{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/22135"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/22135","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Job satisfaction as a reflection of disposition: Investigating the relationship and its effect on employee adaptive behaviors","abstract":"\"The dispositional source of job satisfaction has been the subject of recent research in the organizational literature. However, flaws in dispositional research have limited the conclusions one can draw from the results. This dissertation is an attempt to address limitations in past dispositional research. A second purpose of this dissertation is to investigate the validity of Hulin's model of job satisfaction and job adaptation, and in particular how the inclusion of disposition will affect the model. An important distinction was made between affective disposition, defined as the tendency to respond to the environment in an affect-based manner, and subjective well-being, the level of overall happiness and satisfaction an individual has with his or her life. Finally, job adaptation was tested as a construct involving many work behaviors individuals invoke to respond to dissatisfaction, including quitting, lateness, absenteeism, retirement, and shirking. A causal model was tested employing three different sources of data: self-reports, \"\"significant other\"\" evaluations, and supervisor ratings. This triangulation of sources and estimation of nonrecursive relationships allows confidence to be placed in the findings. Results indicated support for the overall causal model as well as the specific hypothesized relationships within the model. Many important implications derive from the results and relate to how affective disposition, subjective well-being, job satisfaction, and job adaptation are conceptualized and tested in organizational research.\"","abstract_html":""The dispositional source of job satisfaction has been the subject of recent research in the organizational literature. However, flaws in dispositional research have limited the conclusions one can draw from the results. This dissertation is an attempt to address limitations in past dispositional research. A second purpose of this dissertation is to investigate the validity of Hulin's model of job satisfaction and job adaptation, and in particular how the inclusion of disposition will affect the model. An important distinction was made between affective disposition, defined as the tendency to respond to the environment in an affect-based manner, and subjective well-being, the level of overall happiness and satisfaction an individual has with his or her life. Finally, job adaptation was tested as a construct involving many work behaviors individuals invoke to respond to dissatisfaction, including quitting, lateness, absenteeism, retirement, and shirking. A causal model was tested employing three different sources of data: self-reports, ""significant other"" evaluations, and supervisor ratings. This triangulation of sources and estimation of nonrecursive relationships allows confidence to be placed in the findings. Results indicated support for the overall causal model as well as the specific hypothesized relationships within the model. Many important implications derive from the results and relate to how affective disposition, subjective well-being, job satisfaction, and job adaptation are conceptualized and tested in organizational research."","abstract_has_math":false,"creators":["Judge, Tim Alan"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Labor and Employment Relations","degree_department":null,"school":null,"contributors":["Hulin, Charles L."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2011,"date_issued":"2011-05-07T13:30:07Z","date_published":"2011-05-07T13:30:07Z","updated_at":"2026-07-22T22:25:19Z","subjects":["Business Administration, Management","Psychology, Industrial","Psychology, Personality","Sociology, Industrial and Labor Relations"],"languages":["eng"],"rights":["Copyright 1990 Judge, Tim Alan"],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["AAI9114284","(UMI)AAI9114284"],"render_values":[{"text":"AAI9114284","href":null,"code":true},{"text":"(UMI)AAI9114284","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/22135","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Hulin, Charles L."]},{"key":"dc:creator","label":"Author","values":["Judge, Tim Alan"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2011-05-07T13:30:07Z","10000-01-01","1990"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Labor and Employment Relations"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Business Administration, Management","Psychology, Industrial","Psychology, Personality","Sociology, Industrial and Labor Relations"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["eng"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 1990 Judge, Tim Alan"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["AAI9114284","(UMI)AAI9114284","http://hdl.handle.net/2142/22135"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["\"The dispositional source of job satisfaction has been the subject of recent research in the organizational literature. However, flaws in dispositional research have limited the conclusions one can draw from the