Human Resources Management Employee Attitudes and Job Satisfaction
The research by Saari & Judge (2004) does lay the foundation of three specific gaps between the Human Resources practice and the scientific research that support theories that provide insight onto how to properly integrate workers into a workforce to meet organizational goals and the mission. The gaps outlined by Sarri & Judge are below.
The Causes of Employee Attitudes
The Results of Positive or Negative Job Satisfaction
How To Measure and Influence Employee Attitude
The Causes of Employee Attitudes are a subdivided into core categories including Dispositional Influences, Cultural Influences, Work Situation Influences. The gaps are a function of these categories as the real job work environment is subject to differentiation and variation from the underlying theory. "In addition, one of the most important areas of the work situation to influence job satisfaction -- the work itself -- is often overlooked by practitioners when addressing job satisfaction." (Sarri, Judge, 2004)
The research from prior work in the area of theoretical behavioral approaches within the work place has revealed an interesting thesis to why some are more likely to integrate and work within a structured system at the work place. Although many systems are unstructured, the worker may not have the most appropriate skill set to utilize such an environment. "Researchers have begun to explore the psychological processes that underlie dispositional causes of job satisfaction. For example, Weiss and Cropenzano (1996) suggest that disposition may influence the experience of emotionally significant events at work, which in turn influences job satisfaction. Similarly, Brief (1998) and Motowidlo (1996) have developed theoretical models in an attempt to better understand the relationship between dispositions and job satisfaction." (Sarri, Judge, 2004)
Additionally research from Durkheim and others "found that a key personality trait, core self-evaluation, correlates with (is statistically relevant to) employee job satisfaction." (Sarri, Judge, 2004)...
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