جستجوی مقالات مرتبط با کلیدواژه "job attitude" در نشریات گروه "روانشناسی"

Today, employee's turnover, especially skilled employees, has become an important issue for organizations and imposes a lot of costs. Therefore, finding factors that can prevent employee's turnover is of particular importance. In this regard, the present study was carried out with the aim of determining the effect of genuine leadership on the intention to turnover with the mediating role of job attitude. The research method in the current applied research was descriptive survey type. The statistical population consisted of all the experts of Iran Insurance Joint Stock Company and Entrepreneur Insurance and Zanjan Saba Insurance Services in Zanjan city. The statistical sample of this research is 109 experts. The data collection tool was a questionnaire (taken from the research (Anthony et al., 2016). The reliability of the questionnaire was confirmed with Cronbach's reliability coefficient higher than 0.7 and combined reliability (CR) higher than 0.6 in all variables. Its validity was confirmed with AVE more than 0.4 for all variables. In order to test the hypotheses and fit the model, structural equation modeling and partial least squares method with PLS3 software were used. According to the results, all the hypotheses were confirmed and showed that genuine leadership has a negative and significant effect on on employee's turnover intention. Also, the mediating role of job attitude in the negative effect of genuine leadership on the employee's turnover intention was also confirmed.

Managers need to know the principles of organizational behavior. One of the basics of management in organizations is having information about employees' attitudes. Employees' attitudes can affect their performance. Considering employees' job attitudes can be of great benefit for organization, because attitudes are one of the basic predictors of behavior. Job attitude is a kind of feeling towards one's job that is result of factors such as the nature of the job, organizational, environmental, and also individual factors. The purpose of this study was to investigate qualitatively the employees’ job attitudes in Bidboland Gas Refining Company. The main and important attitudes that are addressed in the present study include job satisfaction, job involvement, organizational commitment, and perceived organizational support. Among the proposed attitudes, job involvement can act as a key attitude for the organization, because job involvement leads to job satisfaction, organizational commitment, especially emotional and normative commitment, and desire to stay in job. Job involvement also reduces absenteeism and turnover and increases positive and voluntary behaviors such as humanitarian actions.

The statistical population of the study was all managers and employees of Bidboland Gas Refining Company. 50 employees were selected by snowball method as research sample. The instrument was semi-structured interviews, and qualitative content analysis was used for data analysis.

The results showed that a total of 4 variables, 20 dimensions and 27 components were obtained for the four job attitudes. 8 dimensions and 15 components for the job satisfaction; 3 dimensions and 3 components for the organizational commitment; 5 dimensions and 5 components for the perceived organizational support, and 4 dimensions and 4 components were obtained for the job involvement variable.

Given that job attitudes affect the behaviors of employees in organizations, by recognizing job attitudes, many job events such as job burnout, apathy, various misconduct, and finally  leaving the job can be prevented. And this is very useful for managers of organizations.

Thriving at work is the modern conceptual basis of positive organizational psychology. Having energy and interest in using knowledge and skills in performing job tasks (success) is underling factor for promotion job attitudes. The present study was conducted to determine the role of work engagement in relationship between thriving at work and job attitudes of teachers including commitment to teaching, job satisfaction and occupational sense of belonging at school. This study was descriptive. The population of this research was women teachers of Esfahan in high school that 130 women teacher were selected by cluster sampling method. Participants of this study responded to Porath Thriving at Work Questionnaire(2011), Teacher Engagement Scale(Klassena,, Yerdelenc,Durksen), Teachers' Job Satisfaction Scale(Poomaki et al.,2010), Teacher's Organizational Commitment Scale(Chan et al.,2008) and Sense of Belonging at School Scale(Scalwick and Scalwick,2011). Data were analyzed by Person correlation with SPSS-20 and Structural Equation Modeling(SEM) in bootstrapping analysis by AMOS-20. The results of this study showed that, in order to model structural equations, we must first use the Maximum Likelihood (ML) test in the Satorra Bentler Robust estimation method. The results of Bootstrapping analysis in the final model showed good fitness with collected data. This model confirmed indirect relationship between thriving at work and teacher’s job attitudes with mediation role of teacher engagement. The findings support the necessity of investment to create enthusiasm and engagement among teachers as trainers of next generation in improving major job attitudes such as teaching commitment, job satisfaction and sense of belonging at school. If energy and tendency to apply educational training (thriving at work) is associated with motivation and positive cognitive-emotional affect (teacher engagement) so it can lead to attitude such as sense of pride and belonging and also commitment to teaching profession that their effects will be visible in the educational environments.

Thriving at work is the modern conceptual basis of positive organizational psychology. Having energy and interest in using knowledge and skills in performing job tasks (success) is underling factor for promotion job attitudes. The present study was conducted to determine the role of work engagement in relationship between thriving at work and job attitudes of teachers including commitment to teaching, job satisfaction and occupational sense of belonging at school. This study was descriptive. The population of this research was women teachers of Esfahan in high school that 130 women teacher were selected by cluster sampling method. Participants of this study responded to Porath Thriving at Work Questionnaire(2011), Teacher Engagement Scale(Klassena,, Yerdelenc,Durksen), Teachers' Job Satisfaction Scale(Poomaki et al.,2010), Teacher's Organizational Commitment Scale(Chan et al.,2008) and Sense of Belonging at School Scale(Scalwick and Scalwick,2011). Data were analyzed by Person correlation with SPSS-20 and Structural Equation Modeling(SEM) in bootstrapping analysis by AMOS-20. The results of this study showed that, in order to model structural equations, we must first use the Maximum Likelihood (ML) test in the Satorra Bentler Robust estimation method. The results of Bootstrapping analysis in the final model showed good fitness with collected data. This model confirmed indirect relationship between thriving at work and teacher’s job attitudes with mediation role of teacher engagement. The findings support the necessity of investment to create enthusiasm and engagement among teachers as trainers of next generation in improving major job attitudes such as teaching commitment, job satisfaction and sense of belonging at school. If energy and tendency to apply educational training (thriving at work) is associated with motivation and positive cognitive-emotional affect (teacher engagement) so it can lead to attitude such as sense of pride and belonging and also commitment to teaching profession that their effects will be visible in the educational environments.