation of activities and dependence on the machine) significantly affected the view of the worker as an instrument (vs. a human being) and as less able to experience human mental states. Coherently, we found that factory workers, unlike artisans, were perceived as more instrument‐like (Study 2) and as less able to experience mental states (Study 3) when participants were asked to focus on the target's manual activities rather than on the target as a person. The theoretical and practical implications of these findings are considered.     

Investigating stereotype structure with empirical network models

In this work we present empirical network models as a new approach in the investigation of stereotype structure. We will argue that empirical network models can provide more insight into stereotype structure because they do not suffer from the inherent constraints of factor analysis and multidimensional scaling (e.g., group features interpreted homogeneously only on the basis of their shared variance, impossibility to adequately represent cognitive schemas, difficulties to make inferences on the basis of dimensions potentially overlapping). In the present research we show how empirical network models can represent stereotypes as dynamic cognitive structures clustered in different substructures. These structures will be based on both the stereotype content and the co-occurrence of features in each group target. Additionally, this research shows how using empirical networks can contribute to broadening the interpretation of stereotypes representing them in the framework of prejudice or intergroup attitudes.     

基于自我决定理论的工作动机研究脉络及未来走向

对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题：一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。     

Justice as a dynamic construct: effects of individual trajectories on distal work outcomes

Despite an amassing organizational justice literature, few studies have directly addressed the temporal patterning of justice judgments and the effects that changes in these perceptions have on important work outcomes. Drawing from Gestalt characteristics theory (Ariely & Carmon, 2000, 2003), we examine the concept of justice trajectories (i.e., levels and trends of individual fairness perceptions over time) and offer empirical evidence to highlight the value of considering fairness within a dynamic context. Participants included 523 working adults who completed surveys about their work experiences on 4 occasions over the course of 1 year. Results indicate that justice trends explained additional variance in distal work outcomes (job satisfaction, organizational commitment, and turnover intentions) after controlling for end-state levels of justice, demonstrating the cumulative effects of justice over time. Findings also reveal that change in procedural justice perceptions affected distal work outcomes more strongly than any other justice dimension. Implications for theory and future investigations of justice as a dynamic construct are discussed.     

Self-monitoring at work: a motive-based perspective

It is argued that the recent study of personality in industrial and organizational (I-O) psychology is characterized by two limitations: (a) almost complete reliance on the Big Five to the exclusion of other personality variables (most notably, self-monitoring) and (b) insufficient theoretical attention paid to the criteria in work-related personality research. In an attempt to overcome both of these limitations, we review theoretical and empirical evidence for the relevance of self-monitoring in organizational life, with particular attention paid to the criteria grounded in socioanalytic theory of getting along, getting ahead, and making sense. Extant research indicates that high self-monitors are particularly good at getting along (e.g., meeting others' social expectations) and getting ahead (e.g., job performance and leadership emergence), but the evidence is more mixed with regard to making sense. We conclude with a discussion of practical concerns in considering the use of self-monitoring for managerial selection and a research agenda for the future to further elaborate a theory of self-monitoring at work.     

Empirical Correlates of Cosmopolitan Orientation: Etiology and Functions in a Worldwide Representative Sample

Psychology has begun contributing to social theory by providing empirical measures of actually existing cosmopolitanism that complements more purely theoretical conceptions of the construct common in philosophy and sociology. Drawing from two waves of research on representative adult samples from 19 countries (N = 8740), metric invariance was found for the three factors of cosmopolitan orientation (COS): cultural openness (CO), global prosociality (GP), and respect for cultural diversity (RCD). In terms of etiology, among Wave 1 measures, the personality factor of agreeableness was the best predictor of the cosmopolitan factors of GP and RCD at Wave 2, whereas openness of personality best predicted CO. Wave 1 measures of education, political liberalism, and self-reported social status independently also explained a small amount of variance in COS. Functionally, COS was shown to predict less prejudice against immigrants, and more support for global civil society, even after controlling for social dominance orientation. All three COS factors independently predicted better attitudes towards immigrants. GP was the best predictor of trust in the United Nations, whereas RCD was the best predictor of support for environmental protection. The three-factor model of COS appears well-calibrated for assessing actually existing cosmopolitanism across cultures.     

