scholarly journals How important are dispositional factors as determinants of job satisfaction? Implications for job design and other personnel programs.

1987 ◽  
Vol 72 (3) ◽  
pp. 366-373 ◽  
Author(s):  
Barry Gerhart
Keyword(s):  
Job Satisfaction ◽  
Job Design ◽  
Dispositional Factors

scholarly journals Job demands, job control, psychological climate, and job satisfaction

2017 ◽  
Vol 4 (3) ◽  
pp. 238-255 ◽  
Author(s):  
Maria Karanika-Murray ◽  
George Michaelides ◽  
Stephen J. Wood
Keyword(s):  
Job Satisfaction ◽  
Organizational Context ◽  
Job Demands ◽  
Job Design ◽  
Job Control ◽  
Psychological Climate ◽  
Employee Outcomes ◽  
Content Type ◽  
Dissonance Theory ◽  
And Control

Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.

scholarly journals Impact of Situational and Dispositional Factors on Work-Family Conflict and Job Satisfaction: A Proposed Framework

2018 ◽  
Vol 56 ◽  
pp. 03001
Author(s):  
Rohani Salleh ◽  
Zurina Abu Bakar ◽  
Mumtaz Ali Memon
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Family Conflict ◽  
Situational Factors ◽  
Role Overload ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family ◽  
Dispositional Factors ◽  
Core Self

Job satisfaction has become an empirical attention as subject of inquiry in many fields. Past studies have revealed that employees with higher level of job satisfaction mostly enjoyed their job, had higher productivity and eventually contributed to generate profit for their organization. Despite its popularity, there is still lacking in determining what exactly drives employee satisfaction from the perspective of situational and dispositional factors. Moreover, the role of mediator in is also rather limited. The present paper proposes a conceptual model from the perspective of situational factors (role overload and role conflict) and dispositional factor (core self-evaluations) to understand the concept of job satisfaction. Specifically, it is suggested that when an employee experiences either role overload, role conflict or perceive with negative core self-evaluation, one of the consequence was increased level of work-family conflict. Ultimately, individuals who perceive higher level work-family conflict will experience less job satisfaction. Recommendations for future research are also discussed.

scholarly journals Dispositional and situational factors at work

2019 ◽  
Vol 33 (1) ◽  
pp. 49-70 ◽  
Author(s):  
Lucas Pujol-Cols ◽  
Guillermo E. Dabos
Keyword(s):  
Job Satisfaction ◽  
Latin America ◽  
Organizational Behavior ◽  
Psychometric Properties ◽  
Situational Factors ◽  
Spanish Version ◽  
Future Research ◽  
Content Type ◽  
Dispositional Factors ◽  
Core Self

Purpose The purpose of this paper is to examine the psychometric properties of the Spanish version of the Core Self-Evaluations Scale (CSES) and the Brief Index of Affective Job Satisfaction (BIAJS) in terms of internal consistency and factor structure and to, subsequently, analyze the influence of a set of dispositional factors (namely, core self-evaluations, CSEs) and situational factors (namely, psychosocial factors) on job satisfaction. Design/methodology/approach In total, 209 academics from an Argentinian university completed online surveys at two stages, separated in time, to reduce the common method bias. Findings The Spanish version of the CSES and the BIAJS showed acceptable psychometric properties, which were similar to those previously reported in North-American, European and Asian settings. Hierarchical regression analyses revealed that both situational and dispositional factors are significant predictors of job satisfaction. Research limitations/implications The CSES and the BIAJS seem to be valid and reliable instruments for assessing CSEs and job satisfaction, respectively, in Latin America. The adoption of an interactionist approach that includes both situational and dispositional factors is crucial in future research examining job satisfaction. Practical implications Managers should carefully evaluate the personality traits of candidates during personnel selection, as well as the working conditions they offer to their employees, since both factors seem to affect job satisfaction. Originality/value This paper contributes to the validation of two scales that may promote future organizational behavior/psychology research in Latin America. In addition, it provides empirical evidence on the relative influence of a set of situational and dispositional factors on job satisfaction, thus contributing to the resolution of the person-situation debate.

A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance

2012 ◽  
Vol 2 (4) ◽  
pp. 340-360 ◽  
Author(s):  
Donald M. Truxillo ◽  
David M. Cadiz ◽  
Jennifer R. Rineer ◽  
Sara Zaniboni ◽  
Franco Fraccaroli
Keyword(s):  
Job Satisfaction ◽  
Job Design ◽  
And Performance

scholarly journals THE INFLUENCE OF JOB DESIGN ON THE QUALITY OF WORK LIFE AND JOB SATISFACTION OF EMPLOYEE

2015 ◽  
Vol 14 (2) ◽  
Author(s):  
Novie Prasetyaning Marhaeni ◽  
Noviaty Kresna Darmasetiawan
Keyword(s):  
Job Satisfaction ◽  
Positive Influence ◽  
Job Design ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Quality Of Work Life ◽  
Design Work ◽  
Quality Of Work

The research conducted at a flour producer attempts to find out the Influence of Job Design on the Quality of Work Life and Job satisfaction. Primary data was taken through questionnaires method of ninety respondents of the company. The sampling technique is Non-Probability Sampling with purposive random sampling method. While the processing of data using Structural Equation Modelling (SEM) with Partial Least Square (PLS) software. The data processing and the analysis reveal that the result of the three hypotheses can be accepted. The design work gives a positive influence on the quality of work life, while the job design also shows a positive influence on the job satisfaction. The quality of working life also performs a positive effect on employee job satisfaction.

scholarly journals Sense of coherence, locus of control, self-efficacy and job satisfaction

2001 ◽  
Vol 4 (1) ◽  
pp. 41-65 ◽  
Author(s):  
S. Rothmann
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Sense Of Coherence ◽  
Self Efficacy ◽  
Situational Factors ◽  
Work Related ◽  
Dispositional Characteristics ◽  
Dispositional Factors ◽  
The One ◽  
The Individual

Job satisfaction is a complex variable and is influenced by situational factors of the job environment as well as dispositional characteristics of the individual. Recently there has been renewed interest in the role of dispositional characteristics in predicting work-related outcomes. The aim of this study was to determine the possible relationship between the dispositional factors of sense of coherence, locus of control and self-efficacy on the one hand, and job satisfaction on the other. The study population included 624 employees of 7 organisations. Sense of coherence, locus of control and self-efficacy were found to be related constructs, but only sense of coherence and locus of control were significantly related to job satisfaction. Sense of coherence, locus of control and self-efficacy predicted 30 per cent of the variance in total job satisfaction.

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