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Journal of Business and Psychology

Erschienen in:

01.03.2015

Situational Strength as a Moderator of the Relationship Between Job Satisfaction and Job Performance: A Meta-Analytic Examination

verfasst von: Nathan A. Bowling, Steve Khazon, Rustin D. Meyer, Carla J. Burrus

Erschienen in: Journal of Business and Psychology | Ausgabe 1/2015

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Abstract

Purpose

The purpose of the current meta-analysis was to test the hypothesis that situational strength attenuates the positive relationship between job satisfaction and job performance.

Design/methodology/approach

Using meta-analytic data (k = 101, N = 19,494) and regression analysis, we examined situational strength’s association with the satisfaction–performance relationship.

Findings

As hypothesized, the constraints dimension of situational strength was negatively associated with the magnitude of the job satisfaction–job performance relationship. Unexpectedly, the consequences dimension of situational strength failed to produce a similar effect.

Implications

The current study provides insight into when job satisfaction and job performance are most likely and least likely to be related to each other. Thus, it has important theoretical implications for job attitude researchers and it has applied implications for practitioners wishing to increase job performance by improving employee satisfaction.

Originality/value

The current study is the first large-scale examination of situational strength as a moderator of the relationship between job satisfaction and job performance.

Vorheriger Artikel Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening

Nächster Artikel Social Influence and Leader Perceptions: Multiplex Social Network Ties and Similarity in Leader–Member Exchange

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The 80 % credibility interval reported by Judge et al. (2001) ranged from .03 to .57, which they characterized as “relatively wide” (p. 387). Furthermore, they reported that statistical artifacts could account for only about 25 % of the variance in effect sizes across studies and that the Q statistic was statistically significant. Together, these findings suggest the existence of substantive moderators of the satisfaction–performance relationship.

We should note that the constraints construct is essentially reverse-scored autonomy. In the current paper, however, we opted to use the term “constraints” because we preferred high scores to represent the presence of a strong situation. In supplementary analyses, using all available job titles from the O*Net database, we found that the Meyer et al. (2009) O*NET measure of constraints used in the current study correlated −.72 (p < .01; N = 882) with an O*NET measure of autonomy consisting of the items “scheduling work and activities,” “developing objectives and strategies,” and “organizing, planning, and prioritizing work” (Cronbach’s Alpha for the autonomy scale = .92).

Note that these correlations did not correct for measurement error. They did, however, correct for sampling error (i.e., because sampling error is controlled by the simple act of averaging correlations across primary datasets; see Hunter and Schmidt 2004).

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Titel: Situational Strength as a Moderator of the Relationship Between Job Satisfaction and Job Performance: A Meta-Analytic Examination
verfasst von: Nathan A. Bowling
Steve Khazon
Rustin D. Meyer
Carla J. Burrus
Publikationsdatum: 01.03.2015
Verlag: Springer US
Erschienen in: Journal of Business and Psychology / Ausgabe 1/2015
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI: https://doi.org/10.1007/s10869-013-9340-7

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