Consumer conviction and commitment: An appraisal‐based framework for attitude certainty

This paper explores consumers' commitment to and conviction about their beliefs in the form of attitude certainty. Based on a review of past research, we present a new framework for understanding attitude certainty and how consumers' attitude certainty is shaped by their resisting or yielding to persuasive messages, or even by their reflections on the evidence supporting their attitudes. We propose that attitude certainty is formed and changed largely through an attribution-based reasoning process linked to a finite set of distinct appraisals. Our framework is used to both organize past research and offer guidance for future research endeavors. In addition, we distinguish our framework of appraisal-based attitude certainty from past models in attitudes and persuasion research that have referenced or taken note of the attitude certainty construct. Implications and future directions for the study of consumer behavior are discussed.     

Do Disagreeable Political Discussion Networks Undermine Attitude Strength?

How attitudes change and affect behavior depends, in large part, on their strength. Strong attitudes are more resistant to persuasion and are more likely to produce attitude‐consistent behavior. But what influences attitude strength? In this article, we explore a widely discussed, but rarely investigated, factor: an individual's political discussion network. What prior work exists offers a somewhat mixed picture, finding sometimes that disagreeable networks weaken attitudes and other times that they strengthen attitudes. We use a novel national representative dataset to explore the relationship between disagreeable networks and attitude strength. We find, perhaps surprisingly, no evidence that disagreements in networks affect political attitude strength. We conclude by discussing likely reasons for our findings, which, in turn, provide a research agenda for the study of networks and attitude strength.     

An Integrative Model of Work Attitudes,Motivation, and Performance

A comprehensive theoretical model of work attitudes, motivation, and performance is presented that integrates key constructs prevalent in more limited theories. The constructs were selected on the basis of their importance as shown by past research and because of their seeming complementarity rather than redundance with one another. The framework connects the constructs causally on the basis of both logic and empirical evidence. It is expressed in the form of a path diagram amenable to empirical test, in the hope that it will have heuristic value. It is expected that such an integration will provide a better basis for understanding and improving work attitudes, motivation, and performance than do the more limited approaches.     

Category Attitude Measures: Exemplars as Inputs

The role of exemplars in formation of attitudes toward a category has, surprisingly, been ignored in prior consumer research. In the present research we seek to develop a better understanding of the relationship between category exemplars (e.g., the products in a brand category) and overall attitudes toward the category. Attitude measures that incorporate evaluations of individual branded products may be useful, both conceptually and practically, and can complement more traditional multi‐attribute measures of attitude. Across 3 studies we present evidence that a composite index of attitudes toward category exemplars, weighted by exemplar typicality, is related to overall category attitudes, sometimes more strongly than a traditional multi‐attribute index. We also demonstrate that elaboration upon the individual exemplars further strengthens the relationship between category attitudes and this composite index. Theoretical implications for attitude theory, as well as managerial implications, are discussed.     

Uncovering the trail of positive affect in the job attitudes literature: A systematic review

A review of the organisational psychology literature suggests that researchers have examined at least four job attitude constructs: job satisfaction, work/task satisfaction, job involvement, and organisational commitment. Less, however, is known about why the four different job attitudes vary in magnitude as predictors of vital organisational outcomes. In this systematic review, I propose that positive affect is central in explaining the differential effects of these job attitudes on organisational outcomes. The review then explicates patterns of results underlying prior studies on these job attitudes and presents an overarching proposition: Accurate conceptualisation and measurement of the affective component underlying each job attitude will help illustrate how, and to what extent, each job attitude leads to desirable organisational outcomes. Finally, four key suggestions for further job attitudes research are presented: (a) enhancing conceptualisation and measurement of positive affect in job attitudes, (b) developing an overarching theory of positive affect, (c) focusing on discrete positive emotions, and (d) looking beyond existing current job attitude constructs. This work complements the current affective epoch of job attitudes research, uncovering the trail of positive affect as it has informed the job attitudes literature historically and suggesting its theoretical and practical developments for the future.     