results. This dissertation is an attempt to address limitations in past dispositional research. A second purpose of this dissertation is to investigate the validity of Hulin's model of job satisfaction and job adaptation, and in particular how the inclusion of disposition will affect the model. An important distinction was made between affective disposition, defined as the tendency to respond to the environment in an affect-based manner, and subjective well-being, the level of overall happiness and satisfaction an individual has with his or her life. Finally, job adaptation was tested as a construct involving many work behaviors individuals invoke to respond to dissatisfaction, including quitting, lateness, absenteeism, retirement, and shirking. A causal model was tested employing three different sources of data: self-reports, \"\"significant other\"\" evaluations, and supervisor ratings. This triangulation of sources and estimation of nonrecursive relationships allows confidence to be placed in the findings. Results indicated support for the overall causal model as well as the specific hypothesized relationships within the model. Many important implications derive from the results and relate to how affective disposition, subjective well-being, job satisfaction, and job adaptation are conceptualized and tested in organizational research.\"","Made available in DSpace on 2011-05-07T13:30:07Z (GMT). No. of bitstreams: 2 license.txt: 4922 bytes, checksum: 910b249b4beec47e7ab768910c8f966f (MD5) 9114284.pdf: 7808338 bytes, checksum: 51cd918bc6b87a590c9d369b4aa3121d (MD5) Previous issue date: 1990","Item marked as restricted to the 'UIUC Users [automated]' Group (id=2) by Howard Ding (hding2@illinois.edu) on 2011-05-07T14:55:34Z Item is restricted indefinitely.","Restriction data tranferred 2014-07-01T11:25:54-05:00 Original Data Group with Access UIUC Users [automated] Release Date: none Reason: ETDs are only available to UIUC Users without author permission","ETDs are only available to UIUC Users without author permission","U of I Only"]},{"key":"dc:title","label":"Title","values":["Job satisfaction as a reflection of disposition: Investigating the relationship and its effect on employee adaptive behaviors"]}]}],"canonical_facts":{"dc:contributor":["Hulin, Charles L."],"dc:creator":["Judge, Tim Alan"],"dc:date":["2011-05-07T13:30:07Z","10000-01-01","1990"],"dc:description":["\"The dispositional source of job satisfaction has been the subject of recent research in the organizational literature. However, flaws in dispositional research have limited the conclusions one can draw from the results. This dissertation is an attempt to address limitations in past dispositional research. A second purpose of this dissertation is to investigate the validity of Hulin's model of job satisfaction and job adaptation, and in particular how the inclusion of disposition will affect the model. An important distinction was made between affective disposition, defined as the tendency to respond to the environment in an affect-based manner, and subjective well-being, the level of overall happiness and satisfaction an individual has with his or her life. Finally, job adaptation was tested as a construct involving many work behaviors individuals invoke to respond to dissatisfaction, including quitting, lateness, absenteeism, retirement, and shirking. A causal model was tested employing three different sources of data: self-reports, \"\"significant other\"\" evaluations, and supervisor ratings. This triangulation of sources and estimation of nonrecursive relationships allows confidence to be placed in the findings. Results indicated support for the overall causal model as well as the specific hypothesized relationships within the model. Many important implications derive from the results and relate to how affective disposition, subjective well-being, job satisfaction, and job adaptation are conceptualized and tested in organizational research.\"","Made available in DSpace on 2011-05-07T13:30:07Z (GMT). No. of bitstreams: 2 license.txt: 4922 bytes, checksum: 910b249b4beec47e7ab768910c8f966f (MD5) 9114284.pdf: 7808338 bytes, checksum: 51cd918bc6b87a590c9d369b4aa3121d (MD5) Previous issue date: 1990","Item marked as restricted to the 'UIUC Users [automated]' Group (id=2) by Howard Ding (hding2@illinois.edu) on 2011-05-07T14:55:34Z Item is restricted indefinitely.","Restriction data tranferred 2014-07-01T11:25:54-05:00 Original Data Group with Access UIUC Users [automated] Release Date: none Reason: ETDs are only available to UIUC Users without author permission","ETDs are only available to UIUC Users without author permission","U of I Only"],"dc:identifier":["AAI9114284","(UMI)AAI9114284","http://hdl.handle.net/2142/22135"],"dc:language":["eng"],"dc:rights":["Copyright 1990 Judge, Tim Alan"],"dc:subject":["Business Administration, Management","Psychology, Industrial","Psychology, Personality","Sociology, Industrial and Labor Relations"],"dc:title":["Job satisfaction as a reflection of disposition: Investigating the relationship and its effect on employee adaptive behaviors"],"dc:type":["text"],"thesis:degree_discipline":["Labor and Employment Relations"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ph.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:25:19Z"}