Job Attitudes Research Articles

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.

사법부 경호보안 담당 공무원의 감정노동이 직무태도에 미치는 영향

The purpose of the study is to investigate the effect of emotional labor of public officials in charge of security and security at the judiciary on job attitudes. A total of 336 final study subjects conducted a survey of 20 research variables using the self-evaluation entry method. Exploratory factor analysis, reliability analysis, frequency analysis, correlation analysis, independent t-test, one-way variance analysis, and multiple regression analysis were conducted as research analysis methods.
 Depending on the results of the study, conclusions can be presented as follows. First of all, it can be interpreted that the difference in superficial behavior depending on age, education, work experience, and salary is due to the difference in knowledge and information ownership about the job and the difference in response and response based on experience. However, it is analyzed that the perception of emotional labor of public officials in charge of security and security at the judiciary shows no structural difference in job attitude depending on the demographic group classification, and the problem of emotional labor is recognized as a common problem for all members. Changes and improvements in the work environment due to emotional labor do not need to be made according to a specific sociological classification, and welfare and benefits for workers who feel tired by emotional labor need to be strengthened in general. In addition, job satisfaction represents the emotional state of the affectionate response that occurs when evaluating the job, so it may have a high relationship with inner behavior. Accordingly, it is judged that the individual employee's mood or emotional control is directly related to job satisfaction.
 The implications of this study are that the duties of public officials in charge of security and security at the judiciary fall within the category of emotional labor, which can environmentally cause or function as a medium among stakeholders and various job groups. Therefore, efforts will be needed to improve the negative perception of emotional labor of public officials in charge of security and security at the judiciary.

Relationship between Job Attitude and Promotions: Basis for Career Advancement

Relationship between Job Attitude and Promotions: Basis for Career Advancement

THE RELATIONSHIP OF HEAD NURSING LEADERSHIP BASED EMOTIONAL INTELLIGENCE WITH NURSE BURNOUT : LITERATURE REVIEW

Introduction : Hospitals are a form of complex organization that provides services both internally and externally. Burnout is a major problem in the health workforce sector. Individuals who have high emotional intelligence tend not to experience anxiety, which will then reduce the risk of burnout Objectives : The aim was to determine the relationship between emotional intelligence-based head nursing leadership and nurse burnout. Method : This is a systematic review of quantitative study published where the aim was to determine the relationship between emotional intelligence-based head nursing leadership and nurse burnout. The articles were searched for using the PRISMA approach from within Scopus, Web of Sciences, PubMed, Proquest, and CINAHL to identify the relevant English publications on correlation between emotional intelligence-based head nursing leadership and nurse burnout over the last 5 years (2019-2023). In total, 15 studies met the inclusion criteria. Result : Based on the 15 articles found, burnout is a problem that must be resolved, burnout is influenced by situational factors (job characteristics, occupational characteristics, organizational characteristics) and individual factors (demographic characteristics, personality characteristics, and job attitude characteristics). Emotional intelligence has been proven to have various positive influences on nurses behavior. Several articles discussed in this literature review show that aspects of leadership and emotional intelligence have an influence on nurse burnout. Conclusion : There is a correlation between emotional intelligence-based head of nursing leadership and nurse burnout.

The impact of organizational politics on work engagement-the mediating role of the doctrine of the mean.

Events Theory posits that the perception of organizational politics affects job attitudes. The purpose of this study was to answer the question: does organizational politics have a similar impact on Chinese individuals who adhere to the doctrine of the mean? We collected survey data from 3,059 library personnel in 36 Chinese university libraries and conducted analysis using the Analytic Hierarchy Process. The results showed that the perception of organizational politics reduces employee work engagement. However, this impact exhibits heterogeneity. For newly recruited employees and employees aged 50 and above who are nearing retirement, the impact of organizational politics on work engagement is relatively small. Conversely, for employees aged 30-50, organizational politics has a significant negative impact. Furthermore, the doctrine of the mean moderates the impact of organizational politics on work engagement, mitigating its negative effects. The conclusions offer new insights into enhancing employee work motivation. The library should take more measures to safeguard employee rights to enhance work motivation.

