How Important are Job Attitudes? Meta-Analytic Comparisons of Integrative Behavioral Outcomes and Time Sequences

By David A. Harrison, Daniel A. Newman, Philip L. Roth. 2006

1,328 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/64479b0402319f32c874883d7778f7c1493f3b4e

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In Applied Psychology

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Work satisfaction, organizational commitment and withdrawal behaviours. (2007, background): “In a recent meta-analysis, Harrison et al. (2006) report small to medium correlations between job satisfaction/commitment with absenteeism, with some of the respective confidence intervals including zero.”
Why resilient workers perform better: The roles of job satisfaction and work engagement (2018, neutral): “Harrison, Newman, and Roth (2006) noted that job satisfaction is an attitude that connotes a broad target.”
Employee justice perceptions and coworker relationships (2008, background): “absenteeism) may be stronger than previously thought when the criterion is measured at a more abstract level ( Harrison et al. , 2006”
Positive employee attitudes: How much human resource management do you need? (2013, methodology): “The present study uses very similar attitudinal measures to those considered by Harrison et al. (2006).”
Job Satisfaction and Job Affect (2012, background): “…any new job attitude such as employee engagement faces (or at least ought to face) significant barriers to entry.3 Specifically, the observed empirical relationships among the various job attitudes are quite strong, especially after controlling for measurement error (e.g., Harrison et al., 2006).”
The cognitive underpinnings of effective teamwork: a meta-analysis. (2010, background): “This finding extends the application of the compatibility principle (Ajzen, 1988) from individual attitude–behavior linkages (Harrison et al., 2006), to team-level cognition– behavior relationships as well; notably, patterned (structured) cognition shows a stronger relation to patterned process than”
A meta-analysis of the interrelationships between employee lateness, absenteeism, and turnover: Implications for models of withdrawal behavior (2012, result): “Moderate-to-strong lateness–absenteeism and absenteeism–turnover correlations have been cited as evidence in favor of the withdrawal construct perspective (Harrison et al., 2006; Koslowsky et al., 1997; Mitra, Jenkins, & Gupta, 1992).”
To Agree or Not to Agree? A Meta-Analytical Review of Strategic Consensus and Organizational Performance (2011, neutral): “While the sample size of our meta-analysis is relatively small, it is similar to other recent metaanalyses in both strategy and organizational behavior (e.g., Balkundi and Harrison, 2006, k=17; Harrison et al., 2006, k=24; Li and Cropanzano, 2009, k=12).”
Well-being, affective commitment and job satisfaction: influences on turnover intentions in casual dining employees (2020, background): “Affective commitment has been shown to be of high importance in the motivation of certain behaviors, including turnover, by individuals in the workplace (Harrison et al., 2006; Meyer et al., 2002; Tews et al., 2013).”