Understanding role stressors and job satisfaction over time using adaptation theory.

2016 ◽  
Vol 101 (12) ◽  
pp. 1655-1669 ◽  
Author(s):  
Kelsey-Jo Ritter ◽  
Russell A. Matthews ◽  
Michael T. Ford ◽  
Alexandra A. Henderson
Keyword(s):  
Job Satisfaction ◽  
Adaptation Theory ◽  
Role Stressors ◽  
Over Time

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time

2020 ◽  
Vol 119 ◽  
pp. 103412
Author(s):  
Anja Ghetta ◽  
Andreas Hirschi ◽  
Mo Wang ◽  
Jérôme Rossier ◽  
Anne Herrmann
Keyword(s):  
Job Satisfaction ◽  
Over Time

Teacher-principal race and teacher satisfaction over time, region

2017 ◽  
Vol 55 (6) ◽  
pp. 624-639
Author(s):  
Samantha L. Viano ◽  
Seth B. Hunter
Keyword(s):  
Job Satisfaction ◽  
Fixed Effects ◽  
White Teachers ◽  
Ordinary Least Squares ◽  
Teacher Job Satisfaction ◽  
Southern Region ◽  
Content Type ◽  
Black Principals ◽  
The Relationship ◽  
Over Time

Purpose The purpose of this paper is to replicate prior findings on teacher-principal race congruence and teacher job satisfaction and extend the literature by investigating trends over time and if the relationship between race congruence and teacher job satisfaction differs by principal race and region. Design/methodology/approach The study sample comes from four waves of cross-sectional data, the nationally representative Schools and Staffing Survey, administered between 2000 and 2012. The analysis is conducted using ordinary least squares and school-year fixed effects with a comprehensive set of covariates. Findings The relationship between race congruence and teacher job satisfaction is attenuating over time and is likely explained by the lower job satisfaction of white teachers who work for black principals. Some evidence indicates teacher-principal race congruence has greater salience in the Southern region of the country. Find evidence that teachers with race-congruent principals report more workplace support than their non-race congruent colleagues. Research limitations/implications Future studies should investigate why racial congruence has more salience in the Southern region of the country and for white teachers who work with black principals. At the same time, results indicate that teacher-principal race congruence might no longer be a determinant of teacher job satisfaction, although further studies should continue investigating this relationship. Originality/value Findings on the changing nature of the relationship between principal-teacher race congruence and teacher job satisfaction over time as well as the differing nature of race congruence in the Southern region of the country are both novel findings in the literature.

The Influence of Self-Efficacy on Flight Dispatchers' Stressor-Strain Relationships

2011 ◽  
Vol 39 (6) ◽  
pp. 839-850 ◽  
Author(s):  
Haihua Liu ◽  
Guoping Song ◽  
Dengfeng Wang
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Self Efficacy ◽  
Moderating Effect ◽  
Role Overload ◽  
Physical Strain ◽  
Psychological Strain ◽  
Role Stressors ◽  
Work Related ◽  
Strain Relationship

Flight dispatchers' role stressors and their consequential work-related strains and job satisfaction were investigated in this study, along with the moderating effect of self-efficacy on flight dispatchers' role stressors and strains, and on role stressors and job satisfaction. Data were collected from 309 flight dispatchers from 2 Chinese airlines. Correlations and hierarchical regressions revealed that the role stressors were all related to flight dispatchers' physical strain, psychological strain, and job satisfaction. The moderating effect of self-efficacy depends on the different role stressors and dependent variables being examined. Specifically, the moderating effect was found to be significant in the role conflict-psychological strain relationship, role conflict-job satisfaction relationship, and role overload-psychological strain relationship. Theoretical and practical implications are discussed.

scholarly journals A Longitudinal Analysis of Job Satisfaction During a Recession in the Netherlands

2019 ◽  
Vol 149 (1) ◽  
pp. 239-269 ◽  
Author(s):  
Patrick Pilipiec ◽  
Wim Groot ◽  
Milena Pavlova
Keyword(s):  
Job Satisfaction ◽  
The Netherlands ◽  
Data Capture ◽  
Outcome Variable ◽  
Cross Sectional ◽  
Level Of Education ◽  
Job Level ◽  
Comparison Groups ◽  
Severe Recession ◽  
Over Time

