Organizational commitment, job satisfaction, and effort in the service environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

Organizational Commitment,Job Satisfaction,and Effort in the Service Environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

g: Is This Your Final Answer?

In many ways, it could be argued that the finding of a simple generalizable relation between cognitive ability and performance has inhibited progress in our attempts to understand the prediction of job performance. In this article, we focus on how the reliance on the cognitive ability-performance relation has yielded a flawed model of selection that is overly loaded on cognition. By pinpointing potential theoretical and empirical shortcomings in the relation between g and job performance, we hope to encourage and inspire further research on this important topic.     

General,Work-Specific,and Work-Role Conscientiousness Measures in Predicting Work Criteria: A Comparative Perspective

The current study compared general, work-specific, and work-role measures of conscientiousness as predictors of job satisfaction, organizational commitment, turnover intention, job engagement, and task performance. As expected, work-role conscientiousness yielded stronger relationships with five of the ten work-related criteria than general conscientiousness, and with six of the ten criteria than work-specific conscientiousness. More importantly, work-role conscientiousness displayed incremental validity in predicting nearly all work-related criteria, when controlling for general and work-specific conscientiousness alone or in combination. It is also worth noting that six of ten analyses found that work-role conscientiousness demonstrated greater relative importance compared to its counterparts. Finally, we found that the context in which the items were completed moderated the relationships between work-role conscientiousness and two work-related criteria (i.e., job satisfaction and organizational commitment). Together, these results suggest that researchers should consider the work-role measure of conscientiousness in the prediction of work criteria.     

DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.     

Wellness and mattering: the role of holistic factors in job satisfaction

A study was conducted with 82 employees in varied positions to determine the variance in job satisfaction that could be accounted for by holistic wellness and mattering. Results of regression analyses revealed that both wellness and mattering contributed significantly to the variance in job satisfaction; however, wellness was the stronger predictor. When block variables such as age and job tenure were held constant, the contributions of wellness and mattering to job satisfaction were not significant.     

Physician job satisfaction across six major specialties

A random sample of 763 physicians was surveyed to examine the relation of 18 critical work-related factors to job satisfaction. On the whole, physicians reported that they were satisfied with their careers and believed that caring for patients, sense of accomplishment, continuity of care, autonomy, and personal time were the five most important factors for their personal job satisfaction. Regression analyses were run to determine the role of each of the 18 critical factors in predicting job satisfaction. Dissimilar to the self-report, the five most significant predictors were sense of accomplishment, creativity, income satisfaction, security, and autonomy. Additional regression analyses were run using the 18 critical factors to predict job satisfaction across the six major medical specialties. Significant factors varied greatly depending on specialty area, suggesting that physician job satisfaction may be better understood in terms of specialty rather than as a whole.     

Relative Importance and Utility of Positive Worker States: A Review and Empirical Examination

Our purpose was to identity the unique contribution, relative importance, and utility of positive worker states. Using Luthans et al.'s (2007) five positive organizational behavior criteria, a variety of positive worker states were reviewed and then empirically tested to establish if they met these criteria. Data were collected from 724 restaurant employees. Positive worker states included: job involvement, perceived organizational support, engagement, and vigor. Criteria were self-reported performance, customer service, turnover intention, satisfaction, and quality of life. Our review indicated consistency between predictor adequacy of meeting the criteria and their empirical relationship with key outcomes. This research found the positive worker states to be independent constructs that had differential effects depending on the focused outcome. Regression and relative weights analyses showed involvement was a weak predictor of outcomes, while perceived organizational support was the most consistent predictor. Vigor was most useful when predicting job performance. Quality of life was poorly explained.     

Core self‐evaluations: a review of the trait and its role in job satisfaction and job performance

Over the past five years there has been a growing body of literature that examines the relationships among some of psychology's most studied traits (Neuroticism, self‐esteem, and locus of control). Core self‐evaluation theory posits a conceptual and empirical relationship between these traits and job satisfaction. After briefly reviewing core self‐evaluation theory, we examine the empirical evidence documenting a relationship between these traits and the two central criteria of interest to I/O psychologists—job satisfaction and job performance. We then examine the relationship between core self‐evaluation traits and the Big Five personality traits. We conclude with a discussion of the contributions and limitations of core self‐evaluation research and opportunities for future research. Copyright © 2003 John Wiley & Sons, Ltd.     

The effects of newcomer proactive behaviours on socialization outcomes: A meta-analysis

Organizational researchers and practitioners have shown increasing interest in how newcomer proactivity contributes to socialization. This meta-analysis synthesizes the existing empirical research that examines the relationships between frequently performed newcomer proactive behaviours (sensemaking, relationship building, positive framing and job change negotiation) and proximal and distal socialization outcomes. Proximal outcomes include role clarity, task mastery and social integration; distal outcomes include job performance, job satisfaction, organizational commitment and turnover intention. Based on 45 independent samples (N = 11,508), proactive behaviours were found to be generally beneficial for newcomer socialization. Relative weight analyses identified positive framing as the strongest predictor of five of the seven reviewed outcomes while relationship building accounted for the greatest part of the variance in social integration. Job change negotiation was the weakest predictor of socialization outcomes. The study also explored the impact of boundary conditions, including culture, study design and sample type, on the magnitude of these effects. The paper concludes by discussing the theoretical and practical implications of these findings, along with the study's limitations and suggestions for future research.     

Motivating and Stressful Properties of Jobs: Integration of Research Approaches Through Facet Analysis

This study applied the methodology of Facet Analysis in order to develop and test a definitional framework for the study of job characteristics. Five facets were used to define job characteristics, integrating the motivational and stressful properties of jobs. Perceptual responses were compared to attitudinal assessments. Analysis of the correlational structures of responses from a sample of 240 executives using Smallest Space Analysis supported the definitional system. The empirical data verified the five facets. Results indicated that the structure of relationships among job elements remains invariant across the three assessments of perception, importance, and satisfaction.     

