It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships

Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organiza...

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Main Authors: Schleicher, Deidra J., Smith, Troy A., Casper, Wendy J., Watt, John D., GREGURAS, Gary J.
Format: text
Language:English
Published: Institutional Knowledge at Singapore Management University 2015
Subjects:
OCB
Online Access:https://ink.library.smu.edu.sg/lkcsb_research/4375
https://doi.org/10.1037/a0038664
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Institution: Singapore Management University
Language: English
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spelling sg-smu-ink.lkcsb_research-53742017-06-12T07:47:24Z It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships Schleicher, Deidra J. Smith, Troy A. Casper, Wendy J. Watt, John D. GREGURAS, Gary J. Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organizational scholars (job performance, organizational citizenship behavior, withdrawal). We also examine multiple relevant indicators of JAS (i.e., attitude certainty, attitude extremity, latitude of rejection, and structural consistency), both to shed light on its conceptual nature and to provide meaningful practical direction to researchers interested in incorporating JAS into job attitude research. Data were collected in five field samples (total N = 816). Results support our hypotheses: JAS moderates the relationships between job satisfaction and performance, organizational citizenship behavior, and turnover intentions; in each case, these relationships are significantly stronger for employees with stronger job satisfaction attitudes. However, as expected, not all JAS indicators are equally effective as moderators. We discuss our findings in terms of their theoretical, empirical, and practical implications for the future study of job attitudes. 2015-07-01T07:00:00Z text https://ink.library.smu.edu.sg/lkcsb_research/4375 info:doi/10.1037/a0038664 https://doi.org/10.1037/a0038664 Research Collection Lee Kong Chian School Of Business eng Institutional Knowledge at Singapore Management University Emotional Regulation Employee Characteristics Fatigue Job Satisfaction emotional labor surface acting deep acting latent profile analysis employee well-being attitude strength OCB performance Human Resources Management Organizational Behavior and Theory
institution Singapore Management University
building SMU Libraries
continent Asia
country Singapore
Singapore
content_provider SMU Libraries
collection InK@SMU
language English
topic Emotional Regulation
Employee Characteristics
Fatigue
Job Satisfaction
emotional labor
surface acting
deep acting
latent profile analysis
employee well-being
attitude strength
OCB
performance
Human Resources Management
Organizational Behavior and Theory
spellingShingle Emotional Regulation
Employee Characteristics
Fatigue
Job Satisfaction
emotional labor
surface acting
deep acting
latent profile analysis
employee well-being
attitude strength
OCB
performance
Human Resources Management
Organizational Behavior and Theory
Schleicher, Deidra J.
Smith, Troy A.
Casper, Wendy J.
Watt, John D.
GREGURAS, Gary J.
It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships
description Integrating attitude theory with the job attitudes literature, we position job attitude strength (JAS) as a missing yet important theoretical concept in the study of job attitudes. We examine JAS as a moderator of the relationship between job satisfaction and several criteria of interest to organizational scholars (job performance, organizational citizenship behavior, withdrawal). We also examine multiple relevant indicators of JAS (i.e., attitude certainty, attitude extremity, latitude of rejection, and structural consistency), both to shed light on its conceptual nature and to provide meaningful practical direction to researchers interested in incorporating JAS into job attitude research. Data were collected in five field samples (total N = 816). Results support our hypotheses: JAS moderates the relationships between job satisfaction and performance, organizational citizenship behavior, and turnover intentions; in each case, these relationships are significantly stronger for employees with stronger job satisfaction attitudes. However, as expected, not all JAS indicators are equally effective as moderators. We discuss our findings in terms of their theoretical, empirical, and practical implications for the future study of job attitudes.
format text
author Schleicher, Deidra J.
Smith, Troy A.
Casper, Wendy J.
Watt, John D.
GREGURAS, Gary J.
author_facet Schleicher, Deidra J.
Smith, Troy A.
Casper, Wendy J.
Watt, John D.
GREGURAS, Gary J.
author_sort Schleicher, Deidra J.
title It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships
title_short It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships
title_full It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships
title_fullStr It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships
title_full_unstemmed It’s All in the Attitude: The Role of Job Attitude Strength in Job Attitude-Outcome Relationships
title_sort it’s all in the attitude: the role of job attitude strength in job attitude-outcome relationships
publisher Institutional Knowledge at Singapore Management University
publishDate 2015
url https://ink.library.smu.edu.sg/lkcsb_research/4375
https://doi.org/10.1037/a0038664
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