Achieving congruence between employee interests and county jobs: a win‐win proposition

Assisting employees to explore internal job switches rather than leaving an organization is a positive measure aimed at enhancing employee retention and job satisfaction. This article describes how a municipal county government used J. L. Holland's (1992) occupational classification system to help employees achieve congruence between their interests and their job requirements.     

Relationships Between Adult Workers' Spiritual Well‐Being and Job Satisfaction: A Preliminary Study

The authors studied the relationships between adult workers' spiritual well‐being and job satisfaction. Two hundred participants completed 2 instruments: the Spiritual Well‐Being Scale (C. W. Ellison & R. F. Paloutzian, 1982) and the Minnesota Satisfaction Questionnaire Short Form (D. J. Weiss, R. V. Dawis, G. W. England, & L. H. Lofquist, 1967). A bivariate correlational analysis showed spiritual well‐being, religious well‐being, and existential well‐being to be positively related to job satisfaction for this sample. With a forced‐entry multiple regression analysis, overall spiritual well‐being was found to have a moderate influence, existential well‐being had a much stronger influence, and religious well‐being had a minimal influence all on, general job satisfaction.     

Adaptation-level theory, opponent process theory, and dispositions: an integrated approach to the stability of job satisfaction

Research suggests that the stability of job satisfaction is partially the result of dispositions (J. J. Connolly & C. Viswesvaran, 2000; C. Dormann & D. Zapf, 2001; T. A. Judge & J. E. Bono, 2001a; T. A. Judge, D. Heller, & M. K. Mount, 2002). Opponent process theory (R. L. Solomon & J. D. Corbit, 1973, 1974) and adaptation-level theory (H. Helson, 1948) are alternative explanations of this stability that explain how environmental effects on job satisfaction dissipate across time. On the basis of an integration of these explanations, the authors propose that dispositions (a) influence employees' equilibrium or adaptation level of job satisfaction, (b) influence employees' sensitivity to workplace events, and (c) influence the speed at which job satisfaction returns to equilibrium after one is exposed to a workplace event. Research and applied implications are discussed.     

Application of holland's theory to a nonprofessional occupation

The authors, using the recently developed Position Classification Inventory (PCI; G. Gottfredson & J. L. Holland, 1991), examined male and female perceptions of a nonprofessional occupation. Results suggest that the PCI shows promise as a method of classifying occupations according to J. L. Holland's (1997) theory.     

Person—environment congruence,self‐efficacy,and environmental identity in relation to job satisfaction: a career decision theory perspective

This study explored the relationship between person—environment congruence, self‐efficacy, and environmental identity and job satisfaction. Participants were 198 employees of a multinational telecommunications corporation. The predictor domain included the Iachan Index (R. Iachan, 1984), the Mahalanobis Distance Index (L. J. Cronbach & G. C. Gleser, 1953), the Self‐Efficacy Scale (M. Sherer et al., 1982, 2000), and the Environmental Identity Scale (G. D. Gottfredson & J. L. Holland, 1996; J. L. Holland, 1997). The criterion domain included 6 components of job satisfaction. A canonical correlation analysis identified 2 significant roots labeled organizational mission satisfaction and work task satisfaction. Implications for career decision making are discussed.     

Job satisfaction related to tested congruence and differentiation

Tested personality-environment congruence and differentiation, singly and in combination, as measured by the Vocational Preference Inventory (J. L. Holland, Palo Alto, California, Consulting Psychologists Press, 1977b), were predictive of reported job satisfaction for teachers employed in five subject matter areas. Time-related variables and sex were not significantly related to the job satisfaction measure used in the study.     

A longitudinal and multi‐source test of the work–family conflict and job satisfaction relationship

Job satisfaction is one of the most frequently studied outcomes in the work–family conflict literature. This study extends the previous research examining the unique effects of work interfering with family (WIF) and family interfering with work (FIW) on job satisfaction by (1) controlling for family, personal, and job characteristics of dual‐earner couples, (2) employing cross‐sectional and longitudinal methods, and (3) predicting job satisfaction with a spousal rating of the target's WIF. Consistent with previous research, WIF was related to job satisfaction cross‐sectionally for men and women, and this effect existed beyond negative mood, job autonomy and monotony, and FIW. When predicting a change in job satisfaction a year later, and when using spouse rating of the target's WIF, WIF was predictive of women's job satisfaction but not men's, which is consistent with gender role theory. The fact that WIF predicted job satisfaction for women beyond affective and job characteristic variables, over time, and with non‐self reported measures, provides more confidence in this directional relationship than could previously be assumed. Societal and managerial implications are discussed.     