The Effects of Race to the Top on Teacher Qualifications, Work Environments, and Job Attitudes

We estimate the effects of Race to the Top (RTTT) on teacher qualifications, work environments, and job attitudes. Drawing on the Schools and Staffing Survey and the National Teacher and Principal Survey, we create a nationally representative data set of public school teachers from 1988 to 2018. We adopt an event study difference-in-differences research design to estimate the dynamic effect of RTTT on several teacher outcomes. We find evidence that, following RTTT, teachers were more worried about job security relative to prereform years. We find smaller and less consistent evidence of a relationship between RTTT and decreased teacher certification levels and increased levels of cooperation with colleagues.

Every action has a reaction: A model of coworker reactions to sexual minority employees' identity disclosure

AbstractThe current study examines the predictors and consequences of the ways coworkers react following sexual identity disclosure. We propose that employees may experience different reactions following disclosure depending on their social and sexual identities and that such reactions will impact their job attitudes, well‐being, and subsequent identity concealment. Data were collected from 308 lesbian, gay, bisexual, and pansexual employees using a two‐wave field survey design. Results for the predictors of coworker reactions indicate that employees who identified as Black, transgender/genderqueer, or bisexual/pansexual reported they experienced more unsupportive reactions from their coworkers following the disclosure of their sexual identity as compared to White, cisgender, and gay/lesbian employees. Supplemental analyses further indicate that Black bisexual/pansexual employees experienced the least positive reactions from coworkers as compared to the other referent groups. Results examining the outcomes of coworker reactions demonstrate that positive disclosure reactions are associated with decreased job satisfaction and increased turnover intentions, emotional exhaustion, and subsequent identity concealment, whereas negative disclosure reactions are associated with increased depressive symptoms and emotional exhaustion. Findings demonstrate a need to expand on conceptual and empirical work on identity disclosure to consider coworker reactions and underscore that the disclosure experiences of sexual minority employees are not uniform.

Eyes on incivility in surgical teams: Teamwork, well-being, and an intervention.

Incivility in surgery is prevalent and negatively impacts effectiveness and staff well-being. The purpose of this study was to a) examine relationships between incivility, team dynamics, and well-being outcomes, and b) explore a low-cost intervention of 'eye' signage in operating theater areas to reduce incivility in surgical teams. A mixed methods design was used in an orthopedic hospital. Surveys of incivility, teamwork, and well-being were administered three months apart in a small private hospital. An intervention of signage with eyes was placed in the theater area after administration of the first survey, using a pretest-posttest design. Participants also responded to an open-ended question about suggestions for improvements at the end of the survey which was then thematically analyzed. At the individual level (n = 74), incivility was statistically significantly related to team dynamics which in turn was significantly related to burnout, stress, and job attitudes. At the aggregate level, reported incivility was statistically significantly lower after the 'eye' sign intervention. Thematic analysis identified core issues of management behaviors, employee appreciation, communication, and work practices. Incivility in surgical teams has significant detrimental associations with burnout, stress, and job attitudes, which occurs through its impact on decreased team dynamics and communication. A simple intervention that evokes perceptions of being observed, such as signage of eyes in theater areas, has the potential to decrease incivility at least in the short term, demonstrating that incivility is amenable to being modified. Additional research on targeted interventions to address incivility are needed to improve teamwork and staff well-being.

경찰조직의 성별직무분리 영향요인 탐색

The sexual task segregation in the police organization is an undeniable fact. This is supported by objective statistics showing that female police officers tend to be concentrated in specific departments or roles. This is becoming more pronounced due to arguments suggesting that women have lower physical capabilities compared to men and that police work is better suited for men. In addition to this, doubts about the role and identity of female police officers and a lack of trust between male and female police officers have further contributed to this clear sexual task segregation structure.
 It has a solid and closed nature, leading to gender inequality within the organization. Therefore, it’s important to conduct research on the factors influencing sexual task segregation and their impact on the job attitudes of organizational members. In particular, research should go beyond simplistic explanations based on the nature of police work and the physical differences between men and women. This is because individual differences and factors in the workplace, such as the ease of balancing roles in both home and work environments, play a significant role in the choice of jobs that facilitate work-family balance, considering factors like marriage and childbirth, household chores, and childcare responsibilities.
 This research aims to dissect the factors influencing gender-based job segregation into individual and organizational dimensions to investigate whether gender-based job segregation within the police organization is a matter of personal choice or organizational compulsion.

