The Dispositional Approach To Job Attitudes: A Lifetime Longitudinal Test

Staw, Barry M.; Bell, Nancy; Clausen, John A.

doi:10.2307/2392766

Cited by 581 publications

(435 citation statements)

References 38 publications

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“…Judge and Hulin's (in press) study, as well as past dispositional research (Levin & Stokes, 1989;Pulakos & Schmitt, 1983;Staw & Ross, 1985;Staw et al, 1986;Weitz, 1952), provides support for hypothesizing that subjective well-being will influence job satisfaction. Thus, past empirical data support the effect of general affective states on job satisfaction.…”

Section: --------------------mentioning

confidence: 87%

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Judge

Locke²

1993

Journal of Applied Psychology

278

209

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Although the dispositional approach to job satisfaction has received a good deal of recent attention, a fundamental deficiency in past dispositional research is a failure to use existing theories to explain why individuals are unhappy and dissatisfied with their jobs. E. A. Locke (1976), T. A. Judge (1992), and T. A. Judge and C. L. Hulin (in press) suggested that thinking processes should be studied in relation to job satisfaction. This study tested the thesis that the cognitive theory of depression, which focuses on individuals' thought processes, will help in understanding both subjective well-being and job satisfaction. A confirmatory model involving subjective well-being, job satisfaction, dysfunctional thought processes, and other relevant influences was hypothesized and tested by using a stratified random sample of university employees. Ratings were obtained from 2 sources to reduce single-source bias. The results indicated strong support for the overall model and for the adverse effect of dysfunctional thought processes.

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Section: --------------------mentioning

confidence: 87%

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Judge

Locke²

1993

Journal of Applied Psychology

278

209

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“…Staw and Ross (1985) and Staw et al (1986) have suggested that changes in job conditions may be constrained by dispositional forces. As Gerhart (1987Gerhart ( , 1990b pointed out, this implies a dispositional interaction.…”

Section: Discussionmentioning

confidence: 99%

Does affective disposition moderate the relationship between job satisfaction and voluntary turnover?

Judge¹

1993

Journal of Applied Psychology

202

171

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J. Weitz (1952) argued that job dissatisfaction would be more predictive of turnover if it was considered in light of an individual's predisposition to be satisfied with everyday life events. In the present study it was hypothesized that affective disposition moderates the relationship between job satisfaction and voluntary turnover. With data collected from a sample of nurses, support was indicated for the hypothesis. The more positive the disposition of the individual, the stronger the relationship that was observed between job dissatisfaction and turnover. Furthermore, individuals dissatisfied with their jobs but positively disposed to life in general were the individuals most likely to quit. Implications of the results for future research and practice are discussed. I thank Charles Hulin for his contributions to this project and Bob Bretz, Barry Gerhart, and three anonymous reviewers for comments on an earlier version of this article.

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“…For example, studies Staw, Bell, & Clausen, 1986) have found that measures of dispositional happiness predict people's feelings about their jobs decades later, suggesting that temperament has a long-term influence on job satisfaction. Similarly, after reviewing the literature, Judge and Larsen (2001) reported that the evidence supports the conclusion that dispositions influence job satisfaction.…”

Section: Causalitymentioning

confidence: 99%

Beyond Money: Toward an Economy of Well-Being

Diener

Seligman

2009

Social Indicators Research Series

809

975

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SUMMARY-Policy decisions at the organizational, corporate, and governmental levels should be more heavily influenced by issues related to well-being--people's evaluations and feelings about their lives. Domestic policy currently focuses heavily on economic outcomes, although economic indicators omit, and even mislead about, much of what society values. We show that economic indicators have many shortcomings, and that measures of well-being point to important conclusions that are not apparent from economic indicators alone. For example, although economic output has risen steeply over the past decades, there has been no rise in life satisfaction during this period, and there has been a substantial increase in depression and distrust. We argue that economic indicators were extremely important in the early stages of economic development, when the fulfillment of basic needs was the main issue. As societies grow wealthy, however, differences in well-being are less frequently due to income, and are more frequently due to factors such as social relationships and enjoyment at work.Important noneconomic predictors of the average levels of well-being of societies include social capital, democratic governance, and human rights. In the workplace, noneconomic factors influence work satisfaction and profitability. It is therefore important that organizations, as well as nations, monitor the well-being of workers, and take steps to improve it.Assessing the well-being of individuals with mental disorders casts light on policy problems that do not emerge from economic indicators. Mental disorders cause widespread suffering, and their impact is growing, especially in relation to the influence of medical disorders, which is declining. Although many studies now show that the suffering due to mental disorders can be alleviated by treatment, a large proportion of persons with mental disorders go untreated. Thus, a policy imperative is to offer treatment to more people with mental disorders, and more assistance to their caregivers.Supportive, positive social relationships are necessary for well-being. There are data suggesting that well-being leads to good social relationships and does not merely follow from them. In addition, experimental evidence indicates that people suffer when they are ostracized from groups or have poor relationships in groups. The fact that strong social relationships are critical to well-being has many policy implications. For instance, corporations should carefully consider relocating employees because doing so can sever friendships and therefore be detrimental to well-being.Desirable outcomes, even economic ones, are often caused by well-being rather than the other way around. People high in wellbeing later earn higher incomes and perform better at work than people who report low well-being. Happy workers are better organizational citizens, meaning that they help other people at work in various ways. Furthermore, people high in well-being seem to have better social relationships than people low in wellbeing. ...

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The Dispositional Approach To Job Attitudes: A Lifetime Longitudinal Test

Cited by 581 publications

References 38 publications

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Does affective disposition moderate the relationship between job satisfaction and voluntary turnover?

Beyond Money: Toward an Economy of Well-Being

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