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.     

ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS

Organizations increasingly expect employees to demonstrate proactive behaviors. We examined person–organization fit (P–O fit) and person–job fit (P–J fit) as moderators of the relationship between proactive personality and intrinsic career success (job and career satisfaction). We hypothesized that proactive personality would be related to intrinsic career success only to the extent that individuals had high fit with organizations and jobs. In Study 1, using a sample of 295 teachers and 139 of their peers working in 15 elementary and high schools in Turkey, we found that proactive personality was positively related to job satisfaction only for individuals with high P–O fit. Furthermore, proactive personality was positively related to career satisfaction only for individuals with high P–O fit and for individuals with high P–J fit. We replicated the findings for P–O fit as a moderator of personality with respect to job and career satisfaction in Study 2, using a sample of 203 university professors in the United States. We found no support in either sample for P–J fit as a moderator of proactive personality with respect to job satisfaction. In Study 2, we found that research productivity was related to proactive personality differentially for high and low P–J fit tenure-track faculty members.     

Structural equation models of sexual harassment: longitudinal explorations and cross-sectional generalizations

Sexual harassment and its corresponding outcomes develop and change over time, yet research on this issue has been limited primarily to cross-sectional data. In this article, longitudinal models of harassment were proposed and empirically evaluated via structural equations modeling using data from 217 women who responded to a computerized questionnaire in 1994 and again in 1996. Results indicate that sexual harassment influences both proximal and distal work-related variables (e.g., job satisfaction, work withdrawal, job withdrawal) and psychological outcomes (e.g., life satisfaction, psychological well-being, distress). In addition, a replication of the L. F. Fitzgerald, F. Drasgow, C.L. Hulin, M.J. Gelfand, and V.J. Magley (1997) model of harassment was supported. This research was an initial attempt to develop integrated models of the dynamic effects of sexual harassment over time.     

Testing crossover effects in an actor–partner interdependence model among Chinese dual‐earner couples

The purpose of the present study is to examine the crossover effects from one partner's work–family interface (work–family conflict [WFC] and work–family enrichment [WFE]) to the other partner's four outcomes (psychological strain, life satisfaction, marital satisfaction and job satisfaction) in a sample of Chinese dual‐earner couples. Married couples (N = 361) completed a battery of questionnaires, including the work–family interface scale, the psychological strain scale, the life, marital, as well as job satisfaction scale. Results from the actor–partner interdependence model (APIM) analyses showed that wives' WFE was negatively associated with husbands' psychological strain, and positively associated with husbands' life, marital and job satisfaction. Furthermore, husbands' WFC was negatively related to wives' marital satisfaction, whereas husbands' WFE was positively related to wives' marital satisfaction. Theoretical and practical implications were discussed, and future research directions were provided.     

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.     

Social information processing and job characteristics.

This study simultaneously tested 2 theories that attempt to explain differences in job satisfaction: job characteristics theory (Hackman & Oldham, 1976) and social information processing theory (Salancik & Pfeffer, 1978). The theories were tested using data collected from the civilian employees of the public works division at a U.S. military base. The results indicated that individuals' social environments had significant effects upon their attitudes. Multiple social networks were used to operationalize individuals' social environments. The results also suggested that job characteristics had an independent main effect upon job satisfaction, in addition to the effects of the social environment. Based on prior research, employees' past experience and self‐monitoring were tested as moderators of the effects of the social environment, and growth need strength was tested as a moderator of the effects of job characteristics upon job satisfaction. Only self‐monitoring was found to have a significant moderating effect on the relationship between information from the social environment and job satisfaction, and growth need strength had no significant moderating effect.     

job satisfaction among employee assistance professionals: a national study

This study was designed to examine job satisfaction in a national sample of employee assistance program (EAP) professionals. Data were collected from 210 EAP professionals through mailed surveys consisting of an individual information form and the Minnesota Satisfaction Questionnaire (MSQ; D. J. Weiss, G. W. England, & L. H. Lofquist, 1967), The average MSQ total score was within the satisfied range. The results indicated that respondents employed by external EAP organizations were more satisfied with their jobs than those who were employed by internal EAPs. Age, gender, race of respondent, rural vs. nonrural work setting, and national certification of respondent had no statistically significant impact on job satisfaction.     