AbstractBetween 2008 and 2013, the Netherlands was confronted by a severe recession. This recession may have affected the job satisfaction of workers. Currently, little is known about how job satisfaction changes during a recession. To investigate the effect of the 2008–2013 recession on job satisfaction in the Netherlands, and to assess how job satisfaction changed over time. Longitudinal data from six waves of a national panel in the Netherlands are used to investigate the effects. These data capture the periods before, during and after the recession. A Blinder–Oaxaca decomposition technique is used to decompose the ordinal outcome variable job satisfaction. Subsequent waves are compared, which results in five comparison groups. Workers who participated in subsequent waves are matched to assess their job satisfaction over time. Cross-sectional associations are analyzed using the entire unmatched dataset. Workers became more satisfied with their job during the recession. After the recession ended, average job satisfaction decreased again. Both unmatched and matched analyses indicated only changes in job level affecting job satisfaction. The coefficient of education had a small effect cross-sectionally. The level of education and industry had a small effect longitudinally. However, these effects were not robust. Job satisfaction decreased before the recession commenced but increased during the recession. After the recession, job satisfaction decreased again. An increase in job satisfaction during the recession may be explained by a change in the composition of workers with respect to job level, instead of by the effect of predictors.

Changes in Media Credibility when a Predicted Disaster Doesn't Happen

1997 ◽  
Vol 74 (4) ◽  
pp. 797-813 ◽  
Author(s):  
Ann M. Major ◽  
L. Erwin Atwood
Keyword(s):  
Real Time ◽  
Earthquake Prediction ◽  
News Media ◽  
Well Being ◽  
The Body ◽  
Adaptation Theory ◽  
Change Over Time ◽  
Public Response ◽  
Media Credibility ◽  
Over Time

This study examines public response to and perceived believability of information disseminated in the news media about a real-time earthquake prediction, and extends the body of media credibility research by examining these responses within the context of Taylor's (1983) cognitive adaptation theory. The theory focuses on people's illusions of well-being that under certain circumstances of threat can lead to adaptive behaviors and provides insights into why some people increased their assessments of message credibility while others lowered their evaluations; still others made no change over time in their assessments of message believability.

scholarly journals Agency Beliefs Over Time and Across Cultures: Free Will Beliefs Predict Higher Job Satisfaction

2017 ◽  
Vol 44 (3) ◽  
pp. 304-317 ◽  
Author(s):  
Gilad Feldman ◽  
Jiing-Lih Farh ◽  
Kin Fai Ellick Wong
Keyword(s):  
Job Satisfaction ◽  
Free Will ◽  
Real Life ◽  
Cross Cultural ◽  
Life Outcomes ◽  
Country Level ◽  
Agency Beliefs ◽  
Online Labor ◽  
The Relationship ◽  
Over Time

In three studies, we examined the relationship between free will beliefs and job satisfaction over time and across cultures. Study 1 examined 252 Taiwanese real-estate agents over a 3-months period. Study 2 examined job satisfaction for 137 American workers on an online labor market over a 6-months period. Study 3 extended to a large sample of 14,062 employees from 16 countries and examined country-level moderators. We found a consistent positive relationship between the belief in free will and job satisfaction. The relationship was above and beyond other agency constructs (Study 2), mediated by perceived autonomy (Studies 2-3), and stronger in countries with a higher national endorsement of the belief in free will (Study 3). We conclude that free-will beliefs predict outcomes over time and across cultures beyond other agency constructs. We call for more cross-cultural and longitudinal studies examining free-will beliefs as predictors of real-life outcomes.

scholarly journals Adapting to the Enforced Remote Work in the Covid 19 Pandemic

2021 ◽  
Author(s):  
Liana Razmerita ◽  
◽  
Armin Peroznejad ◽  
Niki Pantelli ◽  
Dan Kärreman ◽  
...  
Keyword(s):  
Data Analysis ◽  
Radical Change ◽  
Adaptation Process ◽  
Work Practices ◽  
Remote Work ◽  
Adaptation Theory ◽  
Building Resilience ◽  
Working Practices ◽  
Adaptation Practices ◽  
Over Time

Remote work provides an alternative method of working for organisations, which in turn became a norm during the Covid-19 pandemic. In this, paper, we study adaptation practices introduced by both individuals and organisations as a way for managing the enforced remote work. The study draws upon 33 interviews collected over a year during different phases of the Covid 19 pandemic. We apply adaptation theory lenses to examine the adaptation process over time and new digital working practices. In our study, we extend technological practices by including organisational and behavioral practices. We approach adaptation as a way of coping with a radical change or dynamic situation and building resilience. Based on the data analysis, we expend the adaptation theory in relation to different forms of adaptation to new remote work practices (e.g. at technological, organisational, and behavioural level).

Sign in / Sign up

Export Citation Format

Share Document