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.     

Salesperson brand attachment: a job demands-resources theory perspective

Sales researchers have largely ignored the idea that salespeople form attachments to the brands that they sell, and that these attachments hold important consequences for sales outcomes. Drawing on job demands-resources theory, the authors suggest that salesperson brand attachment (SBA) serves as a unique psychological resource for salespeople. Using data from 154 salespeople from the beverage industry, they provide evidence that SBA increases selling effort toward the brand, and ultimately job satisfaction. In addition, they show that salesperson's brand attachment acts as a buffer against perceived job demands, including job codification and hierarchy of authority. In general, results support the job demands-resources framework and confirm that SBA is a resource that may be leveraged to offset job demands, under certain situations.     

The Relative Strength of Job Attitudes and Job Embeddedness in Predicting Turnover in a U.S. Military Academy

This longitudinal study explored the relative strength of job satisfaction, components of organizational commitment, dimensions of job embeddedness and person–organization fit as predictors of voluntary turnover at the U.S. Air Force Academy. Using survey data from 643 first- and second-year cadets, we found that job satisfaction, affective commitment, on-the-job embeddedness, and person–organization fit were significantly negatively related to turnover. Based on relative weights analysis, we found the most powerful predictor of cadet turnover was person–organization fit, which has important implications for military leaders.     

The Moderating Effect of Self-efficacy on Job Insecurity and Organisational Commitment Among Nigerian Public Servants

The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed.     

Contribution of parents' adult attachment and separation attitudes to parent‐adolescent conflict resolution

This study examined the contribution to parent‐adolescent conflict resolution of parental adult attachment styles and attitudes toward adolescent separation. Questionnaires were completed by 295 couples with early to late adolescent children. Structural equation models were used to test self and partner influences on conflict resolution for three attachment orientations: confidence (model A), anxiety (model B) and avoidance (model C). Model A showed self influences between parents' confidence orientation and negotiation and also via positive attitudes towards separation. Also, the fathers' use of negotiation was facilitated by the mothers' confidence orientation and vice versa, indicating partner influences as well. Model B showed self influences between parents' anxiety orientation and the use of dominance and withdrawal and also via negative attitudes towards separation. Model C showed self influences between parents' avoidance orientation and dominance and withdrawal, and a partner influence between fathers' avoidance and mothers' use of dominance. The results indicated that the parents' adult attachment system and the parenting system were related in the area of conflict resolution, and that self influences were stronger than partner influences.     

The Role of Attachment and Stigma in the Relationship Between Stress and Attitudes Toward Counseling in South Korea

Using structural equation modeling, the authors investigated the mediators between stress and attitudes toward seeking professional help among 298 undergraduate students in South Korea. Results indicated that attachment styles (avoidance and anxiety) and stigma (public and self‐stigma) mediated the relationship between stress and attitudes toward seeking help. Furthermore, public and self‐stigma had different paths depending on attachment styles related to help seeking. Regarding previous counseling experience, differences in the relationships between stress, attachment styles, stigma, and attitudes toward seeking help were evident.     

The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention

This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research.     

The relationship among the transtheoretical model of behavioral change,psychological distress,and diet attitudes in obesity: Implications for primary care intervention

Obesity is prevalent but undertreated in primary care. Family practice volunteer outpatients (N=454) were administered the Stage of Change for Weight (URICA), the Brief Symptom Inventory (BSI), and the Diet Readiness Test (DRT) to assess the relationship between these variables and obesity. The body mass index (BMI) was used to classify obesity revealing 197 patients with elevated BMI's. There was no significant difference between the obese and the nonobese on any of the psychological measures. The obese reported significantly more difficulty setting diet goals and less control over their eating, ate more to emotional situations, and exercised less than the nonobese. The obese sample (46.7%) reported being in the Action stage of change for weight management. Implications for intervention in primary care include targeting attitudes (DRT) and dispelling physician attitudes that obese individuals have increased levels of psychological distress. Addressing Stage of Change for weight management can facilitate tailoring the appropriate intervention when used in concert with the DRT variables.     

