The relationship between interest-occupation congruence and job satisfaction

Previous research on the relationship between interest-occupation congruence and job satisfaction has produced mixed results. This 6-year longitudinal study examined the relationship between congruence and intrinsic job satisfaction for a national sample of 1688 young adults. A modest, statistically significant relationship was found. The congruence-satisfaction relationship was more pronounced for a subsample of young adults meeting screens developed for three variables (interest clarity, career salience, and value placed on interesting work) suspected of clouding the congruence-satisfaction relationship.     

The job involvement modulating role in the relationship between stress and job satisfaction

This paper analyzes the modulator role of job involvement in the relationship between stress and job satisfaction, using the OSI (Occupational Stress Indicator) model. For this purpose, we analyzed: six sources of stress, the OSI job satisfaction results, and a job involvement scale. The sample consisted of 779 professional soldiers from the Spanish Army. The results show that when the levels of the two dimensions job involvement (psychological identification and job-related feelings of duty-obligation are high, stress due to achievements and career development and social relationships will have no influence on job satisfaction. However, we found higher job satisfaction, even when stress is high, in those situations where psychological identification is low and job-related feelings of duty-obligation are high.     

The relationship between employee job change and job satisfaction: the honeymoon-hangover effect

Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systematically with the temporal turnover process. Specifically, the authors hypothesized that low satisfaction would precede a voluntary job change, with an increase in job satisfaction immediately following a job change (the honeymoon effect), followed by a decline in job satisfaction (the hangover effect). Though this pattern is suggested in the literature, no prior research has integrated and tested this complete temporal model within individuals. Findings based on a sample of managers supported the proposed honeymoon-hangover effect.     

心理契约、工作满意度与组织承诺关系

深入研究心理契约、工作满意度与组织承诺关系,将对组织变革中的人力资源管理具有重要理论和实践价值。本文首先回顾心理契约、工作满意度和组织承诺的概念,其次对心理契约、工作满意度和组织承诺之间的关系做一简单总结,最后提出对人力资源管理实践的启示。     

情绪劳动策略与工作满意度关系的元分析

采用元分析方法探讨情绪劳动策略(包括表层扮演和深层扮演)与工作满意度的关系。经筛选, 共有120篇文献226个独立样本符合元分析标准(N = 79659)。元分析结果发现, 表层扮演与工作满意度有显著负相关, 深层扮演与工作满意度有显著正相关。调节效应检验发现, 不同表层扮演测量工具、文化背景差异、行业类型差异对表层扮演与工作满意度的关系没有显著影响; 不同工作满意度测量工具对表层扮演与工作满意度的关系有显著影响, 表现为单维的JSS工作满意度量表的调节效果高于多维的MSQ量表。不同深层扮演测量工具、不同工作满意度测量工具、文化背景差异对深层扮演与工作满意度的关系有显著影响, 分别表现为深层扮演量表Grandey (2003)、Diefendorff, Croyle和Gosserand (2005)、Brotheridge和Lee (2003)调节效应依次减小, 单维的JSS工作满意度量表的调节效果低于多维的MSQ量表, 东方文化背景的调节效果高于西方; 行业类型的差异对深层扮演与工作满意度关系的影响不显著。     

The relationship between vocational interests and job satisfaction: Reconciliation of divergent results

It was hypothesized that congruency of vocational interests with present occupation would be positively related to job satisfaction for long job-tenured employees, and would be unrelated to satisfaction for short job-tenured employees. In two samples of 54 and 47 middle managers, the hypothesis was supported for satisfaction with work and supervision. This differential pattern of correlations may help explain the inconsistent relationship between vocational interests and job satisfaction obtained in past studies.     

The relationship between pay and job satisfaction: A meta-analysis of the literature

Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples, results suggested that pay level was correlated .15 with job satisfaction and .23 with pay satisfaction. Various moderators of the relationship were investigated. Despite the popular theorizing, results suggest that pay level is only marginally related to satisfaction. Theoretical and practical implications of the results are discussed.     

The moderating effects of occupation,age, and urbanization on the relationship between job satisfaction and life satisfaction

A considerable body of research has accumulated concerning the strength of the relationship between job and life satisfaction. However, very few studies have examined the possible moderating effects of other variables. The present study, using a sample of 911 heads of households, examined the moderating effects of seven variables related to occupation, age, and urbanization. As hypothesized, education and income positively, and strongly, moderated the job satisfaction-life satisfaction relationship. Self-employment (vs non-self-employment) also had a significant impact; occupation, though, had only a modest effect. Age and job longevity exhibited strong, curvilinear effects. Urbanization did not attenuate the relationship. In view of national work force trends toward increased education, professionalization, income, and age, the relationship between job and life satisfaction will likely become stronger and more relevant over time.     

Marital satisfaction,job satisfaction,and task distribution in the homemaker job

Several facets of the homemaker job were analyzed in terms of the dynamic relationship between husband and wife. Seventy-one husband and wife pairs completed a questionnaire which assessed satisfaction with the homemaker job, marital satisfaction, distribution of responsibility for homemaker tasks between husband and wife, and other variables. Wives' satisfaction with the homemaker job was found related to the degree to which husbands assumed responsibility for homemaker tasks and to the husbands' attitudes toward women in general. Wives' marital satisfaction was found related to the interaction of wives' employment status (job holder or full-time homemaker) and satisfaction with the homemaker job. Directions for future research in this area were suggested.     

