Attitudes at Work

Successful employees are the foundation for successful and efficient organisations in the
long run, as the fulfilment of the required work tasks enables the realisation of
organisational goals. Encouraging job performance and quality of work are particularly
important in prisons, as prison officers are key actors in ensuring order and security in
prisons and the legitimacy of the prison system. A literature review shows that there is a
need to improve the understanding of the causal links between organisational and
workplace factors and the job performance of prison staff. Also, past penological research
has not yet examined the prison officers’ task performance as a specific dimension of job
performance. Therefore, the purpose of the master's thesis was to investigate the role of
organisational and workplace factors and work attitudes with the job performance of prison
officers in Slovenia. Accordingly, a quantitative research was conducted in the form of a
survey in which 36.8 % (N = 201) of all prison officers employed in prisons in Slovenia
participated. The results of descriptive statistics showed that the surveyed prison officers
rated their job performance and job satisfaction very highly, while reported relatively
neutral job involvement. Moreover, they do not perceive stress in the workplace to be high
and are optimistic about the organisational fairness, but they perceive work as dangerous.
The results of regression analyses showed that self-reported job performance is affected by
job satisfaction but not by job involvement. Job satisfaction and involvement are further
affected by perceived organisational fairness and danger at work, while stress at work only
affects job satisfaction. The research results are primarily useful for prison leadership and
management for planning potential improvements, as they provide insights into the work
attitudes of employees and the factors that affect their work performance. The results are
also useful for further research of performance in security organisations in general.

This study investigated the influence that job satisfaction and organization work climate has on job performance. It also investigated the relationship between the job variables (job satisfaction and organization work climate) and job performance. A total of One hundred and Seventy-nine (179) employees randomly selected from among the non-academic staff of Ekiti State University, Ado-Ekiti in Nigeria participated in the study. The participants comprised of Eighty-nine (89) male and Ninety (90) female employees with age range of 25 years to 55 years. Three research instruments were used to obtain data from the participants namely Minnesota Satisfaction Questionnaire (MSQ), Index of Organizational Reaction (IOR) and Perceived Work Performance Scale (PWPS). 2x2 Analysis of Variance (ANOVA) was used to test for the influence of job satisfaction and organization work climate on job performance while Pearson product moment correlation was used to test for the relationship between the job variables and job performance. Results revealed that no significant relationship exist between job satisfaction and job performance. Likewise, there was no significant relationship between organization work climate and job performance. Results also showed that there was no influence of job satisfaction and organization work climate on job performance. It was recommended that management of organizations should identify those factors that could motivate their employees, and provide such in order to boost performance on the job.

Głównym celem artykułu jest ocena zależności pomiędzy wybranymi pojęciami wykorzy-stywanymi do opisu postaw pracowniczych. Rozważania kończy propozycja powiązania występujących w literaturze pojęć i opracowania teoretycznego modelowego ujęcia postaw pracowniczych. Artykuł opiera się na analizie światowego dorobku z zakresu: satysfakcji, zaangażowania, przywiązania oraz identyfikacji pracowniczej. Wskazując na podobień-stwa i różnice pomiędzy opisanymi pojęciami, dokonano próby ustalenia współzależ-ności między nimi. Na podstawie przeglądu literatury z zakresu postaw pracowniczych wskazano problemy, których rozwiązania nie budzą wątpliwości wśród badaczy zachowań organizacyjnych, jak i takie, które wymagają jeszcze dalszych rozstrzygnięć. Słowa kluczowe: postawa wobec pracy, satysfakcja, zaangażowanie, przywiązanie, identyfikacja Wprowadzenie W wielu sytuacjach związanych z wykonywaniem pracy zawodowej dochodzi do przejawiania, jak i kształtowania się postaw pracowniczych. Postawy, obok niezbędnych kwalifikacji i kompetencji pracownika, traktowane są jako element kapitału ludzkiego (Juchnowicz, 2007, s. 19), stając się tematem licznych prac naukowo badawczych 1. Każdy człowiek prezentować może nieograniczoną liczbę postaw wobec ludzi, rzeczy, idei czy zjawisk społecznych. Jednocześnie, najczęściej postawa definiowana jest jako komponent trzech elementów: poznawczego, afek-tywnego i behawioralnego (Lindsey, Aronson, 1985, s. 233). Pomimo powszech-nego przyjęcia trójelementowego postrzegania postawy, w praktyce najczęściej 1 W październiku 2015 r. w bazie proquest znalazło się 1480 artykułów naukowych, które w tytule lub podtytule zawierały wyrażenie job attitude.

