Positive Job Attitudes Research Articles

Effect of Brain Drain (Human Capital Flight) of Librarians on Service Delivery in Some Selected Nigerian Universities

This study seeks to describe and analyze the challenges occasioned by brain drain or human capital flight of librarians on service delivery in Nigerian Universities. The research adopted a descriptive survey design. A purposive sampling technique was used to select two geopolitical zones (South-South and South-West) from the six geopolitical zones of Nigeria. Total enumeration was used because the population under study was considered appropriate for the research. The instrument used for data collection was questionnaire. Sixty copies of the instrument were distributed to 60 librarians in the two selected geopolitical zones. Copies of all the questionnaires were completed, retrieved, and found usable, thus giving a response rate of 100%. Survey results indicated that 315 librarians emigrated to foreign lands for various reasons, including unstable academic calendar and prospects for further training among others. This loss of personnel in the university libraries has a negative impact on service delivery as qualified information professionals and Information and Communication Technology (ICT) experts are limited to mentor the younger professionals. Shift duties in academic libraries are also scaled down for lack of manpower. Based on the findings, the researchers recommend that the Federal Government of Nigeria should, as a matter of urgency, robustly fund tertiary education to enhance productivity. As they do this, the National Universities Commission (NUC) is to empower academic libraries by ensuring that the staff development policy is strictly adhered to. This will translate into self-enhancement for staff, positive job attitude, and retention of professionals in the system.

It’s about respect: Gender−professional identity integration affects male nurses’ job attitudes.

Men who work in female-dominated jobs may perceive either overlap or incongruity between their gender and professional identities, yet little research has examined the effects of such perceptions for these men. The present research explored the impact of genderprofessional identity integration (GPII), a measure of how much two identities overlap, on job satisfaction and organizational commitment, as well as on likelihood to pursue externally visible credentials, for male nurses. Analyses of data collected from 178 male nurses demonstrated that GPII significantly predicted job satisfaction and organizational commitment, and that perceived respect of nursing partially mediated this relationship. Evidence for the association between GPII and externally visible credentials was mixed, and perceived respect of nursing did not mediate this relationship. We discuss the implications of these findings for men in nursing, including the importance of perceived respect of one’s occupation in formation of positive job attitudes.

Determinants of Positive Job Attitude and Behaviour in the Asian Work Context: Evidence from Korean central government agencies

This study probes and tests the impacts of organizational commitment (OC) and organizational citizenship behaviour (OCB) among public employees in the Asian context. Using a 2010 Korean Central Government Survey of forty Korean central government agencies (totalling 1,122 respondents), an antecedent- outcome model is developed which analyses how different types of interpersonal and organizational characteristics affect OC and OCB using hierarchical and multi-level ordering statistical techniques. The research finds that certain predictors, such as trust in colleagues (TC), formalized structures, and group culture, play significant roles in fostering OC and OCB among employees. In conclusion, suggestions are made for further research, and practical implications for Asian civil servants are considered.

Influence of Quality of Work Life and Job Attitude on Affective Commitment: A Study of Managerial Personnel

The present study intends to understand the influence ofmanagers‟ perception of quality of work life and jobattitude on their affective commitment. The study wascarried out in different private and public organizations/companies located in New Delhi and its National CapitalRegion (NCR). Data was collected from 300 managersthrough convenience sampling method. Analysis of thedata was done using stepwise multiple regressionanalysis and t-test. Results revealed that in privateundertakings neither quality of work life nor job attitudepredicted affective commitment of managers. Quality ofwork life predicted affective commitment of managers inpublic undertakings. Results further revealed significantdifference between managers of private and publicundertakings on all the measured variables such asQuality of Work Life, Job Attitude and AffectiveCommitment. The findings imply that organizations inboth the sectors need to understand and managemanagers‟ quality of work life and provide them withsuitable interpersonal atmosphere to develop positive jobattitude so that their level of affective commitment couldbe enhanced. Results are explained in the light of presentscenario in existing private and public undertakings.

