- Oxford Library of Psychology
- [UNTITLED]
- Short Contents
- Oxford Library of Psychology
- About the Editor
- Contributors
- The Nature of Organizational Psychology
- A History of Industrial and Organizational Psychology
- Seeking the Holy Grail in Organizational Science: Uncovering Causality through Research Design
- Multivariate Dynamics in Organizational Science
- Individual Differences: Challenging Our Assumptions
- Behavior, Performance, and Effectiveness in the Twenty-first Century
- Recruitment and Competitive Advantage: A Brand Equity Perspective
- Personnel Selection: Ensuring Sustainable Organizational Effectiveness Through the Acquisition of Human Capital
- Work Design: Creating Jobs and Roles That Promote Individual Effectiveness
- Performance Management
- Learning, Training, and Development in Organizations
- Person-Environment Fit in Organizational Settings
- The Research-Practice Gap in I/O Psychology and Related Fields: Challenges and Potential Solutions
- Work Motivation: Theory, Practice, and Future Directions
- Job Satisfaction and Job Affect
- Organizational Justice
- Dynamic Performance
- Organizational Socialization: Background, Basics, and a Blueprint for Adjustment at Work
- Workplace Mentoring: Past, Present, and Future Perspectives
- Organizational Culture and Climate
- A Social Network Perspective on Organizational Psychology
- Leadership
- Index
Abstract and Keywords
Job satisfactions—multidimensional psychological responses to one's job—have a long and rich tradition of research in psychology. Comparing and contrasting job attitudes with social attitudes, the present chapter presents various theoretical models of job attitudes. These theoretical approaches give rise to an integrative model which draws most heavily from the Cornell model of job attitudes. We then consider newer theoretical approaches, including engagement, affective events, personality, and unit-level satisfaction. Capitalizing on recent trends in personality, affect, and multilevel research, we also present a core self-evaluations multilevel model. We conclude with a discussion of measurement issues in job satisfaction research.
Keywords: Satisfaction, attitudes, job satisfaction, work attitudes, affect
Timothy A. Judge, Mendoza College of Business, University of Notre Dame.
Charles L. Hulin, Department of Psychology, University of Illinois.
Reeshad S. Dalal, Department of Psychology, George Mason University
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- Oxford Library of Psychology
- [UNTITLED]
- Short Contents
- Oxford Library of Psychology
- About the Editor
- Contributors
- The Nature of Organizational Psychology
- A History of Industrial and Organizational Psychology
- Seeking the Holy Grail in Organizational Science: Uncovering Causality through Research Design
- Multivariate Dynamics in Organizational Science
- Individual Differences: Challenging Our Assumptions
- Behavior, Performance, and Effectiveness in the Twenty-first Century
- Recruitment and Competitive Advantage: A Brand Equity Perspective
- Personnel Selection: Ensuring Sustainable Organizational Effectiveness Through the Acquisition of Human Capital
- Work Design: Creating Jobs and Roles That Promote Individual Effectiveness
- Performance Management
- Learning, Training, and Development in Organizations
- Person-Environment Fit in Organizational Settings
- The Research-Practice Gap in I/O Psychology and Related Fields: Challenges and Potential Solutions
- Work Motivation: Theory, Practice, and Future Directions
- Job Satisfaction and Job Affect
- Organizational Justice
- Dynamic Performance
- Organizational Socialization: Background, Basics, and a Blueprint for Adjustment at Work
- Workplace Mentoring: Past, Present, and Future Perspectives
- Organizational Culture and Climate
- A Social Network Perspective on Organizational Psychology
- Leadership
- Index
