A Meta-Analytic Examination of the Construct Validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale.

TL;DR: It is shown that IER can inflate the strength of observed relationships when scale means depart from the scale midpoints, resulting in an inflated Type I error rate, which challenges the traditional view that Ier attenuates observed bivariate correlations.

TL;DR: The Brief Index of Affective Job Satisfaction (BJPS) as mentioned in this paper is a short measure derived from the Brayfield and Rothe's (1951) job satisfaction index.

TL;DR: The authors examined the link between psychological contract breach and work engagement by integrating job satisfaction into the social exchange relationship and found that the negative effect of psychological contract breaches on work engagement is mediated by job satisfaction.

TL;DR: In this article, the authors investigated the interrelationships among emotional intelligence (EI), patient satisfaction, doctor burnout and job satisfaction, and found that higher self-rated EI was significantly associated with less burnout (p < 0.001) and higher job satisfaction (p ≥ 0.01).

TL;DR: The present interpretation of construct validity is not "official" and deals with some areas where the Committee would probably not be unanimous, but the present writers are solely responsible for this attempt to explain the concept and elaborate its implications.

TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.

TL;DR: This paper conducted meta-analyses to assess relations among affective, continuance, and normative commitment to the organization and relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model.

TL;DR: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS) and indicated that 3 major categories of beneficial treatment received by employees were associated with POS.