Relation Between Job Attitudes and Attrition: An Exploratory Study on Information Technology (IT) and Information Technology Enabled Services (ITeS) Sector Employees in India

Attrition is becoming an area of growing concern in the Information Technology (IT) and Information Technology Enabled Services (ITeS) sector. The purpose of this paper is to investigate Job Attitudes and their relationship with the IT and ITeS employees' attrition in India. 610 samples were chosen by the convenience sampling method through a questionnaire. Data was analyzed by using the chi-square test and correlation analysis. The chi-square test proved the main hypothesis that there is a relationship between job attitudes and attrition. The results were strengthened by the correlation analysis. In the study, six job attitude variables viz. Achievement, Advancement, Recognition, Growth, Responsibility and Reward were considered. It was observed from the data that when the employees have a positive job attitude, then the attrition tendency among the employees is negative. Eventually, a positive attitude could reduce the rate of attrition. All the variables of job attitude were significantly related to attrition. Hence, the compelling conclusion which emerges from the present study is that a positive job attitude leads to retention; whereas a negative job attitude leads to a high rate of attrition among the IT and ITes sector employees in India.

호텔기업에서 심리적 자본, 직무태도 및 서비스 풍토의 관계

The purpose of this study was to research the relationships among psychological capital, job attitude, and service climate of employees in hotel corporations. Psychological capital has been demonstrated to be important for performance at both individual and group levels of analyses. In addition psychological capital has been shown to provide additive value to more established measures of employee`s positive job attitudes. To accomplish this study, it was determined that the analysis derived from a hypothesis and literature reviews and data collected from 295 employees in hotel corporations. The results of empirical analysis showed as follows. First, Psychological capital has a significant effect on job satisfaction. Second, Psychological capital has a significant effect on organizational commitment. Third, Service climate was also found to have moderating effect upon the relationship between psychological capital and job satisfaction. Based on these findings, the implications and limitations of the study were presented including some directions for future studies.

The Moderating Effect of Ethical Climate on the Relationship between Job Satisfaction and Organizational Commitment: Evidence from Large Companies in Turkey

This study examines the moderating effect of ethical climate on positive job attitudes in Marmara Region in Turkey. The aim of this study is to measure the correlation between two variables, and to explore the moderating effect of ethical climate on satisfaction and commitment. For this aim, data were collected from 192 large companies. Results indicate the positive relation between job satisfaction dimensions and affective commitment and continuance commitment.

Culture, Labor Markets and Attitudes: A Meta-analytic Test of Tie-Strength Theory

Although the strength-of-weak-tie theory is foundational in social network research, studies have reported inconsistent results concerning outcomes. To address these inconsistencies, we explicate three boundaries of weak-tie theory: Culture, labor markets and outcomes. First, the theory was developed and tested extensively in western nations, raising the issue of whether cultural context affects outcomes. Second, the theory was derived from research concerning lower-level applicants finding jobs across organizations, raising the issue as to the applicability of the theory for job movement within organizations for high-ranking employees. Third, beyond the question of finding a job, the question arises as to strength-of-tie effects on outcomes such as access to information and job attitudes. Based on a meta-analysis of 101 studies (n = 23,303) we found that strong ties were more potent than weak ties in conformist cultures. Second, strong ties within the organization were more beneficial than weak ties. Also, managers benefitted more from strong ties. Third, strong ties facilitated immediate effectiveness and positive job attitudes whereas weak ties enhanced distal effectiveness for low-end employees.

Effects of Interpersonal Problems at Workplace on Job Involvement

Job involvement plays an important role to create positive job attitude which indicates strong psychological bonding of an employee to his or her job. On the other hand interpersonal problems at workplace make job conflict, increase job stress which is threatening to create positive job attitudes. The objective of this study was to investigate the relationship between interpersonal problems and job involvement, to explore how different types of interpersonal problems effect on job involvement and to examine the problem areas of interpersonal relationship in workplace that can create negative impact on job involvement. The measuring instruments used in this study were: Inventory of Interpersonal Problems (IIP-64) (Alden, Wiggins, Pincus & Horowitz, 2000) for measuring different types of interpersonal problems. And Work Involvement Scale (Kanungo, 1982) for measuring job involvement. According to the objective of the present study the obtain data were analyzed using Pearson product moment correlation and simple regression. The survey results revealed that interpersonal problem is negatively correlated to job involvement. The study also found that the people who are mostly face problems in cold / distant, overly accommodating and intrusive/needy domains in case of interpersonal relationship; they are more at risk to be less involved with job. JEL Classification Code: M12

Work engagement and work-family facilitation: Making homes happier through positive affective spillover

Although work engagement has been shown to be associated with positive job attitudes and behaviors, no research has investigated its relationship with work-family issues. To address this, the current longitudinal, experience-sampling study aimed to determine the relationship between daily work engagement and work-to-family facilitation. A total of 52 extension agents responded to two daily surveys for two weeks. Results indicate that both work engagement and work-to-family facilitation vary considerably from day to day. Daily work engagement had a positive effect on family life. The effect of daily engagement in facilitating work-family relations was partially mediated by positive mood, and the relationship between work engagement and facilitation of work-family relations was moderated by work-family capitalization, or the sharing of positive work experiences at home. Implications and future research directions are discussed.

