The Relationship Between Within-Individual Variation in Job Attitudes and Work B...

Identification of employees with their supervisor and the organization

Transformational leadership is linked to more positive employee emotions

Decreases in supervisor support result in decreases in job satisfaction

Theory of planned behavior

Core self-evaluations (CSE) is a general trait based on evaluative criteria such as self-esteem, generalized self-efficacy, neuroticism, and locus of control. CSE has been found to have a positive correlation with job satisfaction, with a correlation coefficient of r = 0.37.

The three factors that consistently influence job satisfaction across studies are core self-evaluations (CSE)/neuroticism, extraversion, and conscientiousness.

The interactionist perspective suggests that job attitudes are influenced through interactions between individuals and their work environment. Situations may trigger the expression of certain traits and reactions, which in turn influence job attitudes.

Social environment characteristics are closely related to overall job satisfaction and are often a better predictor than satisfaction with the work itself. For example, coworker support behaviors have a consistent positive relationship with job satisfaction.

Affective, cognitive, and behavioral

Job attitude refers to evaluations of one's job that express one's feelings toward, beliefs about, and attachment to one's job.

Job satisfaction is an evaluative state that expresses contentment with and positive feelings about one's job.

Affective and cognitive dimensions of attitudes cannot easily be separated, as higher-level cognition depends on emotional input and there is a reciprocal relationship between brain areas involved.

The main focus of the paper is on the definition and characteristics of job attitudes and their formation, as well as the effects of job attitudes on job satisfaction and work performance.

Job attitudes should be considered in the broader scope of social attitudes. There are many links between the disciplines leading to reciprocal benefits. Jobs themselves are important entities related to people's identity, life satisfaction, health, and general evaluation of life.

Attitude is defined as a psychological tendency that is expressed by evaluating a particular entity with some degree of favor or disfavor.

There is a substantial relationship between job satisfaction and job performance, but the causal direction is unclear.

Satisfaction with work has the strongest relationship with motivation.

The relationship between commitment and performance declines significantly with increasing employee tenure. Less-tenured employees have a stronger attitude-behavior link.

Dissatisfied employees are more creative when they have high levels of continuance commitment and support.

The four main dimensions of pay and promotion policies are: (1) pay level; (2) benefits; (3) pay rise; (4) structure/administration.

The focus of research on organizational commitment is on the nature of commitment rather than the focus of commitment.

Affective commitment has the highest predictive power of organizational behavior.

The three overlapping categories in the literature on job attitudes are: 1. moods and discrete emotional states, 2. within-person variability in job attitudes (without mood/emotions), and 3. stable and dynamic variation.