MODELING JOB PERFORMANCE IN A POPULATION OF JOBS

The Army Selection and Classification Project has produced a comprehensive examination of job performance in 19 entry-level Army jobs (Military Occupational Specialties) sampled from the existing population of entry-level positions. Multiple methods of job analysis and criterion measurement were utilized in a subsample of nine jobs to generate over 200 performance indicators, which were then used to assess performance in a combined sample of 9,430 job incumbents. An iterative procedure involving a series of content analyses and principal components analyses was used to develop a basic array of up to 32 criterion scores for each job. This basic set of scores formed the starting point of an attempt to model the latent structure of performance in this population of jobs. After alternative models were proposed for the latent structure, the models were submitted to a goodness-of-fit test via LIS-REL VI. After accounting for two components of method variance, a five-factor solution was judged as the best fit. The implications of the results and the modeling procedure for future personnel research are discussed.     

INTERVIEW VALIDITY FOR SELECTING SALES CLERKS

Interviewer judgments, gender, and age data were collected for job applicants interviewing for seasonal retail sales clerk positions in two separate years. Job performance data were matched with interviewer judgments for 312 employees in Year One and for 205 employees in Year Two. The correlation between interview judgments and job performance was .34 in Year One; after correction for criterion attenuation and restriction of range, the correlation was estimated at .42. The second year results yielded a correlation of .51, which, after corrections, was estimated at .61. Analyses of the data for differential prediction as a function of sex and age for both years revealed that females and older applicants received higher average interview evaluations, but regression lines did not differ significantly among the age and gender subgroups.     

工作不安全感的研究现状与展望

工作不安全感反映了一种雇员对工作或工作重要特性受到威胁时的感知和担忧。从上世纪80年代以来,它已逐步成为西方组织行为及职业心理健康研究领域中的一个重要构念。文章从5种视角厘清工作不安全感内涵及研究中存在的混淆之处,对其测量工具、研究取向进行介绍,并对有关其前因、后果和调节变量的实证研究成果进行系统性的总结,在此基础上指出未来研究的方向：（1）亟待开发统一的测量工具;（2）在区分组织情境的条件下开展更细化的研究;（3）对前因及后果的细致探索;（4）加强对调节变量的研究;（5）纵向研究的需要;（6）跨文化比较研究。     

Climate perceptions matter: a meta-analytic path analysis relating molar climate,cognitive and affective states,and individual level work outcomes

Although workplace climate has been extensively studied, the research has not led to firm conclusions as to its relationship with individual level work outcomes. The authors used C. Ostroff's (1993) taxonomy to organize dimensions labeled as workplace climate and then used meta-analytic techniques to test a path analytic model. The model posited that climate affects individual level outcomes through its impact on underlying cognitive and affective states. An extensive literature search yielded 51 empirical studies with 70 samples. The results suggest that the 3 higher order facets of climate (affective, cognitive, and instrumental) affected individual level outcomes of job performance, psychological well-being, and withdrawal through their impact on organizational commitment and job satisfaction.     

Job demands, job resources and individual innovation at work: going beyond Karasek's model?

The job demands-control model is one of the most recognized models in occupational stress research. It has, however, provided contradictory results, and the active learning hypothesis derived from this model has been under-researched in comparison with research on the stress hypothesis. The main aim of this study is to test the Job Demands Resources Model in the prediction of individual innovation at work as an active coping strategy. Results with hierarchical multiple regression analyses provide empirical support for this model. We found a positive relationship between job demands and individual innovation in situations characterized by high job resources. Finally, we discuss the limitations and practical implications of this study.     

The Satisfaction with Job Life Scale Among Immigrants

This article reports the development of a short multi-item measurement scale of satisfaction with job life (SWJLS). This scale evaluates a person’s global assessment of job satisfaction. Two studies are presented for the purpose of establishing the reliability and validity of the SWJLS. The data were gathered among immigrants. The findings of both studies demonstrated that the SWJLS presents adequate psychometric properties. Exploratory and confirmatory factor analyses of the SWJLS evidenced a single underlying dimension. The reliability was highly satisfactory. Corroboration of validity was also yielded between correlations among indicators of well-being and acculturation, and scale scores. The results indicate that the SWJLS is a short and viable instrument to measure job life satisfaction.     

Structure of the Modern Japanese Family: Evidence From the Results of a Doll Location Test by Adolescents

To test Herzberg's (1966, 1987; Herzberg, Mausner, &; Snyderman, 1959) motivator-hygiene theory, I examined the relationship between work values and job satisfaction. Educators (N # 386) from 18 Canadian secondary schools were asked to report the degree to which they experienced 16 work values and five dimensions of job satisfaction. Factor analysis suggested five sets of work values: intrinsic work-related, intrinsic work-outcome, extrinsic job-related, extrinsic job-outcome, and extrinsic people-related. Regression analyses identified the best predictors for each of the five dimensions of job satisfaction. The results support and extend Herzberg's theory. In addition to those identified by Herzberg, other factors contributed portions of variance to the five dimensions of job satisfaction.     

Understanding the Applicant Recruitment Experience: Does timeliness matter?

This study examined the effect of recruitment time delays on applicant attraction to an organization. In addition, we examined if perceived job and organization characteristics mediated the relationship between recruitment time delays and attraction. The sample consisted of 85 experienced workers who were applying for a range of positions at a large Australian university. Hierarchical regression analyses were used to examine the relationships. As hypothesized, perceived timeliness had a positive effect on attraction. Contrary to expectations, actual recruitment delays did not influence attraction. Finally, support was found for the partial mediation effects of perceived job and organization characteristics.