The teacher, aside from the challenges he/she faces in everyday work, the rigors of student management and the mountain of paperwork, is also confronted with the task to be emotionally matured, exhibit positive work habits, and display high teaching performance. This study aimed to determine the emotional quotient, work attitude, and teaching performance of secondary school teachers. The study used a descriptive-correlational method of research. Seven hundred and sixty-eight (768) public secondary school teachers from four school division offices in Central Luzon, Philippines took part in the study. To determine the emotional quotient and work attitude of the respondents, the study used tools by Helgriegel, et al. (1992), and the Department of Education's Competency Based-Performance Appraisal System for Teachers (CB-PAST) for the teaching performance. Analysis of the data is through frequency, percentage, mean, standard deviation, Pearson-r, and chi-square. The results showed that the emotional quotient of the secondary school teacher was-high‖. The work attitudes of teachers in terms of sense of efficacy, sense of community, and a sense of professional interest was-very high‖. In addition, the respondents also got a-very satisfactory‖ rating in their teaching performance. The teachers' emotional quotient and their teaching performance were significantly correlated. The researcher also found significant correlations between teachers' work attitude in terms of the sense of efficacy and their teaching performance. Further perusal revealed significant differences among the respondents' work attitudes when grouped according to gender, educational attainment, and length of service. Based on the results, the researcher suggested pertinent implications for the study.

Research shows that sexual minorities and heterosexuals differ in the level of success in educational and earnings attainment, but differences in occu- pational attainment have been unclear. To extend the literature, this article examines sexual orientation differences in young adulthood occupational status by analyzing the National Longitudinal Study of Adolescent Health Waves 1 to 4. Drawing from the life course literature, a theoretical frame- work is developed to explain how sexual orientation shifts opportunities and constraints in the occupational attainment process. The analysis shows that the association between sexual orientation and occupational status depends on gender, the type of sexual experience used to measure sexual orientation, and the timing of first sexual experience. Women who report their first same-sex attraction or sexual contact in young adulthood have lower occupational status than those without such experience, and men who report their first same-sex dating relationships in young adulthood tend to have higher occupational status than those without such relationships. These findings extend the existing knowledge on sexual development and status attainment, which has mainly focused on heterosexual development.

This paper considers how utilizing a model of job-related affect can be used to explain the processes through which perceived training and development influence employee retention. We applied Russell’s model of core affect to categorize four different forms of work attitude, and positioned these as mediators of the relationship between perceived training and development and intention to stay. Using data from 1,191 employees across seven organizations, multilevel analyses found that job satisfaction, employee engagement, and change-related anxiety were significantly associated with intention to stay, and fully mediated the relationship between perceived training and development and intention to stay. Contrary to our hypotheses, emotional exhaustion was not significantly associated with intention to stay nor acted as a mediator when the other attitudes were included. These findings show the usefulness of Russell’s model of core affect in explaining the link between training and development and employee retention. Moreover, the findings collectively suggest that studies examining employee retention should include a wider range of work attitudes that highlight pleasant forms of affect.
Keywords: employee retention, perceived training and development, job-related affect, multilevel analysis, work attitudes

In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe.

Sustainable competitive advantage lies in the intellectual capital of firms, where it has become important to retain employees and train them for future leadership. Hence, firms must recognize the importance of the work values and attitudes of the employed Generation. Understanding Generational diversity and using the right strategy is crucial for the firm’s success. Theorization of Generational differences have been applied in Western Cultures more often than Eastern Cultures, hence this research expanded the concept of Generational diversity to the banking workforce of Karachi, Pakistan. The relationship between Generation X and Y work values and attitudes on employee performance was examined. Three hundred people from Generation X and Y were taken as a sample from the Commercial Banks in Karachi and responses on different work attitudes and values were taken. It was found that values and attitudes have a significant relationship with employee performance for both Generation X and...

