Building systematic heterogeneity into work attitudes and behavior measures

Roznowski, Mary; Hanisch, Kathy A.

doi:10.1016/0001-8791(90)90037-3

Cited by 45 publications

(68 citation statements)

References 16 publications

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“…476)." Hanisch and Hulin (1991), Roznowski and Hanisch (1990), and Roznowski, Rosse, and Miller (1991) reported data suggesting that individual withdrawal behaviors covary in such a manner as to suggest a general factor. Fisher and Locke (in press) found that a set of activities labeled as job and work avoidance were consistently related to job dissatisfaction.…”

Section: --------------------mentioning

confidence: 99%

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Judge

Locke²

1993

Journal of Applied Psychology

280

203

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Although the dispositional approach to job satisfaction has received a good deal of recent attention, a fundamental deficiency in past dispositional research is a failure to use existing theories to explain why individuals are unhappy and dissatisfied with their jobs. E. A. Locke (1976), T. A. Judge (1992), and T. A. Judge and C. L. Hulin (in press) suggested that thinking processes should be studied in relation to job satisfaction. This study tested the thesis that the cognitive theory of depression, which focuses on individuals' thought processes, will help in understanding both subjective well-being and job satisfaction. A confirmatory model involving subjective well-being, job satisfaction, dysfunctional thought processes, and other relevant influences was hypothesized and tested by using a stratified random sample of university employees. Ratings were obtained from 2 sources to reduce single-source bias. The results indicated strong support for the overall model and for the adverse effect of dysfunctional thought processes.

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Section: --------------------mentioning

confidence: 99%

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Judge

Locke²

1993

Journal of Applied Psychology

280

203

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“…In a theoretical and quantitative reviews of the literature, both Koslowsky et al (1997) and, more recently, Berry, Lelchook, and Clark (2012) found convincing support for such a progression model of withdrawal behavior. In contrast, other scholars have proposed that lateness, absence, and turnover are subsumed under a general withdrawal construct (e.g., Hanisch & Hulin, 1990;Hanisch & Hulin, 1991;March & Simon, 1958;Roznowski & Hanisch, 1990). Consistent with this view, an individual's decision to come in late to work remains independent from the same individual's decision to quit the job, but nonetheless these acts reflect general behavioral withdrawal.…”

Section: Withdrawal Behaviormentioning

confidence: 97%

Dynamic Job Satisfaction Shifts: Implications for Manager Behavior and Crossover to Employees

Caughlin¹

2000

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In this dissertation, I investigated job satisfaction from a dynamic perspective.Specifically, I integrated the momentum model of job satisfaction with the affective shift model and crossover theory in an effort to move beyond traditional, static conceptions of job satisfaction and other constructs. Recent research and theoretical development has focused on the meaning of job satisfaction change for workers and how such change impacts their decisions to leave an organization. To extend this line of inquiry, I posited hypotheses pertaining to: (a) job satisfaction change with respect to positive work behavior (i.e., organizational citizenship behavior, family-supportive supervisor behavior); (b) the potential moderating effect of changes in negative work events (i.e., job demands, interpersonal conflict) on the relation between job satisfaction change and turnover intentions change and positive work behavior; and (c) the crossover of job satisfaction change from managers to employees and the potential underlying behavioral mechanisms.An archival dataset collected by the Work, Family & Health Network was used to investigate the aforementioned phenomena. Data were collected at two time points with a six-month interval via face-to-face computer-assisted personal interviews from individuals working at 30 facilities from a U.S. extended-healthcare organization. In total, data from 184 managers and 1,524 of their employees were used to test hypotheses.Data were analyzed using multilevel structural equation modeling. In an extension of the momentum model, I found that managers' job satisfaction change positively related to DYNAMIC JOB SATISFACTION SHIFTS ii changes in employee reports of their FSSB; in addition, I replicated prior findings in which job satisfaction change negatively related to turnover intentions change.Furthermore, based on my integration of the momentum model and the affective shift model, I tested the proposition that changes in negative work events (i.e., job demands, interpersonal conflict) would moderate the relationship between changes in job satisfaction and focal outcomes. For certain operationalizations of negative work events, hypothesis testing revealed significant interactions with respect to changes in all three outcomes: turnover intentions, OCB, and FSSB. The form of the interactions, however, deviated from my predictions for models including changes in turnover intentions and OCB, although my predictions were supported for models including changes in FSSB. In my integration of the momentum model and crossover theory, the associated hypotheses were met with very limited support. Specifically, the relationship between managers' job satisfaction change and employees' job satisfaction change approached significance, but the relationship between managers' level of job satisfaction and their employees' subsequent level of job satisfaction did not receive support. Similarly, the proposed mediational mechanisms (i.e., managers' OCB and FSSB) of these crossover relations went unsupported...

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“…However, predictions of a more general behavioral construct such as organizational withdrawal will be considerably more successful. Roznowski and Hanisch (1990) POB has been presented in the literature as being a more general concept than OCB. Brief and Motowidlo (1986) offered the following definition:…”

Section: Turnover Retirement)mentioning

confidence: 99%

“…However, it is difficult to draw any conclusions from this literature because of the lack of coherent methods and the incongruency of personality as a general measure and the use of isolated instances of organizational withdrawal behavior. Much like Roznowski and Hanisch (1990) demonstrated with the relation between job satisfaction and aggregated measures of organizational withdrawal, it is expected that there is much to be gained by using personality and aggregated measures of organizational withdrawal to leam about their relationship.…”

Section: Personality and Non-workrole Behaviorsmentioning

confidence: 99%

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An examination of the effects of personality and job satisfaction on multiple non-workrole organizational behaviors

Molitor

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This manuscript has been reproduced from the microfilm master. UMI films the text directly from the original or copy submitted. Thus, some thesis and dissertation copies are in typewriter fece, while others may be from any type of computer printer.The quality of this reproduction is dependent upon the quality of the copy submitted. Broken or indistinct print, colored or poor quality illustrations and photographs, print bleedthrough, substandard margins, and improper aligrmient can adversely affect reproduction.In the unlikely event that the author did not send UMI a complete manuscript and there are missing pages, these will be noted. Also, if unauthorized copyright material had to be removed, a note will indicate the deletion.Oversize materials (e.g., maps, drawings, charts) are reproduced by sectioning the original, beginning at the upper left-hand comer and continuing from left to right in equal sections with small overlaps. Each original is also photographed in one exposure and is included in reduced form at the back of the book.

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Building systematic heterogeneity into work attitudes and behavior measures

Cited by 45 publications

References 16 publications

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Dynamic Job Satisfaction Shifts: Implications for Manager Behavior and Crossover to Employees

An examination of the effects of personality and job satisfaction on multiple non-workrole organizational behaviors

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