职业胜任力在工作要求-资源模型中的调节和中介作用

采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。     

Environmental attitudes in China: The roles of the Dark Triad,future orientation and place attachment

Given the current environmental situation and social change in China, we explored the relationships between the Dark Triad traits (Machiavellianism, narcissism and psychopathy) and environmental attitudes (beliefs regarding environmentally related issues), and the mediating roles of future orientation (the tendency to plan for meeting long‐term objectives) and place attachment (the emotional connection with the place of residence) in these relationships. Using a national sample from all 31 provinces of mainland China (N = 998), we found that the psychometric structure of the Dark Triad was well confirmed under Chinese culture. The Dark Triad as a whole was negatively related to environmental attitudes, but narcissism was not significantly associated with environmental attitudes when the three Dark Triad traits were considered as the predictors simultaneously. Future orientation and place attachment mediated the association between the Dark Triad and environmental attitudes. These findings enrich our understanding of the relevant variables of environmental attitudes and provide references for China's government and other developing countries to improve environmental issues. The uniqueness of narcissism could expand the understanding of the commonality and diversity among the Dark Triad traits, and an efficient tool of the Dark Triad was provided under Chinese culture.     

Job demands and psychological well-being: Moderating role of occupational self-efficacy and job social support among mid-career academics

The study investigated the moderating role of occupational self-efficacy and job social support on the relationship between job demands and psychological well-being among mid-career academics. Participants were 203 academics at three public Nigerian universities (female = 37.93%; mean years of service = 8.58 years, SD = 2.20). The academics completed measures of job demands, occupational self-efficacy, job social support, and psychological well-being. Moderated regression analysis of the data suggested only occupational self-efficacy to moderate the relationship between work demands and psychological well-being. Findings underpin the buffering effects of work self-efficacy in employee psychological well-being with high job demands.     

Job Satisfaction as a Mediator of the Relationship Between Job Stressors and Affective, Continuance, and Normative Commitment: A Path Analytical Approach

This article investigates the potential mediating role of job satisfaction between job stressors—namely, role overload-quantitative, role overload-qualitative, and lack of career development—as sources of stress on the one hand, and various facets of organizational commitment—namely, affective, continuance, and normative—on the other hand. A sample of 361 employees in a number of organizations in the United Arab Emirates (UAE) was used. Path analysis revealed that role overload-quantitative directly and negatively influences both job satisfaction and affective commitment and that lack of career development as a source of stress directly and negatively influences job satisfaction. Findings also suggest that job satisfaction mediates the influences of role overload-quantitative on various facets of organizational commitment. Implications, future lines of research, and limitations are discussed.     

员工工作压力感问卷的初步编制

通过访谈和文献阅读,编制中国员工工作压力感问卷,为企业提供简便的了解员工压力的工具。在两家企业中的293名员工中进行问卷调查,同时要求被试完成工作压力调查问卷、职业紧张量表和自我效能测验。结果表明,有16个项目符合测量学要求;问卷的内部一致性信度α系数为0.8260;问卷有较好的效标关联效度,员工工作压力感得分与工作压力调查问卷和职业紧张量表得分呈显著正相关,与自我效能分数呈显著负相关;探索性因素分析显示问卷包含三个主要因子。     

Gender differences in psychological morbidity,burnout, job stress and job satisfaction among Chinese neurologists: a national cross-sectional study

Women are an important part of the medical workforce, yet little is known about gender differences in psychological morbidity, burnout, job stress and job satisfaction among neurologists. This study assessed gender differences in a large national sample of Chinese neurologists. Multivariate analyses were performed to examine associations. A total of 5558 neurologists were included in the analysis. Compared with their male counterparts, female neurologists were generally younger; were less likely to be married or to have children; had higher levels of education; were in practice for a shorter period of time; were less likely to hold senior roles; and had lower incomes. Male and female neurologists worked similar hours and spent a similar number of nights on call. No gender differences were found in psychological morbidity, burnout, and high levels of job stress for female and male, respectively. Women had higher emotional exhaustion scores, while men were more likely to have low levels of job satisfaction. The multivariate analysis showed that factors independently associated with psychological morbidity, burnout, high levels of job stress and low levels of job satisfaction were generally similar for women and men. These findings increase our understanding of gender differences in psychological morbidity, burnout, job stress, and job satisfaction among neurologists. As more women join the medical profession, these differences may be useful in designing medical training and practice.     

