Employee attitudes and job satisfaction

By L. Saari, T. Judge. 2004

1,382 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/eb5103ce220e7ce44f1eb587bda4d44971dd3fb1

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The dark side of experiencing job autonomy: Unethical behavior (2017, methodology): “Importantly, this single-item measure has been demonstrated to be as reliable as multiple-item measures of job satisfaction (Saari & Judge, 2004).”
Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance (2016, background): “…their work and families (Kossek, Kalliath, & Kalliath, 2012), this study extended the common notion that job satisfaction is ‘the most focal employee attitude’ (Saari & Judge, 2004, p. 396) and recognised that family satisfaction is just as pertinent to employee well-being as is job satisfaction.”
Public service motivation and job satisfaction in China: An investigation of generalisability and instrumentality (2008, background): “Though studies have demonstrated that many factors affect job satisfaction, the most notable are “intrinsic job characteristics” (Saari and Judge, 2004).”
Employee retention and organizational performance: Evidence from banking industry (2020, background): “In addition, employee retention is related somehow to job satisfaction, and if job satisfaction is lacking, it is expressed in some pattern as turnover, absenteeism and decisions to retire (Saari & Judge 2004).”
Theories of Motivation and Their Application in Organizations: A Risk Analysis (2017, background): “Locke (as cited by Saari and Judge, 2004, p396) defined motivation as "a pleasurable or positive emotional state resulting from the appraisal of one's job experiences".”
Corporate social responsibility and employee performance: Mediation role of job satisfaction and affective commitment (2019, methodology): “According to Saari and Judge (2004) job satisfaction can be faceted or global (one item—“how satisfied are you with your job”). If satisfaction is faced‐based, overall job satisfaction is a sum of its facets, which has been sufficiently related to suggest that they are measuring a single construct (”
Factors that affect Employees Job Satisfaction and Performance to Increase Customers’ Satisfactions (2019, positive): “Saari & Judge (2004) indicate that the relationship between job satisfaction and performance is more important for those doing difficult jobs than for those in less demanding jobs.”
The influence of corporate social responsibility on employee satisfaction (2016, background): “Emotions are inextricably linked to such evaluations, and so job satisfaction involves both emotion and one’s attitude towards evaluations of his or her job (Saari and Judge, 2004).”
THE SPILLOVER OF DAILY JOB SATISFACTION ONTO EMPLOYEES' FAMILY LIVES: THE FACILITATING ROLE OF WORK-FAMILY INTEGRATION (2009, background): “We suspect that the low cross-sectional validity of the aggregate affect scores was caused by augmented effects of rating biases such as acquiescence (Watson & Tellegen, 2002). However, acquiescence error is less pronounced in single ratings, and we essentially controlled for acquiescence in intrain”
Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, background): “Work-related attitudes are also relevant because they relate to important work behaviors such as performance, organizational citizenship behavior, and turnover (Saari & Judge, 2004).”
RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION (2006, result): “Thus, the results of the CFAs showed that the two-factor model proposed by Bennett and Robinson (2000) was supported in our data for both boss and self-ratings.”
Job satisfaction and self-employment: autonomy or personality? (2012, background): “…strong predictor for such behaviours as workers’ commitment, motivation, absenteeism, quitting intentions, and other affective responses to aspects of the job or the employer (Cotton and Tuttle 1986; Clark et al. 1998; Judge et al. 2000; Saari and Judge 2004; Gazioglu and Tansel, 2006; Lange 2008).”
Employees’ Perceptions of Corporate Social Responsibility and Job Performance: A Sequential Mediation Model (2016, background): “As a result, job satisfaction, being the pleasurable state resulting from the appraisal of one’s job or job experiences, is likely to function as a strong predictor of job performance [25].”