Examining the Impact of Socialization Through Trust

Past research on newcomer socialization practices has focused on how such practices influence employee attitudes through increased job knowledge and role clarity. However, to date, no research has examined organizational trust as a mechanism through which socialization influences employee attitudes. We suggest that socialization serves as a signal to new employees regarding the treatment they are likely to receive from the organization, thus leading to increased organizational trust and positive job attitudes. In this three-wave study, we examine the relations among institutionalized socialization, organizational trust, and job attitudes. Our results indicate that trust functions as a mediator between institutionalized socialization tactics and job satisfaction and affective commitment.

The Influence Of Real Estate Sales Managers Supervisory Behaviors On The Role Clarity And Job Satisfaction Of Real Estate Salespeople

This study examined the influence of the sales managers supervisory style on the role clarity and job satisfaction of a group of full-time real estate salespeople. The results show that the salespersons self-esteem, need for role clarity, experience, and self-perceived performance moderate the relationship between supervisory behavior and salespeoples job attitudes. Real estate salespeople have more positive job attitudes when the sales manager is supportive of their behavior rather than when the sales manager tries to structure their jobs.

Getting Older and Getting Happier with Work: An Information-Processing Explanation

Job attitudes and subjective well-being (SWB) have important relationships with one another. Moreover, job attitudes and, to an extent, SWB are related to chronological age. Owing to a “graying” workforce in industrialized countries, uncovering how age influences job attitudes is increasingly important. The present work explores the effects of cognitive-aging research on the item response process during attitude measurement. Research finds that older individuals attend selectively to positive affective experiences and weigh affective experiences more heavily during judgment than younger individuals. Based on cognitive-aging research, we propose an item-response process and hypothesize that chronological age results in a specific form of measurement non-equivalence. Our hypothesis is tested on 2 different samples of university employees, across 3 different job attitudes rooted in emotional experiences. Results indicate age-related measurement non-equivalence across all 3 attitudes such that older employees report more positive job attitudes than younger employees even when controlling for the latent attitude construct. Our findings suggest caution in interpreting of age-satisfaction correlations, focusing greater attention on understanding item response processes of older versus younger individuals and increased attention to job-related emotional experience for older employees.

Servant Leadership: A Review and Synthesis

Servant leadership is positioned as a new field of research for leadership scholars. This review deals with the historical background of servant leadership, its key characteristics, the available measurement tools, and the results of relevant studies that have been conducted so far. An overall conceptual model of servant leadership is presented. It is argued that leaders who combine their motivation to lead with a need to serve display servant leadership. Personal characteristics and culture are positioned alongside the motivational dimension. Servant leadership is demonstrated by empowering and developing people; by expressing humility, authenticity, interpersonal acceptance, and stewardship; and by providing direction. A high-quality dyadic relationship, trust, and fairness are expected to be the most important mediating processes to encourage self-actualization, positive job attitudes, performance, and a stronger organizational focus on sustainability and corporate social responsibility.

The careless or the conscientious: Who profits most from goal progress?

Although research indicates that making progress on personal work goals predicts positive job attitudes, little is known about the role of conscientiousness in moderating this relationship. Congruence theories suggest that job attitudes will be more dependent on goal progress when employees are high in conscientiousness, whereas compensation theories suggest the opposite. We test these competing hypotheses in a three-wave, 4-month longitudinal panel study of 121 trainee teachers, who are at their early stages of career development. Conscientiousness moderated the relationships between progress on personal work goals and job attitudes according to the compensatory pattern, such that employees displayed stronger increases in job satisfaction and affective organizational commitment in response to goal progress when they were low rather than high in conscientiousness. Our results help to resolve conflicting findings about the relationship between goal progress and job attitudes and adjudicate competing hypotheses about the role of conscientiousness in moderating this relationship.

