JOB SATISFACTION AND SUBJECTIVE WELL-BEING AS DETERMINANTS OF JOB ADAPTION

Timothy A. Judge
1992 Academy of Management Proceedings  
An important controversy in the literature on employee withdrawal/adaptation concerns whether job satisfaction predicts behaviors that are manifestations of this construct. Although the area has not lacked for empirical research, Hulin (1991) has argued that several unresolved issues have limited the generalizations we can make about the role of job satisfaction in influencing isolated work behaviors. Hulin (1991) hypothesized that there is a general construct underlying many adaptive
more » ... adaptive behaviors, including job withdrawal. When this general construct is assessed through combination of individual behaviors, the ability of constructs such as job satisfaction to influence job adaptation was hypothesized to increase over the prediction of specific behaviors. In the present study, individual behaviors thought to represent the adaptation construct were obtained through three different sources of data. Job satisfaction, subjective well-being, and other variables were hypothesized to influence the adaptation construct within the framework of a causal model. Results indicated support for both the job adaptation construct and its relation to job satisfaction and subjective well-being. Job Adaptation 3 Job Satisfaction and Subjective Well-Being As Determinants of Job Adaptation Absenteeism, turnover, and lateness have often been described by organizational researchers as examples of employee withdrawal (Beehr & Gupta, 1978; Porter & Steers, 1973; Youngblood, 1984). Researchers have offered several, often conflicting, theoretical explanations for the commonality among these behaviors. However, investigations of employee withdrawal have examined antecedents of these behaviors, typically studied one at a time, in isolation. Job satisfaction has often been related to a range of withdrawal behaviors, with inconsistent results (Carsten & Spector, 1987; Hackett & Guion, 1985; Rosse & Miller, 1984). Hulin (1991) has argued that the prediction of job behaviors in isolation is limiting both empirically and theoretically. It provides little basis for developing general theoretical constructs. It provides little basis for generalizing to other job behaviors that may be functional equivalents or manifestations of the same underlying, general behavioral construct. Hulin (1991) hypothesized a general hierarchical model of job adaptation in which the general behavioral propensity comprised a small number of job families and a larger number of individual behaviors. This behavioral adaptation construct was hypothesized to be predicted by job affect. The model holds the promise of improving the conceptual and empirical understanding of job withdrawal as a component of the more general adaptation construct. Hanisch and Hulin (1990) reported data that support several predictions made on the basis of the model. The purpose of the present study is to hypothesize and test a causal model of job adaptation. Results from the test of the model will address several key questions relevant to the withdrawal/adaptation literature. First, is there a construct of job adaptation that underlies a wide range of work role behaviors? If so, will this general construct be predicted by job satisfaction? Third, although recent dispositional research has linked general affective states to job satisfaction, will those states influence job adaptation
doi:10.5465/ambpp.1992.17515626 fatcat:zwubwslkvbgb3mpslxuc5hl6aa