PSYC 308: Organizational Psychology - Job Attitude Article Review

This assignment analyzes a research article focusing on job attitudes within an organizational context. The study, conducted in the US across five samples, investigates various measures of job attitude, including job satisfaction, structural consistency, latitude of rejection, certainty, extremity, job performance, and OCB. It employs a cross-sectional design using online, mailed, and in-person surveys to collect primary data. The research explores job attitude strength (JAS) as a moderator of the relationship between job satisfaction and outcomes such as job performance, organizational citizenship behavior, and turnover intentions. The study examines indicators of JAS, including attitude certainty, extremity, latitude of rejection, and structural consistency. Data were collected from 816 jobs/organizations. The study also assesses the reliability of the measures and evaluates correlations between overall evaluations and job performance, OCB, and turnover intentions. The study finds a positive correlation between overall evaluation and job performance, but the correlation is not strong enough to be reliable. There is a negative correlation between overall evaluation and turnover intentions.

1. Job attitude in a particular person can be defined as the feelings and attachment of a
particular person towards his or her job. Job attitude is one of the primary factor that
helps a particular employee to achieve its full potential at workplace. In the given
scenario different measures of job attitude has been discussed and these measures are job
satisfaction structural consistency latitude of rejection, certainty, extremity, job
performance and OCB (Schleicher, Smith, Casper, Watt & Greguras, 2015).
2. Meta-analysis can be defined as the process used to collect data from studies on the other
hand primary data is collected from intended target directly. In the given scenario data
has been collected from five samples in US for the purpose determining job satisfaction
level among employees of selected businesses (Schleicher, Smith, Casper, Watt &
Greguras, 2015). It can be said that it is a primary study as data is collected directly from
the intended target.
3. Study design can be categorised into two categories that is descriptive and analytical.
Descriptive study design can further be categorised into cross sectional and quantitative
design. If researcher has used survey for the purpose of collecting the data then it will be
categorised as cross sectional design. In the given scenario management has been using
online survey, paper survey mailed and paper survey in person, therefore it can be said
that this is a cross functional design.
4. According to the description provided on the page number 1259, job attitude strength is
missing out on different psychological research conducted in past.
5. JAS stand for job attitude strength. Job attitude strength is defined by the author as
positive relationship between job performance, job satisfaction and OCB (Schleicher,
Smith, Casper, Watt & Greguras, 2015).
6. Moderator variable can be defined as a third variable factor that can affect the relationship
between two factors that are dependent on each other. It can be said that this is a variable
that affects correlation of two variables out of which one variable is dependent and other
is independent. Hypothesis has provided positive and negative relationship between
different measures of job attitude in a particular organisation (Schleicher, Smith, Casper,
Watt & Greguras, 2015). This hypothesis was provided that job attitude strength will
moderate positive relationship between job performance, job satisfaction and OCB. On
the other hand it is also defined as opposite relationship between job satisfaction and
turnover intentions.
7. Three criteria of job satisfaction that are evaluated in this are job performance, OCB's and
turnover intentions as described by the author in the hypothesis 1.

8. Four indicators of the attitude strengths investigated in this report are structural
consistency, attitude extremity, latitude of rejection and attitude certainty. Job
performance in this scenario will be examined on the basis of these 4 factors (Schleicher,
Smith, Casper, Watt & Greguras, 2015).
9. "N" in the given research study refers to the number of jobs/ business organisations that
are considered for the purpose of measuring job satisfaction. Total number of jobs /
business organisation from which the data is collected is 816. Number of jobs in /
organisations for each of the sample are as follows-
 Sample 1- 64
 Sample 2- 78
 Sample 3- 228
 Sample 4- 46
 Sample 5- 400
10. Following are the measures with their construct-
 The authors measured the construct job satisfaction with Minnesota satisfaction
questionnaire, job satisfaction scale and job satisfaction evaluation.
 The authors measured the construct latitude of rejection with seven statements
acceptable or objectionable.
 The authors measured the construct certainty with 7-point Likert scale.
 The authors measured the construct extremity with rating scale.
 The authors measured the construct job performance with supervisor ratings.
 The authors measured the construct OCB with supervisor’s ratings.
 The authors measured the construct withdrawal cognitions with turnover intentions.
11. Common method variance can be defined as the differences that arises out of
measurement methods rather than constructs that are assumed for the purpose of
representation.
Job satisfaction is measured with the help of Minnesota satisfaction questionnaire, job
satisfaction scale and job satisfaction evaluation. No there is no concern of common
method bias while establishing a relationship between job satisfaction and each of the
three criteria.
12. Reliability in the given scenario can be defined as the accuracy level of data collected
from different samples. It ensures that data collect for the report is from accurate sources.

Reliability information is required to be provided with respect to every scale as it will
help reader of the research to make their decisions in accordance with the expected
reliability from that particular scale.
13. Report on Overall evaluation and criterion correlation are as follows:
a- Overall evaluation x job performance
Correlation between overall evaluation and job performance is 0.05. This means that
overall evaluation to judge job performance is not reliable enough.
b- Overall evaluation x OCB's
Correlation between overall evaluation and organizational citizenship behavior is 0.01.
This means that overall evaluation is least favorite criteria to analyze organizational
citizenship behavior (Schleicher, Smith, Casper, Watt & Greguras, 2015).
c- Overall evaluation x turnover intentions
Correlation between overall evaluation and turnover intentions is 0.01. This implies that
there is negative relationship between overall evaluation and turnover intentions.

References
Schleicher, D. J., Smith, T. A., Casper, W. J., Watt, J. D., & Greguras, G. J. (2015). It’s all in
the attitude: The role of job attitude strength in job attitude–outcome relationships. Journal of
Applied Psychology, 100(4), 1259.