Organizational Structure,Context, and Climate: Their Relationships to Job Satisfaction at Three Managerial Levels

Managers from 120 organizations (183 men and 27 women) from four major Canadian urban centers were surveyed about their job satisfaction. Seven aspects of job satisfaction were evaluated: satisfaction with the firm, pay, promotional opportunities, the job itself, other managers at the same level, immediate supervisor, and subordinates. Overall, managers at the highest level reported the most job satisfaction. For presidents, satisfaction was related to the organization's structure and context, as well as to its climate, whereas for middle managers and vice presidents, job satisfaction was related more frequently to the organization's climate and less frequently to its structure and context.     

Job satisfaction and firm performance: Can employees’ job satisfaction change the trajectory of a firm’s performance?

Contemporary trends in business have focused on enhancing the employee work experience. Proponents argue that doing so will improve employees’ productivity and ultimately the firm's performance. However, critics argue that job satisfaction has only a modest relationship with an employee's job performance, and therefore, such an investment will likely have little impact on the firm's financial performance. To investigate the relationship between employees’ job satisfaction and firm performance, we collected a sample of 404 employees working in 31 firms. We tested this relationship using latent growth modeling which allows us to latently examine how employees’ job satisfaction at one time point can predict the trajectory of firm performance. Study results indicated that job satisfaction predicted a positive linear change in two financial indices of firm performance (i.e., return on assets and return on equity) over the course of four years when controlling for three indicators of firm size. These results suggest that the effects of job satisfaction on firm performance are not immediate but rather take time to manifest.     

Factors Affecting Stayers’ Job Satisfaction in Response to a Coworker Who Departs for a Better Job1

Two studies examined the consequences of turnover, by investigating factors affecting the job satisfaction of people who remain (i. e., stayers) in response to a coworker (i. e., leaver) who departed for a better job. Consistent with Tesser and Campbell's (1983) self-esteem maintenance model, three factors were found to influence the job satisfaction level of stayers: (a) the extent to which they compared their job situation to the leaver's new one, which was negatively related to stayers’ level of satisfaction, (b) the relevance of the leaver to the stayer for social comparison purposes, which was negatively related to the stayers’ level of satisfaction, and (c) the stayers’ trait self-esteem, which was positively related to the stayers’ level of job satisfaction. Theoretical implications, limitations, and future research directions are discussed.     

A confirmatory structural equations analysis of the job characteristics model

K. H. Roberts and W. Glick (1981, Journal of Applied Psychology, 66, 193–217) noted that research on J. R. Hackman and G. R. Oldham's (1976, Organizational Behavior and Human Performance, 16, 250–279) job characteristics model has lacked consistency along a number of dimensions, including the nature and direction of the relationships hypothesized and the variables studied. Further, no variation on the model has been tested as a whole. This study was designed with two objectives: (1) to compare competing interpretations of the job characteristics model and (2) to test the job characteristics model more comprehensively than has been done in previous research. The question of which variation on the model is most useful has important implications, given the widespread use of job characteristics theory to guide productivity and satisfaction improvement efforts. Structural equations analysis can yield information to compare competing variations of the job characteristics model, and allow assessment of each interpretation's ability to describe data. Such analyses were performed on data collected by survey from 208 white-collar government employees. Findings indicate that a single-factor model, with that factor interpretable either as common method variance or generalized affect, explains these data at least as well as any traditional variation on job characteristics theory. The results are discussed in terms of further research on job characteristics, satisfaction, and performance.     

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high‐quality supervisor–employee relationships. A full cross‐lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.