Attention and Effort

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.

http://m.timothy-judge.com/JS-JP%20published.pdf

The job satisfaction-job performance relationship: a qualitative and quantitative review.

We theorize that engagement, conceptualized as the investment of an individual’s complete self into a role, provides a more comprehensive explanation of relationships with performance than do well-known concepts that reflect narrower aspects of the individual’s self. Results of a study of 245 firefighters and their supervisors supported our hypotheses that engagement mediates relationships between value congruence, perceived organizational support, and core self-evaluations, and two job performance dimensions: task performance and organizational citizenship behavior. Job involvement, job satisfaction, and intrinsic motivation were included as mediators but did not exceed engagement in explaining relationships among the antecedents and performance outcomes.

pdf/job-engagement-antecedents-and-effects-on-job-performance-3j3181j5zw.pdf

Job engagement: antecedents and effects on job performance

This meta-analysis (114 studies, k = 157, N = 21,616) examined the relationship between self-efficacy and work-related performance. Results of the primary meta-analysis indicated a significant weighted average correlation between self-efficacy and work-related performance, G (r+) = .38, and a signif

Self-efficacy and work-related performance: A meta-analysis.

DeLone and McLean's DeLone, W. H., E. R. McLean. 1992. Information systems success: The quest for the dependent variable. Inform. Systems Res.31 60--95. comprehensive review of different information system success measures concludes with a model of “temporal and causal” interdependencies between their six categories of IS Success. After working with this model for some years, it has become apparent that the inclusion of both variance and process interpretations in their model leads to so many potentially confusing meanings that the value of the model is diminished. Because of the confusion that this overloading of meanings can cause, this paper presents and justifies a respecified and slightly extended version of DeLone and McLean's model.

https://www.jstor.org/stable/pdfplus/23010940.pdf

A Respecification and Extension of the DeLone and McLean Model of IS Success

A theory of behavior in organizations

Goal setting: A theoretical analysis of a motivational technology.

Summary

Three items normally found on any job application blank were used on a sample of 220 female clerical workers in an attempt to predict an absenteeism criterion. Age and Marital Status showed no relationship to the criterion, while Number of Dependents was significantly and positively related to absenteeism in both the primary and hold-out groups. This supports the hypothesis that employee selection may be simplified by using information already possessed by the company.

Predicting Female Absenteeism

: The ability to retain a learned skill or habit over extended time periods is a problem which has, as yet, not been too thoroughly explored. Reviewing those articles which seem to relate either directly or peripherally to long-term retention of learned motor behavior indicates that the number of variables of possible importance is quite large, and that in general only limited research has been conducted with any one of these given variables. The variables appear to fall into four general classes: those dealing with the type of task, those concerned with learning p rameters, those concerned with retention interval parameters, and those concerned with recall parameters. Research under each category is reviewed and commented on, and suggestions are made that certain variables (such as task organization and the scoring method used) should be considered as key variables in any research program dealing with the long-term retention of skills. (Author)

Long-term retention of learned skills: a review of the literature.

Task coherence, training time, and retention interval effects on skill retention.

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