The role of self-efficacy and job satisfaction on absences from work

IntroductionAbsenteeism is a relevant and costly issue for organizations, constantly looking at its antecedents in order to reduce the phenomenon.ObjectiveThis study aims to deepen the concurrent role — that has been rarely investigated in predicting absence — of self-efficacy and job satisfaction, testing both a direct as well as an indirect relation.MethodSelf-efficacy and job satisfaction were measured in a sample of 1160 white-collars from the main Italian delivery company, a privatized organization. Then, the self-report questionnaire was matched with objective data on absences (i.e., the total days lost at work over 12 months).ResultsThe results of Structural Equation Modeling (SEM) lent support to the indirect relation between self-efficacy and absences from work via job satisfaction, but not to the direct link.ConclusionThese findings show that training in self-efficacy can lead to higher job satisfaction and therefore to greater work attendance.     

High-quality work,job satisfaction,and occupational injuries

The authors investigated whether and how 1 element of a high-performance work system, namely high-quality jobs (composed of extensive training, variety, and autonomy), affects occupational injuries. On the basis of data from the Australian WIRS95 database (N = 16,466; Department of Workplace Relations and Small Business, 1997), high-quality jobs exerted a direct effect on injuries and an indirect effect through the mediating influence of job satisfaction. Conceptual, methodological, and practical issues are discussed.     

The role of acceptance and job control in mental health, job satisfaction, and work performance

Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N = 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance.     

Sex differences in perceptions of interpersonal work style,career emphasis,supervisory mentoring behavior,and job satisfaction

This study examined the perceptions of career-oriented men and women with respect to their interpersonal work style, career emphasis, supervisory behavior, and job satisfaction based on their current or most recent work experience. The results show that women subjects in this study perceived themselves to be less assertive in work situations and also continued to emphasize home life over their career success and advancement when compared to men. In the context of supervisory behavior, women subjects perceived male supervisors as exhibiting less mentioning behavior towards them and had lower job satisfaction when compared to male subjects under male supervisors in the study. Some implications of these results with respect to training and career management were also discussed.     

A model for judgments of work values and job satisfaction

First, a discussion is presented of some previous research results on the relation of a person's assessment of the importance ("value") of an object and his or her attitude toward that object, in particular on the relation of work values with job satisfaction. Then, a model is formulated and simulated to explain how both types of judgments are generated. In Phase 1, the elements of the mental representation of the respective attitude object are aggregated by two composition rules to an overall satisfaction and an overall importance judgment, respectively. In addition, possible dissonance of high importance and low satisfaction is reduced by a coping function.     

An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.     

The influence of workplace discrimination and vigilance on job satisfaction with people who stutter

Purpose The purpose of the present study is to examine the association between workplace discrimination, vigilance, and job satisfaction in people who stutter and compare this with people who do not stutter. Method Seventy-two people who stutter (PWS) and 92 people who do not stutter (PWNS) participated in an online survey. Participants completed a survey assessing 6 different areas: (a) background information, (b) job satisfaction, (c) everyday discrimination, and (d) heightened vigilance. Mediation analyses were conducted to evaluate the relationship between the independent variables and dependent variable. Results There was a relationship between being a PWS and job satisfaction, discrimination, and vigilance. PWS were found to experience higher discrimination as well as be more vigilant. Discrimination and vigilance were found to mediate the relationship between stuttering and job satisfaction. Conclusion Results of this study indicate that the participants who stutter differ from PWNS in their job satisfaction, discrimination, and vigilance. Clinicians can prepare PWS with self-advocacy strategies, legal knowledge of what their rights are as an employee who identifies as a person who stutters with a disability, a legal understanding of workplace discrimination, and counseling on the impact of vigilance on workplace experiences.     

The influence of future time perspective on work engagement and job performance: the role of job crafting

This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.     

