Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.

Abstract

Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from three independent sources--incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles--were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several employee outcomes (job satisfaction, work frustration, anxiety on the job, turnover intentions, and number of doctor visits), the other sources showed few significant correlations, except for number of doctor visits. Caution is urged in the use of incumbent self-reports of job characteristics as indicators of actual work environments. New methods for studying job characteristics are suggested.

Effectiveness of organizational efforts to lower turnover intentions: The moderating role of employee locus of control

“…It is not uncommon to measure intentions to stay and turnover with single-item scales (Lounsbury & Hoopes, 1986;O'Neil & Mone, 1998;Schneider & Bowen, 1985;Spector & Jex, 1991;Thompson & Prottas, 2005). Thus, we measured intentions to stay with the sole item, "It is likely that I will leave the organization in the next 12 months" (reverse-coded).…”

“…Furthermore, information obtained from supervisors as opposed to other channels may have different effects on internals' versus externals' intentions to stay. With respect to the role of job significance, future research would benefit from considering job scope and complexity more broadly by including other evaluation sources of job characteristics beyond self-reports (Spector & Jex, 1991;Wong, Hui, & Law, 1998).…”

Is Mobility in the Labor Market a Solution to Sustainable Return to Work for Some Sick Listed Persons?

“…High turnover intentions among employees has been associated with strenuous work conditions, such as high work load [46], low advancement possibilities [47], low skill variety [48], low social support [49], low autonomy and feedback [50,51]. Several studies [42,43] have shown positive effects of mobility from jobs that do not fit the individual's competence or abilities.…”

Making a life in the organizational sciences: no one ever said it was going to be easy

“…The situation also makes clear that persistence in the publication process matters. Good examples in this regard are Buckley, Jackson, Bolino, Veres, and Feild (2007), Combs, Liu, Hall, and Ketchen (2006), and the aforementioned Spector and Jex (1991). These articles were rejected at three, two, and three journals, respectively, before they were accepted by very fine outlets (i.e., the first two at Personnel Psychology and the third at the Journal of Applied Psychology).…”

“…Additionally, because the paper most likely becomes improved over time, the chances are even better than the numbers might indicate. An example of that is an article (Spector & Jex, 1991) ultimately published in the Journal of Applied Psychology. This paper was rejected in order from JAP, PP, and the Journal of Occupational and Organizational Psychology.…”