Does citizen participation make public servants more satisfied with their jobs? It depends on whether they are Spectators or Participants

AbstractIs citizen participation in policymaking and implementation desirable? Numerous studies have explored its effects on policy outcomes and citizen attitudes. We, instead, examine its effects on public servants. Citizen participation changes public sector job characteristics and thus potentially job attitudes. Looking at job satisfaction, we argue that citizen participation negatively affects public servants who observe, but do not participate in citizen participation initiatives in their institution's decisions (“Spectators”), yet not public servants who are “Participants.” “Participants” learn to appreciate the benefits of citizen participation while minimizing its cost. Survey data from public servants in one developing country, Bangladesh, provides empirical support.

제2금융권의 내부마케팅이 직무태도, 조직몰입, 경영성과에 미치는 영향에 관한 연구

The purpose of the effects of job attitude and organizational commitment on managerial performance in secondary financial sector, which are highly dependent on human resources as a service industry and the quality of services provided by employees to customers is an important factor in the competitiveness of companies and is directly related to managerial performance. The results of the study confirmed that strengthening internal marketing affects job attitude, organizational commitment, and managerial performance. In addition, it found that job attitude and organizational commitment affect management performance. This study is differentiated from existing studies in that it focuses on the secondary financial sector, which has been under-researched compared to the primary financial sector, and is significant in that it reveals through empirical analysis that in order to improve the competitiveness of the secondary financial sector, it has gained value as a research as it suggests that the most important aspects of internal marketing strategies of secondary financial sector are to organize an efficient and smooth communication or interaction system to improve the level of internal communication and to introduce standards or systems that can provide appropriate rewards for employees' performance.

Is there a blast radius of workplace bullying? Ripple effects on witnesses and non-witnesses

Substantial evidence points to detrimental effects of workplace bullying on the health, well-being and job attitudes among those exposed. What is less known is how bullying affects their non-exposed colleagues. In this study, we introduce the concept “blast radius of bullying” and use social information processing theory to investigate how bullying impacts targets, witnesses, and non-witnesses. We suggest three mechanisms to understand the impact bullying may have on non-targets: the working environment mechanism, secondary victimization, and emotional contagion. We hypothesized that non-exposed colleagues in groups where bullying exists would feel some impact of bullying, but that it would be smaller for those further away from the point of impact. We also investigated the association between the severity of mistreatment and outcomes for the above-mentioned categories. We used data (n = 2215) from 195 work groups. The results provided evidence for a blast radius of bullying, however, not as far-reaching as hypothesized as only direct observation of mistreatment was associated with negative outcomes. The severity of mistreatment was not associated with the outcomes, whereas the frequency of observation had some impact for witnesses. The study showed that also witnesses may be regarded as “co-victims”.

Followership styles scrutinized: temporal consistency and relationships with job attitudes and self-efficacy.

While followership has been repeatedly acknowledged as an important part of leadership, key questions are still awaiting empirical testing. In our two studies, we test Kelley's prominent concept of followership styles for the first time in a longitudinal design. Specifically, we use a latent-state trait approach to examine the degree to which followership behaviors (i.e., active engagement [AE] and independent, critical thinking [ICT]) reflect rather stable or rather dynamic behaviors. Furthermore, we examine the relationships of followership behaviors with job attitudes (i.e., job satisfaction and organizational commitment) and self-efficacy in latent states cross-lagged models. We first test our hypotheses in a sample of N = 184 employees from eleven German service organizations, which were surveyed twice with a time lag of nine to 12 months. To replicate and extend our findings from Study 1, we conducted Study 2 with a sample of N = 570 participants from a German open-access panel, which were surveyed twice with a time lag of four months. In Study 2, we additionally test leader humility and perceived organizational support (POS) as potential moderators of the relationships between followership and job attitudes. While our findings support Kelley's conceptualization of followership styles as rather consistent behavior patterns, mixed results were found for the relationships with the other variables. We discuss the theoretical and practical implications of our findings as well as the relevance of time in followership research.