个体依恋特征的二重性：特质性依恋与状态性依恋

传统依恋理论认为个体依恋心理和行为模式具有相对稳定性, 但无论在信息加工还是个体发展过程中, 个体依恋模式均表现出二重性, 即既具有相对稳定性, 又具有情境敏感性。个体在情境中所表现出的依恋模式是个体相对稳定的特质性依恋和情境特征相互作用的结果。依恋启动研究中特质性依恋特征与依恋启动效应之间的交互作用模式为理解依恋二重特征及其关系提供了窗口。依恋系统激活的两阶段模型为整合和解释这些相互作用模式提供了框架。未来研究应优化依恋二重特征关系研究中启动效应的操作检验, 考虑依恋焦虑和回避维度的交互作用, 关注高焦虑群体内的依恋差异, 以理析依恋二重特征之间的相互作用方式, 同时关注依恋策略影响依恋启动效应的时间进程, 探究依恋二重特征相互作用的机制。     

The relationship between attitudes toward suicide and willingness to pay for suicide prevention: a cross-sectional study in Japan

There are gaps in our knowledge of the role attitudes toward suicide play in determining people’s willingness to participate (WTP) for suicide prevention. We conducted a large nationwide cross-sectional study with the aim of clarifying the relationship between WTP for reducing suicide risk and attitudes toward suicide. Ordinal logistic regression analyses (n = 1771) showed that there were significant associations of WTP for suicide prevention with ‘Suicide as a right’ (β = ?.15, 95% CI: ?.25 to ?.04, p = .006), ‘Preventability/readiness to help’ (β = .81, 95% CI: .69–.94, p < .001) and ‘Common occurrence’ (β = .32, 95% CI: .19–.46, p < .001). ‘Incomprehensibility/unpredictability’ did not show an association with WTP. Taxpayer acceptance for suicide prevention is more likely to be achieved through provision of information that increases endorsement of ‘preventability/readiness to help’ and ‘common occurrence’ factors, and decreases ‘suicide as a right’ scores.     

Impact of acceptance and commitment therapy versus education on stigma toward people with psychological disorders

Acceptance and commitment therapy (ACT) has previously been shown to alter stigmatizing attitudes and to be relatively useful for psychologically inflexible participants. The present study is the first to bring those two findings together by comparing ACT to an education intervention for reducing stigma toward people with psychological disorders, and examining whether results differ for psychologically inflexible versus flexible individuals. A sample of college students (N =95) was randomly assigned to a 2(1)2h ACT or educational workshop. Measures were taken before and after the workshop and at a 1-month follow-up. ACT reduced mental health stigma significantly regardless of participants' pre-treatment levels of psychological flexibility, but education reduced stigma only among participants who were relatively flexible and non-avoidant to begin with. Acceptance could be an important avenue of exploration for stigma researchers.     

工作压力对中小学教师职业倦怠的影响：情绪劳动和工作满意度的链式中介作用

为探讨中小学教师的工作压力对职业倦怠的影响机制,采用中小学教师职业压力问卷、教师情绪劳动量表、工作满意度量表、教师职业倦怠量表对中小学教师进行调查,共回收有效问卷362份。结果发现,工作压力可以直接影响职业倦怠,也可以通过情绪劳动和工作满意度的链式中介作用影响职业倦怠。本研究揭示了中小学教师工作压力与职业倦怠的关系及其内在机制,研究结果扩展了资源保存理论和工作需求-资源模型,为中小学教师保持良好的工作状态提供了理论参考。     

影响员工工作投入的组织相关因素研究

以361名企事业员工为被试,采用问卷法和结构方程建模分析方法探讨了组织公平、角色压力、组织支持感和组织承诺对工作投入的影响及其途径。结果表明:角色压力、组织公平与组织支持感均对工作投入和组织承诺有较好的预测效力。经检验,组织公平和组织支持感对工作投入产生显著的间接影响,组织承诺则主要表现为直接影响;而角色压力对于工作投入既有直接影响,又存在间接影响。     

Justice and employee attitudes during organizational change: The mediating role of overall justice

IntroductionSeveral studies have investigated the mediating role of overall justice (OJ) in the relationships between specific dimensions of justice and employee attitudes. However, prior research has neglected to examine OJ during the process of organizational change, as suggested in fairness heuristic theory (FHT).ObjectiveThis study aims to replicate the results of previous studies and expand them by examining, in two contexts of organizational change implementation, the mediating role of OJ in the relationships between procedural, interpersonal, and informational justice (PJ, ITJ, and IFJ, respectively) and employee attitudes (job satisfaction, turnover intentions, and organizational commitment).MethodologyWe surveyed 537 employees experiencing a company reorganization (Study 1) and 188 employees experiencing a merger (Study 2).ResultsEach dimension of justice is related to OJ, which in turn is associated to employee attitudes. Furthermore, bootstrap results indicated that OJ mediates the effects of PJ, ITJ, and IFJ on job satisfaction and turnover intentions (in both studies), and on affective, normative, and continuance commitment (in Study 2).ConclusionOur findings show the importance of fairness during organizational change. Treating employees fairly in times of change is crucial for managers.