Effects of parental job insecurity and parenting behaviors on youth’s self-efficacy and work attitudes

Drawing on the spillover mechanism, the relationships among parental job insecurity, authoritarian parenting behaviors, youth’s self-efficacy, and work attitudes were examined. Specifically, parental job insecurity was hypothesized to be positively associated with (1) authoritarian parenting behaviors, and (2) youth’s perception of parental job insecurity. In turn, we hypothesized that both authoritarian parenting behaviors and youth’s perceptions of parental job insecurity were negatively associated with youth’s self efficacy. Finally, self-efficacy was predicted to be positively associated with youth’s work attitudes. Data were collected from 178 management undergraduates and their parents. Structural equation modeling results suggested that paternal job insecurity was positively associated with authoritarian parenting behaviors while maternal job insecurity was negatively associated with authoritarian parenting behaviors. Additionally, while the relationship between mothers’ authoritarian parenting behaviors and youth’s self-efficacy was supported, the relationship between fathers’ authoritarian parenting behaviors and youth’s self-efficacy was not. Youth’s self efficacy was positively associated with their work attitudes. Implications of the findings are discussed.     

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.     

Genetic influences on core self-evaluations,job satisfaction,and work stress: A behavioral genetics mediated model

In this study we investigated the mediated influence of core self-evaluations (CSE) on employee health problems via job satisfaction and work stress, and the degree to which genetic factors explain these mediated relationships. Based on data obtained from a sample of 594 Swedish twins (114 monozygotic twin pairs and 183 dizygotic twin pairs), conventional path analysis results supported the mediated effects of CSE on employee health via job satisfaction and work stress, after controlling for conscientiousness and extraversion. Behavioral genetic analyses showed significant heritability of all four variables. Moreover, we found that the mediated relationships via job satisfaction and work stress are explained by genetic factors, such that the genetic source of job satisfaction and work stress mediates the genetic influence of CSE on health problems. These results highlight the role played by genetic factors in better understanding the relationships between CSE, work attitudes, and health outcomes.     

Core work evaluation: The viability of a higher-order work attitude construct

A great deal of research examining work attitudes has shown that they are related to important employee behaviors. Most of this research has parsed attitudes into ever more refined assessments of specific features of the work environment. Although this research has yielded valuable insights, for practical, theoretical, and empirical reasons we argue that an examination of a more global evaluative summary of the work environment is needed. In the present study we develop, conceptualize, and provide empirical evidence for a global work attitude construct called Core Work Evaluation (CWE). The conceptual foundation for CWE is drawn from classic and modern theory on attitudes and attitude formation. To test our theoretical assertions we follow recent recommendations for the development of higher order constructs in a series of three empirical studies. The results found that CWE: (1) explains meaningful shared variance across the more specific indicators (job satisfaction, organizational commitment, and work engagement) that is not merely the result of common method variance, (2) is distinguishable from nonevaluative features of the work environment and stable individual differences, and (3) predicts important work-related outcomes above and beyond its constituent indicators. Overall the results provided evidence of the viability of the CWE construct.     

Reciprocal relations among job demands, job control, and social support are moderated by neuroticism: A cross-lagged analysis

This study investigated whether neuroticism moderates the relations among social support (from coworkers and supervisors) and work strain characteristics (i.e. job demands and job control). A full cross-lagged panel analysis was used to test whether social support predicts job demands and control or whether job demands and job control predict support among individuals with high and low neuroticism. Workers (N =  247; 42.1% men) of five occupations filled out questionnaires twice, with a time gap of 1 month. Work characteristics (job demands, job control, and social support) together with age and gender were included in a two-group path model with neuroticism as a moderator. Neuroticism moderated relations between social support and work strain characteristics: among individuals with high neuroticism, high job demands predicted low support from supervisors and low job control predicted low support from supervisors. Among individuals with low neuroticism, high support from supervisors predicted high job control.     

Psychological contract breach and job attitudes: A meta-analysis of age as a moderator

The aim of this study was to examine the influence of age in the relation between psychological contract breach and the development of job attitudes. Based on affective events, social exchange, and lifespan theory, we hypothesized that (1) psychological contract breach would be related negatively to job attitudes, and (2) that age would moderate these relations. The hypotheses were tested by means of a meta-analysis of k = 60 studies, using Weighted Least Squares estimation. Our results supported both hypotheses for the outcomes trust and organizational commitment. However, for job satisfaction the moderating influence of age was in the unexpected direction. The relations between contract breach and trust and organizational commitment were indeed stronger for younger workers, whereas the relation between contract breach and job satisfaction was stronger for older workers. The implications are discussed, and a research agenda is presented.     