Job demands,job resources and innovative work behaviour: a European Union study

This study aims to investigate the relationship between several job design variables and innovative work behaviour (IWB). Guided by the Job Demands Resources model, the aim was to evaluate the relationship between work demands (time constraints), resources (autonomy and social support), and other work factors (task monotony, complexity, and dealing with unforeseen circumstances) with idea generation and idea implementation behaviours in a sample of 12,924 participants from the 27 European Union member states in 2010. We also wished to investigate if individual IWB, at the country level, is associated with country innovative performance (an aggregate of process/product and marketing/organizational innovation). We employed a multilevel generalized structural equation model to test our hypotheses. In our final model autonomy, manager encouragement and dealing with unforeseen problems showed the highest positive relationship with idea generation and idea implementation. Conversely, monotonous tasks and working at high speed were negatively related to IWB. Furthermore, we have found strong indications that country-level IWB positively relates to the odds of a country scoring higher on the aforementioned innovation indicators. Between-country unexplained variance in IWB was reduced from 17.1% in our initial model, to 1.9% in our final iteration. Limitations, implications and suggestions for future research are discussed.     

Emerging perspectives on the structure and function of attitude strength

For more than 20 years, scholars have used the term “attitude strength” to refer to the durability and impactfulness of attitudes, and a large literature attests to the important leverage that this concept offers for understanding and predicting behaviour. Despite its prominence, however, a number of fundamental questions remain regarding the structure and function of attitude strength. In this chapter we draw on a wide range of evidence to clarify the nature of attitude strength. Rather than conceiving of attitude strength as a meaningful psychological construct, we argue that it is better conceptualised as an umbrella term that refers in only the most general way to multiple, separable classes of attitude outcomes, instigated by different antecedents and produced by distinct psychological processes. Although strong attitudes share a set of general qualities—resistance to change, persistence over time, impact on thought and behaviour—there are many distinct routes by which attitudes come to possess these qualities, and many diverse ways in which these qualities manifest themselves. Our analysis shifts the focus away from the structural properties of attitude strength and towards a fuller appreciation of the distinct sources from which attitudes derive their strength. We argue in particular for the value of attending more closely to the social bases of attitude strength, and we illustrate the value of this approach by reviewing several lines of research.     

A 3D framework of implicit attitude change

According to early theories, implicit (automatic) social attitudes are difficult if not impossible to change. Although this view has recently been challenged by research relying on experimental, developmental, and cultural approaches, relevant work remains siloed across research communities. As such, the time is ripe to systematize and integrate disparate (and seemingly contradictory) findings and to identify gaps in existing knowledge. To this end, we introduce a 3D framework classifying research on implicit attitude change by levels of analysis (individual vs. collective), sources of change (experimental, ontogenetic, and cultural), and timescales (short term vs. long term). This 3D framework highlights where evidence for implicit attitude change is more versus less well established and pinpoints directions for future research, including at the intersection of fields.     

Faculty work orientations as predictors of work attitudes in the physical and social sciences

This study examines the relationship between university professors' work orientation and attitudes toward their work. Specific and global work orientations are related to extrinsic and intrinsic attitudes toward (1) career attraction, (2) work satisfaction, and (3) commitment to the profession. The major findings of the study are (1) global work orientation is a strong predictor of attitudes toward intrinsic aspects of work in the social sciences and is a moderate predictor in the physical sciences; (2) specific work orientation is a strong predictor of attitudes toward extrinsic aspects of work in the physical sciences and is a moderate predictor in the social sciences; (3) global work orientation is not related to extrinsic work attitudes in the physical and social sciences; and (4) specific work orientation is not related to intrinsic work attitudes in the physical and social sciences.     

When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work-family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.