This work examines differences in the work-related values, expectations, and behaviors between millennials who are significant users of technology and social media, and those who are not. We delineate the development of millennial behavior using a unique group of millennials, those in the Ultra-Orthodox Jewish (known as "Haredi") community in Israel. Due to religious and community norms, many Haredi millennials were shielded from digital technology , and particularly the Internet and the various technologies associated with it, such as text messaging and social media. Those who were raised and remained in Haredi communities did not encounter the Internet with any regularity as children. Many as adults are still unfamiliar with social media. Thus, this community presents a unique natural experiment, comparing Haredi millennials who are immersed in social media with those who are not. ARTICLE HISTORY

The article presents the results of a research on the possibilities of explaining job satisfaction of academic teachers in Poland. Hierarchical multiple regression analysis was applied. The aim of the research was to examine the importance and strength of autotelic and normative work attitudes in explaining subjective job satisfaction of teachers in the area of teaching, research and organization. The research covered a group of 367 academics working in universities in Northern Poland. The research has shown that job satisfaction of academic teachers can be explained to a greater extent by the work attitude they present rather than by the social support
received and the atmosphere at work. It turned out, however, that this applies only to job satisfaction in the field of teaching and research. In the case of organizational work, the level of satisfaction with its performance proved to be dependent more on interpersonal relationships in the workplace.

Sustainable competitive advantage lies in the intellectual capital of firms, where it has become important to retain employees and train them for future leadership. Hence, firms must recognize the importance of the work values and attitudes of the employed Generation. Understanding Generational diversity and using the right strategy is crucial for the firm’s success. Theorization of Generational differences have been applied in Western Cultures more often than Eastern Cultures, hence this research expanded the concept of Generational diversity to the banking workforce of Karachi, Pakistan. The relationship between Generation X and Y work values and attitudes on employee performance was examined. Three hundred people from Generation X and Y were taken as a sample from the Commercial Banks in Karachi and responses on different work attitudes and values were taken. It was found that values and attitudes have a significant relationship with employee performance for both Generation X and...

Medical doctors are responsible for leading the care of patients. They are perhaps the most valuable assets of healthcare organisations. Yet, indications signal that medical doctors operating in the Upper East and West Regions of Ghana are bedevilled with severe breaches in their psychological contract, which could probably result in low commitment to their organisation and subsequently, stifle their tendency to be good organisational citizens. The study therefore investigated the interceding effect of organisational commitment in the nexus between psychological contract breach and organisational citizenship behaviour among medical doctors in the Upper East and Upper West Regions of Ghana. 214 medical doctors participated in the study. A validated, semi-structured and self-administered questionnaire was employed. The data collected was subjected to Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett test of sphericity, as well as reliability and validity tests. Mediating ef...

Medical doctors are responsible for leading the care of patients. They are arguably the most valuable assets of healthcare organisations. They are needed in their right quantities to improve health outcomes particularly during the outbreak of pandemics, such as Covid-19. This study examined the mediating role of job satisfaction in the connection between psychological contract breach and organisational citizenship behaviour among medical doctors across 26 healthcare units in the Upper East and Upper West Regions of Ghana. 214 medical doctors participated in the study. A self-administered questionnaire process was adopted. The questionnaire was pre-tested prior to the main survey. The data collected from the main survey were subjected to Kaiser-Meyer-Olkin measure of sampling adequacy, Bartlett"s test of sphericity, reliability, and validity tests. Control variables were sex (GEN1), age (GEN2), employment type (GEN3) and tenure (GEN4). Partial least square structural equation modelling was employed with the aid of Smart PLS 3.0M.3. As expected, job satisfaction partially mediated the connection between psychological contract breach and organisational citizenship behaviour among medical doctors working in the Upper East and Upper West Regions of Ghana. The study therefore established that job satisfaction reduces the effect of a psychological contract breach on the medical doctors" tendency to be bad organisational citizens. The study therefore recommends managers of Ghana Health Service to consider improving the level of job satisfaction among medical doctors working in the Upper East and Upper West Regions of Ghana, such as improving upon their welfare needs and providing safe working environment so as to propel them to be better organisational citizens.