Directionally different expectancy theory predictions of work motivation and job satisfaction

Conventionally, expectancy theory has utilized a multiplicative combination of expectancy and value scores in predicting both job behavior (work motivation and job performance) and job-related affect (job satisfaction). An extensive clinical literature, however, suggests that affect is a function of the discrepancy between expectancies and values. Hence, two hypotheses were advanced and tested in organizational settings: (1) that the multiplicative formulation (EV) will yield superior predictions of work motivation and job performance in comparison to the discrepancy model (E-V), (2) that the discrepancy model (E-V) will yield superior predictions of job satisfaction in comparison to the multiplicative model (EV). Results from three studies (of 399 engineers, 202 librarians, and 1,777 engineers) were highly supportive of both hypotheses.An early version of this paper was presented at the 10th Annual National Meeting of the American Institute for Decision Sciences, November 1, 1978, and an abbreviated write-up appeared in the AIDSProceedings. The author is greatly indebted to the following people: Susanne P. Wahba, for allowing the use of her data (Study Two); Gene Dalton and Paul Thompson, for their contribution to the research in Study One; and Joe Folkman for his help with the data analysis in Study Three. Financial support was provided in part by the Research Foundation of the City University of New York (RF10662).     

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 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.     

Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior

Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high—that is, the one identification augments the influence of the other. These hypotheses were tested and supported with data from two samples of bank employees (N = 358) and travel agency employees (N = 308).     

Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences.     

The redundancy of work alienation and job satisfaction: Some evidence of convergent and discriminant validity

The multitrait-multimethod matrix (MTMM) technique was used in an attempt to help clarify the ambiguities regarding concepts of work alienation, job satisfaction, and the relationships between them. Within each attitude domain considered separately, generally acceptable evidence of convergent and (to a lesser degree) discriminant validity was found for the trait measures (four dimensions of alienation and five of satisfaction). However, the discrimination between alienation and satisfaction measures was no greater than that among satisfaction and among alienation, casting doubt on the demarcation of these as two distinct domains. The measures of satisfaction and alienation also were not correlated differentially with demographic and self-esteem measures. Note was taken of the limitations in our knowledge and operationalization of these areas, as these relate to the assumptions of MTMM technique regarding independence of both underlying trait constructs and measurement methods.     

The impact of state affect on job satisfaction

Affective events theory proposes affective experiences at work to cause job satisfaction. Using multiple measurements obtained in a diary study, affective experiences in terms of state positive and state negative affect (PA, NA) were related to state job satisfaction (N = 91). Trait measures were also collected. Results confirmed our hypothesis. First, aggregated state job satisfaction is strongly correlated with trait job satisfaction. Second, the relationship between state affect and state job satisfaction is not spurious: State affect impacts on state job satisfaction even if trait affect and trait job satisfaction are controlled. Third, the effect of state affect on job satisfaction measured by the faces scale is stronger than the effect of state affect on job satisfaction measured by facet scales. It is concluded that not all scales to measure job satisfaction are equally appropriate to investigate affect at work.     

Organizational equity perceptions, employee job satisfaction, and departmental absence and turnover rates

Employee job satisfaction and perceptions of equitable treatment have been the topics of a great amount of behavioral research. Several theorists have suggested that one or the other may be related to organizational behaviors of employees such as absence and/or turnover. This longitudinal study examines the association of the two constructs, and, in a field setting, compares them as separate variables relating to absence and turnover. Employee perceptions of equitable treatment were found to be stronger predictors of absence and turnover than were job satisfaction variables.     

The impact of life events on job satisfaction

Employing fixed effects regression techniques on longitudinal data, we investigate how life events affect employees' job satisfaction. Unlike previous work–life research, exploring mostly contemporaneous correlations, we look for evidence of adaptation in the years following major life events. We find evidence of adaptation following the first marriage event, but we find that the birth of the first child has a long-lasting impact on employees' job satisfaction. Our findings also suggest that there is a general boost in job satisfaction prior to first marriage and to a lesser extent prior to the birth of the first child, consistent with evidence of anticipation. Accordingly, our study provides some of the first evidence on the dynamic effect of non-work related factors on job satisfaction and it introduces a novel methodology and a new perspective for investigating the dynamic interaction between the work and life domains.     

Relationship of job satisfaction and productivity to work values of vocational education graduates

The relationships of job satisfaction and job productivity to work values of a randomly selected sample of beginning workers who graduated from public vocational education programs were investigated. Workers with intrinsic work value orientation seem to be more satisfied with their job and are more productive than are those with extrinsic work value orientation. In addition, workers with a broader perception of the meaning of work seem to be more satisfied with their job than are those with a relatively narrow perception of the meaning of work.     

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.