Job Attitudes Research Articles

A Mediating Effect of Intention on the Relationship between Attitude, Subjective Norm, and Perceived Behavioural Control and the Turnover Intention Actual Usage among the SME Service Sectors Employees in Beijing, China

This study explores the mediating role of intention in the relationship between attitude, subjective norm, and perceived behavioral control on turnover intention and actual turnover behavior among employees in the SME service sector in Beijing, China. Drawing on the Theory of Planned Behavior (TPB), we hypothesize that employee attitudes towards their job, the influence of subjective norms, and their perceived control over leaving their job collectively influence their turnover intentions, which in turn affect their actual turnover behavior. Data were collected through a structured questionnaire administered to a sample of SME service sector employees in Beijing. Structural equation modeling (SEM) was employed to test the proposed hypotheses and the mediating effect of intention. The findings reveal that intention significantly mediates the relationship between the three TPB components (attitude, subjective norm, and perceived behavioral control) and turnover behavior. Specifically, employees with negative job attitudes, high subjective norms favoring turnover, and high perceived control over leaving are more likely to form strong turnover intentions, which subsequently lead to actual turnover. These results offer valuable insights for SME management in Beijing on the importance of addressing employee attitudes, norms, and perceived control to mitigate turnover rates. The study contributes to the broader literature on employee turnover by highlighting the critical mediating role of intention and providing a nuanced understanding of the TPB in the context of SME service sectors in China.

The psychometric properties of the Utrecht Work Engagement Scale on a Zimbabwean population

Orientation: Work engagement has been found to be related to positive job attitudes such as job involvement, job satisfaction, organisational commitment, and low turnover intention.Research purpose: The primary goal of this study was to test the psychometric properties of the Utrecht Work Engagement Scale (UWES) on a Zimbabwean sample.Motivation for the study: The UWES is a widely used measure of work engagement. Therefore, there is a need to assess the reliability and construct validity of the UWES in a Zimbabwean sample owing to the paucity of studies on its psychometric properties in this setting.Research approach/design and method: A cross-sectional survey research design was employed (N = 304). A non-probability sample of 304 participants from selected security organisations was studied. The UWES was used to measure work engagement, and its reliability was evaluated using SPSS. Construct validity was assessed through confirmatory factor analysis (CFA) using LISREL.Main findings: Moderately high levels of reliability were found for the UWES subscales. A poor model fit with the data was found for first-order measurement models through CFA.Practical/managerial implications: The UWES demonstrated a reasonable fit for the 9-item scale CFA model tested in this study. Moderately high reliability coefficients were recorded for all the subscales of the UWES.Contribution/value-add: The study promotes the use of reliable and valid instruments in Zimbabwe by confirming the psychometric properties of the UWES.

Travel nurse work experiences: A comparison of staff and travel nurses' burnout and job attitudes.

Travel nurse work experiences: A comparison of staff and travel nurses' burnout and job attitudes.

Travel nurse work experiences: A comparison of staff and travel nurses' burnout and job attitudes.

Travel nurse work experiences: A comparison of staff and travel nurses' burnout and job attitudes.

THE EFFECT OF JOB ATTITUDES ON EMPLOYEES' KNOWLEDGE SHARING BEHAVIOR IN TELECOMMUNICATION SECTOR OF PAKISTAN

The knowledge sharing behavior has received great attention in business world because of high critical role in improving organizational efficiency. The relationship between job attitudes and employees' knowledge sharing behavior is a significant area of research in organizational psychology and human resource management. The job attitudes, such as job satisfactions and organizational commitment, can influence employees' willingness to share knowledge with their colleagues. This study empirically investigates the relationship between job attitudes (i.e., organizational commitment, job involvement, and job satisfaction) and information sharing actions using a statistical procedure based on survey of 226 Mobilink telecommunication private limited employees from Pakistan's Hazara Division, KP, Pakistan. The findings showed that knowledge sharing behavior is linked with work satisfaction, organizational engagement and job participation positively. The study offered some recommendations that how managers can improve the knowledge sharing behavior in their organizations by considering the dynamic issues.

A person-environment fit approach to environmental sustainability in the workplace

In times of multiple environmental crises, considering environmental sustainability in the context of work and organizations is imperative. Although research suggests that environmental sustainability may offer benefits for organizations, the implications of environmental sustainability for employees’ job attitudes have been largely overlooked. Drawing on person-environment (P-E) fit theory, we examine the role of environmental employee characteristics and corresponding environmental work characteristics in shaping job attitudes, including job satisfaction, organizational commitment, and turnover intentions. We introduce environmental self-efficacy and values as environmental employee characteristics and environmental job demands, job autonomy, coworker support, supervisor support, and organizational climate as environmental work characteristics. In addition to analyzing direct effects of the interactions between environmental employee characteristics and environmental work characteristics on job attitudes, we also examine indirect relationships via five types of perceived environmental P-E fit (i.e., environmental demands-abilities, needs-supplies, person-team, person-supervisor, and person-organization fit). A sample of 2265 employees in Germany participated in a three-wave panel study across two months. Results of structural equation modeling showed that interactions between environmental employee characteristics and environmental work characteristics were significantly related to job attitudes. Specifically, combinations of high levels of environmental employee characteristics and corresponding environmental work characteristics were associated with higher job satisfaction, higher organizational commitment, and lower turnover intentions. These associations were partly mediated by perceived environmental P-E fit. The findings suggest that organizations should maximize environmental P-E fit to foster favorable job attitudes of those employees motivated to, and capable of, protecting the environment.

