Adaptation-Level Theory, Opponent Process Theory, and Dispositions: An Integrated Approach to the Stability of Job Satisfaction.

Abstract

Research suggests that the stability of job satisfaction is partially the result of dispositions (J. J. Connolly & C. Viswesvaran, 2000; C. Dormann & D. Zapf, 2001; T. A. Judge & J. E. Bono, 2001a; T. A. Judge, D. Heller, & M. K. Mount, 2002). Opponent process theory (R. L. Solomon & J. D. Corbit, 1973, 1974) and adaptation-level theory (H. Helson, 1948) are alternative explanations of this stability that explain how environmental effects on job satisfaction dissipate across time. On the basis of an integration of these explanations, the authors propose that dispositions (a) influence employees' equilibrium or adaptation level of job satisfaction, (b) influence employees' sensitivity to workplace events, and (c) influence the speed at which job satisfaction returns to equilibrium after one is exposed to a workplace event. Research and applied implications are discussed.

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

“…This leads to feelings of emotional attachment and being at home and more comfortable with their occupation. Research has shown that dispositions influence the way in which employees perceive their occupation, which consequently affects their occupational satisfaction (Bowling, Beehr, Wagner, & Libkuman, 2005) and ultimately translating into higher OCC. This finding extends current employee-organizational relationships literature (Masterson, Lewis, Goldman, & Taylor, 2000;Settoon, Bennett, & Liden, 1996).…”

Job crafting: The pursuit of happiness at work

“…Researchers have found that people high in trait NA are more sensitive to negative events, whereas people high in trait PA are more sensitive to positive events (e.g., Brief, Butcher, & Roberson, 1995;Larsen & Ketelaar, 1989. Conversely, it is possible that people respond similarly to workplace events but the person's disposition influences how quickly they return back to their baseline after an event (Bowling et al, 2005). Dispositions may also be responsible for determining one's job satisfaction baseline, also referred to as a "set point" or adaptation level (Bowling et al, 2005).…”

“…Indeed it may be that the perceptions of the job environment have more influence on job satisfaction than do objectively measured job characteristics themselves (Judge, Locke, Durham, & Kluger, 1998). Also, Bowling, Beehr, Wagner, and Libkuman (2005) suggest that stable dispositions may affect employees' responses to workplace events. Researchers have found that people high in trait NA are more sensitive to negative events, whereas people high in trait PA are more sensitive to positive events (e.g., Brief, Butcher, & Roberson, 1995;Larsen & Ketelaar, 1989.…”

Stability and Satisfaction at Work During the Spanish Economic Crisis

“…Gamero (2005) also states that job stability and promotion opportunities have a strong impact on job satisfaction. Bowling et al (2005) present several alternative theories of stability and explain how the environmental effects on job satisfaction dissipate over time.…”