The Impact of Linking Three Different Incentive Methods to Specific, Challenging Goals

Despite a great deal of research investigating incentives and goal setting more broadly, little is known about the linking of goals and goal attainment to different monetary incentive structures, or the manner in which such structural choices impact various job attitudes and job performance. Consequently, a quasi-field experiment, a laboratory experiment, and an on-line survey experiment examined the effects of three monetary incentive systems on task performance (exps. 1, 3), counterproductive behavior (exper. 2), and perceptions of fairness (exps. 1, 3). Additionally, the mediating effect of prolonged effort/persistence (exp. 3) was tested. The results revealed that an all-or-nothing distal goal method of linking a monetary incentive to a goal under-performs the multiple proximal goals and linear piece-rate methods with regard to task performance, counterproductive behavior, and perceptions of fairness. The results of the third experiment revealed that persistence and perceptions of fairness mediate the monetary incentive-task goal performance relationship.

Insecure or optimistic? Employees’ diverging appraisals of automation, and consequences for job attitudes

Automation may have varied consequences on individual workers, ranging from job loss to enhanced productivity. Although some of these disruptions may be outside of their control, employees' perceptions and reactions to automation may also play a part in shaping automation's impact on them. To this end, we draw on transactional theory of stress to distinguish between a variety of automation perceptions. In particular, we suggest that employees' beliefs that technology can conduct their work (perceived automatability) will be related to both pessimistic (automation-related job insecurity) and optimistic (automation-related performance optimism) appraisals regarding how automation will impact job prospects. Reasoning that people who feel in control feel they can mitigate the harms and harness the potential benefits of automation, we propose that perceived control moderates the extent to which perceived automatability leads to job insecurity and performance optimism. In-turn, we expect that automation-related job insecurity and performance optimism will have contrasting effects on job engagement and turnover intentions. Using a survey (N = 500) and an experiment (N = 194) we found overall support for these predictions. As such, this research sheds new light on employees' perspectives on automation at work, with implications for organizations and policymakers seeking to help employees transition to the future of work.

OB Stress and Turnover Intention through Employees’ Job Attitude: Finding Out at District Hospital, Ho Chi Minh City

OB Stress and Turnover Intention through Employees’ Job Attitude: Finding Out at District Hospital, Ho Chi Minh City

Job Stress and Turnover Intention through Employees' Job Attitude: Finding Out at District Hospital, Ho Chi Minh City

Job Stress and Turnover Intention through Employees' Job Attitude: Finding Out at District Hospital, Ho Chi Minh City

Comparison on the Influences of Personal Characteristics as Antecedents of Learning Agility

As cutting-edge technologies such as generative AI are advancing rapidly, many people are looking for answers to the question of what abilities or skills are essential for organizational members. Learning agility can be presented as a candidate because it refers to attitudes or abilities that are required to quickly identify and acquire the knowledge and skills needed in a new situation. The purpose of this study is to identify personal characteristics that can predict learning agility and compare the influences of each factor. In this study, core self-evaluation (a construct that encompasses self-esteem, self-efficacy, internal locus of control, and emotional stability), emotional intelligence, job involvement, person-job fit, and LMXSC were selected as antecedents of learning agility because they cover perceptions on different domains and are related to job attitudes and performance. Analyzing data collected from 260 employees working in subsidiaries of a conglomerate, the researcher discovered that EI and job involvement significantly explain learning agility after controlling for other factors and that EI has a significantly stronger effect on learning agility than person-job fit and LMXSC. This study has significance because it contributes to the development of a holistic theoretical model of learning agility and shows which factors should be focused on while designing learning agility development programs