The Impact of Involvement in Whole Health System for Veterans or Participating in It for Oneself on Job Attitudes in VA Employees.

The aim of the study is to examine how involvement in the Whole Health System of care, clinically and personally (through employee-focused activities), would affect employee satisfaction, engagement, burnout, and turnover intent in the Veterans Health Administration. Multivariate logistic regression analysis of cross-sectional survey from Veterans Health Administration employees was used to determine the influence of Whole Health System involvement and Employee Whole Health participation on job attitudes. Whole Health System involvement was associated higher job satisfaction, higher levels of engagement, lower burnout, and lower turnover intent. A similar pattern of results was identified when looking specifically at Employee Whole Health participation and associated job attitudes. Employees who are either directly involved in delivering Whole Health services to veterans or who have participated in Whole Health programming for their own benefit may experience a meaningful positive impact on their well-being and how they experience the workplace.

Revisiting the relationships between leadership and job satisfaction

AbstractMost studies in management and leadership argue that employees' job satisfaction is higher when they have a competent leader who provides social support and expects high performance. However, based on research on job attitudes, we could also draw very different conclusions, such that employees observe and judge their leaders from different attitudinal viewpoints, depending on whether they are satisfied or dissatisfied with their jobs. This study explicitly investigates whether job satisfaction functions as an antecedent or an outcome of employees' experiences of leader behavior. Utilizing a cross‐lagged panel design with two data‐collection points, we analyzed a sample of 638 individuals working across 34 organizations in Finland. Our findings underscore that the positive associations between employees' job satisfaction and favorable perceptions of leaders' behavior are primarily driven by job satisfaction itself. In light of these results, we introduce the “Job Attitude–Interpretation Model of Leader Perceptions,” offering valuable insights into how job satisfaction acts as an attitudinal lens that biases employees' evaluative judgments about their leaders.

The influence of distributive justice on job attitudes and life satisfaction of hotel workers

This study uses the social exchange and spillover theories to examine the interrelationships between distributive justice, work attitudes, and life satisfaction of hotel employees in Accra, Ghana. Paper-and-pencil questionnaires were used to collect data from 321 respondents after which descriptive statistics and partial least square structural equation modelling were used to analyse the data. Distributive justice and work attitudes were positively related to the life satisfaction levels of hotel employees. This study adds to the scant literature on how workplace goings-on spillover to affect the life satisfaction of hotel workers. Theoretical and practical implications of the results are discussed.

A Mediating Effect of Job Attitudes on the Relationship between Corporate Social Responsibility and Service Innovation among Hotel Industry in Beijing

This paper investigates the mediating role of job attitudes in the relationship between corporate social responsibility (CSR) and service innovation within the hotel industry in Beijing, China. Drawing upon Social Exchange Theory and previous research on CSR, job attitudes, and innovation, the study aims to explore how CSR initiatives influence employees' job attitudes, such as job satisfaction, organizational commitment, and perceived organizational support, and subsequently impact service innovation outcomes. The research employs a mixed-method approach, combining quantitative surveys and qualitative interviews with hotel employees and managers to gather comprehensive insights into the underlying mechanisms driving the relationship between CSR, job attitudes, and service innovation. Quantitative data analysis will involve structural equation modeling to examine the direct and indirect effects of CSR on service innovation through job attitudes. Qualitative analysis will provide deeper contextual understanding and identify specific mechanisms and factors influencing the mediation process. The findings of this study are expected to contribute to both theoretical understanding and practical implications for hotel managers and policymakers seeking to leverage CSR initiatives to foster a culture of innovation and enhance competitiveness in the dynamic hospitality industry in Beijing, China.

공공 통합사례관리사의 직무 경험에 관한 내러티브 탐구

The purpose of this study is to explore in-depth the meaning of the job experience of public integrated case managers. To this end, the understanding and meaning of job experience for public integrated case managers were studied using a narrative inquiry method. The subject of this study was one of the public integrated case managers who retired at the retirement age, and an in-depth interview was conducted using a semi-structured questionnaire. As a result of analyzing the job experience of the study participants in public integrated case management, it was found to be four areas: 'starting and overcoming unfamiliar fears in confusion', ' accompanying people in crisis', 'living as an effective public integrated case manager', and 'serving daily care after that'. As a result of this study, first, confusion and unfamiliar fear in the early days were overcome with internal and external strengths and job enthusiasm. Second, we overcame job burnout by expressing achievement-oriented job attitude and positive coping resources. Third, being recognized for his expertise as a competent public integrated case manager became a catalyst for self-realization by enhancing self-efficacy. Fourth, the experience of living as a public integrated case manager is leading everyday life to care with a receptive attitude and insight. Policy and practical suggestions were made for this.

