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Cornelius, Guy William - One of the best experts on this subject based on the ideXlab platform.
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Job Satisfaction and Adaptation
2026Co-Authors: Cornelius, Guy WilliamAbstract:213 p.Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1987.A longitudinal study of relations between Job facet satisfaction, cognitive determinants of behavior, and frequency of adaptive behaviors (acts intended to alleviate dissatisfaction) was performed with female nurses in a midwestern hospital. A variation of the Job Adaptation model proposed by Rosse and Miller (Rosse, J. G. & Miller, H. E. (1984). Relationship between absenteeism and other employee behaviors. In P. S. Goodman (Ed.), Absenteeism (pp. 194-228). San Francisco: Josey-Bass) was tested using the theory of reasoned action (Ajzen, I. & Fishbein, M. (1980). Understanding attitudes and predicting social behavior. Englewood Cliffs, NJ: Prentice-Hall) as the model of behavioral choice. Eight adaptive behaviors were studied, including attempts to obtain Jobs in other organizations or Job transfers, talking to supervisors, husbands, and coworkers, and avoidance behaviors. Results indicate that employees' intentions to take action to alleviate dissatisfaction are related to facet satisfaction, but more strongly related to the degree of perceived control over reducing dissatisfaction. These intentions also were more strongly related to the anticipated affect (valence) associated with alleviating dissatisfaction than the degree of facet dissatisfaction. Specific adaptive behaviors were best predicted by corresponding behavioral intentions; these in turn were best predicted by employees' positive or negative evaluation of their performance of the behavior (attitudes toward acts) and perceptions of social pressure to perform or not perform behaviors (subjective norms). Attitudes toward acts were predicted by employees beliefs about the likely consequences of behavior. Facet satisfaction was negatively correlated with both the valence of alleviating dissatisfaction and the frequency of the eight adaptive behaviors. Perceived control over reducing dissatisfaction was positively correlated with attempts to influence the source of dissatisfaction and attempts to obtain Jobs in other departments or organizations and negatively correlated with avoidance behaviors. Results indicate that the relation between satisfaction and various behaviors is best understood by considering cognitive variables such as individuals' perceived amount of control over alleviating dissatisfaction, the valence associated with alleviating dissatisfaction, outcomes expected as a consequence of behaviors, and perceptions of social pressure to perform or not perform behaviors.U of I OnlyRestricted to the U of I community idenfinitely during batch ingest of legacy ETD
Judge, Tim Alan - One of the best experts on this subject based on the ideXlab platform.
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Job satisfaction as a reflection of disposition: Investigating the relationship and its effect on employee adaptive behaviors
2026Co-Authors: Judge, Tim AlanAbstract:The dispositional source of Job satisfaction has been the subject of recent research in the organizational literature. However, flaws in dispositional research have limited the conclusions one can draw from the results. This dissertation is an attempt to address limitations in past dispositional research. A second purpose of this dissertation is to investigate the validity of Hulin's model of Job satisfaction and Job Adaptation, and in particular how the inclusion of disposition will affect the model. An important distinction was made between affective disposition, defined as the tendency to respond to the environment in an affect-based manner, and subjective well-being, the level of overall happiness and satisfaction an individual has with his or her life. Finally, Job Adaptation was tested as a construct involving many work behaviors individuals invoke to respond to dissatisfaction, including quitting, lateness, absenteeism, retirement, and shirking. A causal model was tested employing three different sources of data: self-reports, "significant other" evaluations, and supervisor ratings. This triangulation of sources and estimation of nonrecursive relationships allows confidence to be placed in the findings. Results indicated support for the overall causal model as well as the specific hypothesized relationships within the model. Many important implications derive from the results and relate to how affective disposition, subjective well-being, Job satisfaction, and Job Adaptation are conceptualized and tested in organizational research.U of I OnlyETDs are only available to UIUC Users without author permissio
Klaus Moser - One of the best experts on this subject based on the ideXlab platform.
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increasing proactive coping in organizational newcomers improving Job Adaptation or rocking the boat
Journal of Career Development, 2019Co-Authors: Katarzyna ślebarska, Roman Soucek, Klaus MoserAbstract:Proactivity has positive effects for the Adaptation to the workplace. This study introduces an intervention that aims to enhance one important resource of newcomer Adaptation, proactive coping, by a resource accumulation and controllability intervention for organizational newcomers. The effectiveness of the intervention (a structured booklet) was assessed in a sample of organizational newcomers (N = 172) within a longitudinal evaluation design (one-pretest double-posttest design with a treatment and a control group). The intervention improved proactive coping and enhanced an important proximal Adaptation outcome, role clarity (mediated by proactive coping). However, the intervention also increased intention to quit especially among those newcomers who had previous Job experience (i.e., Job changers). Overall, the study demonstrates that increasing proactive coping improves the Adaptation of organizational newcomers with respect to role clarity and therefore provides a promising starting point for addition...
Katarzyna ślebarska - One of the best experts on this subject based on the ideXlab platform.
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increasing proactive coping in organizational newcomers improving Job Adaptation or rocking the boat
Journal of Career Development, 2019Co-Authors: Katarzyna ślebarska, Roman Soucek, Klaus MoserAbstract:Proactivity has positive effects for the Adaptation to the workplace. This study introduces an intervention that aims to enhance one important resource of newcomer Adaptation, proactive coping, by a resource accumulation and controllability intervention for organizational newcomers. The effectiveness of the intervention (a structured booklet) was assessed in a sample of organizational newcomers (N = 172) within a longitudinal evaluation design (one-pretest double-posttest design with a treatment and a control group). The intervention improved proactive coping and enhanced an important proximal Adaptation outcome, role clarity (mediated by proactive coping). However, the intervention also increased intention to quit especially among those newcomers who had previous Job experience (i.e., Job changers). Overall, the study demonstrates that increasing proactive coping improves the Adaptation of organizational newcomers with respect to role clarity and therefore provides a promising starting point for addition...
Roman Soucek - One of the best experts on this subject based on the ideXlab platform.
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increasing proactive coping in organizational newcomers improving Job Adaptation or rocking the boat
Journal of Career Development, 2019Co-Authors: Katarzyna ślebarska, Roman Soucek, Klaus MoserAbstract:Proactivity has positive effects for the Adaptation to the workplace. This study introduces an intervention that aims to enhance one important resource of newcomer Adaptation, proactive coping, by a resource accumulation and controllability intervention for organizational newcomers. The effectiveness of the intervention (a structured booklet) was assessed in a sample of organizational newcomers (N = 172) within a longitudinal evaluation design (one-pretest double-posttest design with a treatment and a control group). The intervention improved proactive coping and enhanced an important proximal Adaptation outcome, role clarity (mediated by proactive coping). However, the intervention also increased intention to quit especially among those newcomers who had previous Job experience (i.e., Job changers). Overall, the study demonstrates that increasing proactive coping improves the Adaptation of organizational newcomers with respect to role clarity and therefore provides a promising starting point for addition...