Adjusting to job demands: The role of work self-determination and job control in predicting burnout

This study examined the dynamic interplay among job demands, job control, and work self-determination in order to predict burnout dimensions. A three-way interaction effect was found between job demands, job control and work self-determination in predicting each dimension of burnout (emotional exhaustion, depersonalization, and personal accomplishment). Overall, results showed that job control moderates the unhealthy effects of job demands in predicting emotional exhaustion and depersonalization only for employees with high levels of work self-determination. In addition, job control increases the relation between job demands and the sense of personal accomplishment only for employees with high levels of work self-determination. These results are discussed in light of the Job Demand-Control model.     

Source of recruitment and employee attitudes: An analysis of job involvement,organizational commitment,and job satisfaction

This study empirically investigated the relationship between recruiting methods and the work attitudes of job involvement, organizational commitment, and job satisfaction. Multivariate and follow-up univariate analyses showed strong recruitment source effects, with employee referrals emerging as a better source of recruitment than newspaper advertisements. The results of the study are discussed and directions for future research elucidated.     

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.     

A qualitative analysis of attitudes to face transplants: Contrasting views of the general public and medical professionals

While there has been a considerable criticism and debate about face transplantation from ethicists, surgeons and psychologists, little is known about the attitudes of medical professionals and the general public whose support will be necessary if face transplants are to be accepted. This study therefore conducted in-depth, semi-structured interviews with medical professionals (8) and the general public (8) to explore their understanding of and attitudes to face transplants. A thematic analysis was used to analyse these data. Five overarching themes were identified including agreement in principal, caveats and conditions, medical and technical difficulties, function and appearance, and the significance of the human face. The analysis revealed overwhelming support in principle for face transplants, but with important caveats and conditions. Both groups shared clear representations of deserving and undeserving candidates, and concerns about psychological adjustment. The general public sample demonstrated little understanding of medical implications or the consequences of a failed graft, which did concern the medical professionals. Neither group showed a clear understanding of the psychological or social factors required to predict best outcomes and identify suitable candidates. Analyses revealed a stereotypical belief from both groups that the life of a severely disfigured recipient is intolerable without this operation.     

The mediating role of affective commitment in the relation of the feedback environment to work outcomes

The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed.     

Young managers’ drive to thrive: A personal work goal approach to burnout and work engagement

This study approaches young managers’ occupational well-being through their work-related goal pursuit. The main aim was to identify content categories of personal work goals and investigate their associations with background factors, goal appraisals, burnout, and work engagement. The questionnaire data consisted of 747 young Finnish managers (23-35 years; M = 31 years) who were mostly men (85.5%). Seven work-related content categories were found on the basis of qualitative data analysis: (1) competence goals (30.5%), (2) progression goals (23.7%), (3) well-being goals (15.2%), (4) job change goals (13.7%), (5) job security goals (7.4%), (6) organizational goals (5.6%), and (7) financial goals (3.9%). ANCOVA analyses, where goal appraisals and significant background factors were controlled for, indicated that organizational goals were related to low burnout and the highest level of work engagement, whereas well-being and job change goals were related to higher burnout and lower work engagement. The study shows that the contents of young managers’ work-related goals can contribute to the understanding of individual differences in occupational well-being.     

Coping strategies in the workplace: Relationships with attributional style and job satisfaction

This paper examined the relationships between workplace coping strategies, occupational attributional style, and job satisfaction among a sample of 190 nurses employed with a Veterans Affairs Medical Center. As an occupational group, nurses experience high levels of chronic workplace stressors. Participants completed a questionnaire packet containing the Brief COPE, the Minnesota Satisfaction Questionnaire (MSQ)-Short Form, and the Occupational Attributional Styles Questionnaire (OASQ). Results indicated that a positive occupational attributional style was associated with greater use of problem solving/cognitive restructuring coping styles and less use of avoidance coping styles to deal with workplace stress. This pattern of coping strategies was also associated with greater job satisfaction. Further analyses indicated that the relationship between occupational attributional style and job satisfaction was mediated by the use of problem solving/cognitive restructuring, and avoidance coping strategies to deal with workplace stress. Implications for workplace interventions and work adjustment counseling are discussed.     

Socialization and development of the work ethic among adolescents and young adults

Work ethic is part of a broader field of attitudes, identified as cultural conservatism. The results of this longitudinal study—three repeated measurements with 620 adolescents and one of their parents as participants—show that parents' social economic status and educational level are associated with their cultural conservatism, and with the educational level and cultural conservatism of their children. During adolescence, parents effectively transfer their own cultural (non-)conservatism to their children. These socialization factors of adolescent cultural conservatism and adolescent educational level are important determinants of their work ethic. Lower educational level and higher cultural conservatisms of adolescents predict a stronger work ethic. Work ethic is a stable type of attitude, with work ethic at a younger age strongly predicting work ethic at a later age.     

