Differential Reactivity and the Within-person Job Stressor-Satisfaction Relationship

Abstract

An experience sampling methodology was used to study the direct and conditional within-person relationship between job stressors and job satisfaction. One hundred and one full-time administrative staff completed momentary measures of job stressors and job satisfaction three times a day on six different workdays over a 3-week period (N = 1818 observations). Multilevel random coefficients models were specified, and the results suggest that within-person stressors are negatively related to within-person job satisfaction. These results stand when controlling for the effects of time, demographics, work characteristics, baseline levels of job stressors and satisfaction, and between-person effects of job stressors. Furthermore, consistent with the differential reactivity model, the results suggest that the observed within-person stressors-satisfaction relationship is conditional upon locus of control and positive affect. Copyright © 2015 John Wiley & Sons, Ltd.

Leader-member exchange as a moderator of the job characteristics – well-being relationship : A daily diary study considering same day and next day effects

“…Third, the present study extends previous research on the within-person job stressorwell-being relationship (e.g. Rudolph et al, 2016) by investigating not only the effects of stressors on well-being within one day but furthermore by clarifying if these effects transfer onto the next day. Thereby, conclusions about the stability of affective (job satisfaction) or cognitive and physical (emotional exhaustion) states can be drawn.…”

Studying Within-Person Changes in Work Motivation in the Short and MediumTerm: You Will Likely Need More Measurement Points than You Think!

“…Having a wide variety of occupations in Study 2 sample was important mainly for one reason: the majority of studies sampled in Study 1 came from homogeneous occupations (e.g., Almeida et al, 2016;Clinton et al, 2017;Debus et al, 2014) and from employees who often worked for the same company and/or department (e.g., Huang et al, 2015;Ilies et al, 2007;Rudolph et al, 2016). This sample homogeneity in the studies analysed in Study 1 may be reflective of a threat to the ecological validity of the results obtained.…”

The Good Manager: Development and Validation of the Managerial Interpersonal Skills Scale

“…It is important to establish the potential incremental validity of MIPS as a job resource beyond traits. Conversely, low levels of MIPS can be viewed as a job stressorand job stressors predict job attitudes (Rudolph et al, 2016).…”