2012
DOI: 10.1080/00223980.2012.665100
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Relative Importance and Utility of Positive Worker States: A Review and Empirical Examination

Abstract: Our purpose was to identity the unique contribution, relative importance, and utility of positive worker states. Using Luthans et al.'s (2007) five positive organizational behavior criteria, a variety of positive worker states were reviewed and then empirically tested to establish if they met these criteria. Data were collected from 724 restaurant employees. Positive worker states included: job involvement, perceived organizational support, engagement, and vigor. Criteria were self-reported performance, custom… Show more

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Cited by 22 publications
(17 citation statements)
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“…70,72,99,104,132,163,165,170,173,174,177,185,187,191 All found that engagement was negatively associated with turnover intentions. Of these, four are particularly noteworthy.…”
Section: Turnover Intentionsmentioning
confidence: 98%
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“…70,72,99,104,132,163,165,170,173,174,177,185,187,191 All found that engagement was negatively associated with turnover intentions. Of these, four are particularly noteworthy.…”
Section: Turnover Intentionsmentioning
confidence: 98%
“…72,141,137,166,177,185 All of these studies found that engagement was positively associated with job satisfaction. However, Yalabik et al 191 conducted a cross-lagged longitudinal design and found that job satisfaction may act as an antecedent rather than an outcome because engagement mediated the relationship between job satisfaction and turnover intentions.…”
Section: Job Satisfactionmentioning
confidence: 99%
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“…Essentially, employees view their favorable or unfavorable treatment by the organization (in terms of the policies, norms, and culture) as indicative of the organization either favoring or disfavoring them (Rhoades & Eisenberger, 2002) Ongoing research literature has demonstrated a buffering effect of POS on relations between stressors and negative outcomes, resulting in positive organizational outcomes. In a review, Steele, Rupayana, Mills, Smith, Wefald, and Downey (2012) empirically assessed POS as one of four positive worker states (including job involvement, engagement, and vigor) that might predict such work-related outcomes as self-reported performance, customer service, turnover intentions, and job satisfaction. Steele and colleagues found that POS was the most consistent positive worker state predictor of such organizational outcomes.…”
Section: Perceived Organizational Support Perceived Organizational Smentioning
confidence: 99%