Affective and cognitive predictors of affective response to exercise: Examining unique and overlapping variance

ObjectivesAffective response to exercise has been suggested as an important factor in determining regular exercise. However, it is unclear the extent to which anticipatory affect factors (affective attitudes, implicit associations, and affective associations), anticipated affect factors (anticipated regret, anticipated pride), and cognitive factors (self-efficacy, intentions) explain overlapping or unique variance in affective response to exercise.DesignWe systematically examined the extent to which these various affective and cognitive factors relevant to exercise predict affective response, and determined the extent to which these factors account for unique or overlapping variance in affective response.MethodHealthy young adults (N = 69) completed measures of affective attitudes, affective associations, implicit associations, anticipated affect, self-efficacy, and exercise intentions. Participants then exercised for 20-min at moderate intensity on a treadmill, during and after which they reported their affective response. Using variables that were independent predictors, we conducted multivariate analyses to determine which factors account for unique variance in affective response to exercise.ResultsIn three of four multivariate models, both anticipated and anticipatory affect variables explained unique variance in affective response during exercise. Only anticipatory affect variables accounted for unique variance in affective response immediately post-exercise. Finally, the association between exercise self-efficacy and affective response during-exercise was rendered non-significant after controlling for affective factors in all three multivariate models.ConclusionsThe unique associations between affective response to exercise and affective, but not cognitive, factors elucidate key predictors of affective response during- and post-exercise.     

Exploring the path through which career adaptability increases job satisfaction and lowers job stress: The role of affect

The construct of career adaptability, or the ability to successfully manage one's career development and challenges, predicts several important outcomes; however, little is known about the mechanisms contributing to its positive effects. The present study investigated the impact of career adaptability on job satisfaction and work stress, as mediated by individuals' affective states. Using a representative sample of 1671 individuals employed in Switzerland we hypothesized that, over time, career adaptability amplifies job satisfaction and attenuates work stress, through higher positive affect and lower negative affect, respectively. The data resulted from the first three waves of a longitudinal project on professional paths conducted in Switzerland. For each wave, participants completed a survey. Results of the 3-wave cross-lagged longitudinal model show that employees with higher career adaptability at Time 1 indeed experienced at Time 3 higher job satisfaction and lower work stress than those with lower career adaptability. The effect of career adaptability on job satisfaction and work stress was accounted for by negative affect: Individuals higher on career adaptability experienced less negative affect, which led to lower levels of stress and higher levels of job satisfaction, beyond previous levels of job satisfaction and work stress. Overall results support the conception of career adaptability as a self-regulatory resource that may promote a virtuous cycle in which individuals' evaluations of their resources to cope with the environment (i.e., career adaptability) shape their affective states, which in turn influence the evaluations of their job.     

On the relations among work value orientations,psychological need satisfaction and job outcomes: A self‐determination theory approach

Using self‐determination theory, two studies found that holding an extrinsic, relative to an intrinsic, work value orientation was associated with less positive outcomes (i.e. less satisfaction with, dedication to and vitality while on the job) and more negative outcomes (i.e. higher emotional exhaustion, short‐lived satisfaction after successful goal‐attainment, and turn‐over intention). These relations were not limited to job outcomes, but also emerged using indicators of employees' general mental health. Moreover, income level did not moderate these relations. Study 2 found that holding an extrinsic, relative to an intrinsic, work value orientation was detrimental to employees' job outcomes because these orientations thwarted the satisfaction of the basic psychological needs for autonomy, competence and relatedness at work.     

A conditional approach to dispositional constructs: the local predictability of social behavior

A conditional approach to dispositions is developed in which dispositional constructs are viewed as clusters of if-then propositions. These propositions summarize contingencies between categories of conditions and categories of behavior rather than generalized response tendencies. A fundamental unit for investigating dispositions is therefore the conditional frequency of acts that are central to a given behavior category in circumscribed situations, not the overall frequency of behaviors. In an empirical application of the model, we examine how people's dispositional judgments are linked to extensive observations of targets' behavior in a range of natural social situations. We identify categories of these social situations in which targets' behavior may be best predicted from observers' dispositional judgements, focusing on the domains of aggression and withdrawal. One such category consists of subjectively demanding or stressful situations that tax people's performance competencies. As expected, children judged to be aggressive or withdrawn were variable across situations in dispositionally relevant behaviors, but they diverged into relatively predictable aggressive and withdrawn actions in situations that required the social, self-regulatory, and cognitive competencies they lacked. Implications of the conditional approach for personality assessment and person perception research are considered.     

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.