Personality and job satisfaction

This study set out to examine the relationship between the dimensions of sxtraversion, neuroticism and psychoticism, and various dimensions of job satisfaction in a group of computer employees. Whereas Extraversion and Lie scores correlated positively with all aspects of job satisfaction, Neuroticism and Psychoticism scores correlated negatively with a third of the correlations being significant. However, there was little evidence of the hypothesized P-E fit between personality and job type though this may be due to classificatory and methodological problems. Results are discussed in terms of the necessity of considering personality variables in studies of job satisfaction.     

Examining the job search-turnover relationship: the role of embeddedness, job satisfaction, and available alternatives

This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the process than described in prominent sequential turnover models.     

The value of job crafting for work engagement,task performance,and career satisfaction: longitudinal and quasi-experimental evidence

We examine how job crafting (i.e. seeking resources, seeking challenges, decreasing demands) increases the person-job fit of employees. In Study 1, we studied job crafting’s effects over time. 111 employees filled out a questionnaire at two time points with 6 months in between. We found that seeking resources behavior at Time 1 positively affected work engagement, task performance, and career satisfaction at Time 2. Decreasing demands at Time 1 negatively affected work engagement, task performance, and career satisfaction at Time 2. In Study 2, we tested a job crafting intervention using a quasi-experimental design (i.e., intervention group, N = 60, and a control group, N = 59). The intervention was successful, as participants in the intervention group increased seeking resources and decreasing demands behaviors. Furthermore, seeking resources behavior was the main driver of increased participants’ work engagement, task performance, and career satisfaction.     

The effects of college major and job field congruence on job satisfaction

This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor’s degree majors and job field congruence on job satisfaction. Data on workers’ job experiences in 2001 were matched to those workers’ college experiences across 30 institutions and background characteristics up to 25 years earlier. With statistical controls for demographic, socioeconomic, and academic characteristics, a final sample of 2515 college graduates was used to test hypotheses centered on the possibility that a causal order relates education and job satisfaction. Specifically, college degree majors, measures of both actual and perceived congruence, as well as income were examined in relation to three dimensions of job satisfaction. Results support hypotheses that income and congruence both mediate the effects of majors on job satisfaction, and identify that two different measures of congruence are causally related to intrinsic dimensions of job satisfaction.     

The relationship between differential inequity, job satisfaction, intention to turnover, and self-esteem

This study was an examination of differential inequity or underreward in working conditions, originating from the discrepancy between individual working conditions and those of comparative referents. In its exploration of the outcomes of inequity in working conditions, the study fills a gap in the literature because most such studies have been primarily devoted to investigations of pay inequity. Empirically, it is an investigation of elements of differential inequity as antecedents of job satisfaction and intentions to turnover and of self-esteem as a moderator of inequity-criteria relationships. Significant relationships between system and age inequity and job satisfaction and between company inequity and intention to turnover were found. Self-esteem significantly moderated the global inequity-job satisfaction and global inequity-intention to turnover relationships.     

Job characteristics: their relationship to job satisfaction,stress and depression

This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task significance, autonomy and feedback) predicted job satisfaction, as well as stress and depression. Job characteristics are weak predictors of perceived stress and depression. Work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings.     

Maternal employment and job satisfaction and their relationship to children's perceptions and behaviors

The impact of 179 mothers' maternal employment and maternal job satisfaction on their children's perceptions and behaviors was examined. The findings indicated that maternal employment was not related to job satisfaction or to children's perceptions or behaviors. Findings also indicated that maternal job satisfaction was not related to children's perceptions or their behaviors. It was hypothesized that maternal employment and maternal job satisfaction may not have the impact on family environment that has been previously suggested.     

The relationship between procrastination,delay of gratification,and job satisfaction among high school teachers

The present study aimed at determining whether a significant relationship exists between procrastination, delay of gratification, and job satisfaction, with work‐related stress as an intervening variable among high school teachers. The sample consisted of 150 high school teachers from Karachi, Pakistan. The analysis showed a negative correlation between procrastination and job satisfaction, and a positive correlation between delay of gratification and job satisfaction. Also, procrastination and delay of gratification were significant predictors of work‐related stress, and work‐related stress was also a significant predictor of job satisfaction. In conclusion, when the teachers are not procrastinating on their job and score high on delay of gratification they will be more satisfied with their job and feel less stressed.     

Integrating situational and dispositional determinants of job satisfaction: findings from three samples of professionals

Job satisfaction can be conceptualized as a function of situational conditions, personal characteristics, and interactions between both groups of variables. The authors compared the relative predictive power of these determinants in 3 samples of professionals (total N = 1,065). Perceived job characteristics (qualification possibilities, social support, stress, autonomy, participatory leadership) uniquely explained 7-22% of the variance in job satisfaction, and dispositional factors (Big Five, occupational self-efficacy, work centrality, mastery goals) uniquely explained 8-12% of the variance. Dispositional influences were partially mediated by perceived job characteristics. Interactions between situational and dispositional factors were of little significance. The authors concluded that perceived job characteristics (especially autonomy and participatory leadership) are important determinants of job satisfaction, and neuroticism is an important determinant as well. Highly educated professionals' job satisfaction also seems to be driven by qualification possibilities.