Job Insecurity during the COVID-19 Pandemic, Teachers’ Psychological Wellbeing, and Job Attitudes: Organizational Compassion as a Buffer

Job Insecurity during the COVID-19 Pandemic, Teachers’ Psychological Wellbeing, and Job Attitudes: Organizational Compassion as a Buffer

Teacher-leaders’ personality traits of extraversion, conscientiousness, and openness to experience and transformational leadership: The implications for collective teachers efficacy

The significant role of teacher-leaders has been acknowledged in educational studies throughout the globe. However, few studies have focused on the effect of teacher-leaders’ leadership on their teachers' job attitudes. This study, grounded in social cognitive theory, explores the mediating role of teacher-leaders' transformational leadership on the link between teacher-leaders’ personality traits of extraversion, conscientiousness, and openness to experience, and collective teacher efficacy. The results of Structural Equation Modeling from a sample of 103 teacher-leaders and 506 teachers, indicated that transformational leadership fully mediated the relationship between teacher-leaders’ personality traits and collective teacher efficacy. Theoretical and practical implications are discussed.

Exploring the Mediating Role of Self-Directed Learning Behaviours in the Relationship Between Work-Family Conflict and Job Satisfaction, with Direct Influence of Organizational Commitment

Balancing work and family demands presents challenges for employee well-being and job performance. Continuous skill development is also crucial for career success in today's changing workplace. However, few research studies have looked into the role of self-directed learning behaviour (SDLB) in managing work-family conflict (WFC). The current study aimed to investigate the relations between WFC, job satisfaction (JS), organizational commitment (OC) and SDLB and whether SDLB mediates the relation between WFC and JS. A sample of 157 employed adults aged 18-65 years completed self-report measures of WFC, JS, SDLB, OC and demographic variables. SEM analysis was performed to examine the proposed relationships. Results showcased a significant direct negative effect of WFC on JS (β = -0.438, p < 0.001) but no indirect effect through SDLB (β = -0.012, p > 0.05). Moderated mediation analyses were also performed with gender as a moderator which revealed no significant conditional indirect effects. The findings suggest WFC directly impacts employees' job attitudes, but SDLB may not buffer these effects as hypothesized. Implications and limitations are discussed. The study's findings carry significant implications for organizations striving to enhance employee performance and well-being amidst evolving workforce trends.

A schematic analysis of the interrelationship between Job Attitude and Organisational Commitment

A schematic analysis of the interrelationship between Job Attitude and Organisational Commitment

A schematic analysis of the interrelationship between job attitude and organisational commitment

A schematic analysis of the interrelationship between job attitude and organisational commitment

Perceived Overqualification and Job Attitudes of Public Servants

Perceived Overqualification and Job Attitudes of Public Servants

Assessing the mediating role of employee reciprocity in the link between organisational citizenship behaviour and key job attitudes

Assessing the mediating role of employee reciprocity in the link between organisational citizenship behaviour and key job attitudes

Effects of Organizational Communication Satisfaction on Job Attitudes of Employees of Educational Institutions

Effects of Organizational Communication Satisfaction on Job Attitudes of Employees of Educational Institutions

상사의 윤리적 리더십이 구성원의 조직몰입 및 직무성과에 미치는 영향

This study was conducted to contribute to the establishment of correct ethical leadership by identifying the influence relationship between variables in the process where the ethical leadership of superiors as perceived by organizational members of a hotel company leads to organizational commitment and job performance through building organizational culture. To achieve the research purpose, 210 questionnaires were distributed to hotel employees working at 5-star hotels in Busan from September 1, 2023 to September 15, 2023, and actual analysis was conducted using the final 206 samples. For statistical analysis, IBM SPSS Ver. The 23.0 program was utilized, and the research results are as follows. First, the sub-factors that make up the superior's ethical leadership, Normative Behavior, Communication, Fairness, and Integrity, were found to have a significant positive influence on employees' organizational commitment. Second, members' organizational commitment was found to have a significant positive (+) effect on job performance. Third, the sub-factors that make up the supervisor's ethical leadership, Normative Behavior, Communication, and Integrity, were found to have a significant positive (+) effect on job performance. In the end, it can be seen that in hotel companies, if superiors adhere to organizational norms and perform normative actions such as presenting work standards, it has a positive effect on employees' job attitudes and performance. At the same time, the supervisor's sincerity and fairness, interest in organizational members, and principle-based decision-making will stimulate members' motivation for work, thereby increasing job immersion and job performance.