An Examination of the Additive Versus Convergent Effects of Employee Perceptions of Fit

This study examined additive effects of various types of person–job and person–organization fit. Although numerous studies have investigated the correlates of various fit types, little research has examined whether the effects of different fit types are additive or convergent. The effects of multiple fit perceptions on job satisfaction, organizational commitment, and turnover intentions were examined. Results indicate additive effects of person–job and person–organization fit perceptions on job satisfaction and organizational commitment. The effects of person–job fit perceptions on turnover intentions were also additive. However, person–organization and person–job fit had convergent effects on turnover intention. Results indicate that managers must pay attention to various fit types for positive job attitudes and to reduce turnover.

Are We Family and Are We Treated as Family? Nonfamily Employees’ Perceptions of Justice in the Family Firm

The importance of justice perceptions in fostering positive job attitudes and value–creating behaviors in organizations is well established in the literature. Despite this, only a handful of studies have addressed justice in family firms, and none have presented a theoretical model illustrating how nonfamily employees’ justice perceptions may be influenced by family involvement in family firms. Here, we suggest that the level of family influence impacts the justice perceptions of nonfamily employees primarily through its effect on the human resource (HR) practices within family firms. Specifically, we propose that low levels of family influence tend to have little impact on the fairness of HR practices, that moderate levels of family influence tend to have positive effects on the fairness of HR practices, and that high levels of family influence tend to have negative effects on the fairness of HR decision processes and outcomes. Accordingly, we present and provide a conceptual support for a model that outlines the proposed relationships among family influence, family firms’ HR practices, and the justice perceptions of nonfamily employees.

Psychological consequences of fixed-term employment and perceived job insecurity among health care staff

The present study sought to clarify the roles of fixed-term employment and perceived job insecurity in relation to an employee's job attitudes (job satisfaction, turnover intentions) and well-being (work engagement, job exhaustion). Specifically, we examined which of the two situations, high subjective job insecurity and a permanent job (i.e., violation hypothesis) or high subjective job insecurity and a fixed-term job (i.e., intensification hypothesis), would lead to the most negative job attitudes and well-being. Data from 736 employees in one Finnish health care district were collected by questionnaires. The results supported the violation hypothesis: Under conditions of high perceived job insecurity permanent employees had lower levels of job satisfaction and work engagement as well as a higher level of job exhaustion than fixed-term employees, whereas under conditions of a low level of perceived job insecurity there were no differences between permanent and fixed-term employees in this respect. Generally, employees with fixed-term contracts had more positive job attitudes and well-being than their permanent counterparts. Thus, permanent employees with perceived job insecurity showed the most negative job attitudes and well-being.

Measuring Up: Comparing Self-Reports With Unit Records for Assessing Soldier Performance

Objective indicators are considered to be the most reliable and inherently valid indicators of performance, but such data can be difficult and expensive to collect. It is also not certain whether objective data archived in organizational records are the “gold standard” metric they are often touted to be. This study compared self-report data obtained from active duty soldiers (N = 433) to their data maintained in organizational records. Performance measures included (a) demonstration of effort (i.e., number of military awards), (b) physical health and fitness (i.e., army physical fitness test score, number of sick call visits, duty restriction for health reasons), (c) soldiering proficiency (i.e., individual weapon qualification score), and (d) personal discipline (i.e., violation of the Uniform Code of Military Justice, cases of indebtedness, and substance abuse counseling referral). Slight to moderate concordance was found between all self-report and unit records of soldier performance. When there was a misclassification, the majority of soldier self-reports demonstrated positive bias for measures that were directly job related in the Army (e.g., M16 rifle qualification performance and physical fitness). However, there were also cases of negative bias for other aspects of performance (e.g., sick call, indebtedness, substance abuse referral). In general, results from previous research linking positive self-presentation with positive affect and job attitudes were not replicated. The role of errors in both archival records and self-reported data are discussed, along with implications for developing a gold standard method of collecting performance data.

A Field Study of Adjunct Faculty: The Impact of Career Stage on Reactions to Non-Tenure-Track Jobs

As universities increasingly employ adjunct faculty in both teaching and research positions, how these individuals experience their jobs becomes of greater concern. This study uses both quantitative and qualitative data from a sample of 105 non-tenure-track instructors and research associates to examine the work experiences of adjunct faculty. The article examines both the advantages and disadvantages associated with this type of employment. In addition, the article examines how career stage influences individuals' reactions to these positions. Specifically, the results suggest that adjunct faculty in late career generally demonstrate more positive job attitudes and work behaviors than adjunct faculty in earlier career stages. The article concludes with implications for the more effective management and utilization of adjunct faculty.