Increased Business Value for Positive Job Attitudes during Economic Recessions: A Meta-Analysis and SEM Analysis

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2020-05-15 DOI:10.1080/08959285.2020.1758702

James K. Harter, F. Schmidt, Sangeeta Agrawal, Stephanie K. Plowman, Anthony T. Blue

引用次数: 10

Abstract

ABSTRACT Using a database of 171 studies across 62,965 organizational units with job attitude data and business performance outcomes ranging from 1994 to 2015, we tested the hypothesis that positive employee job attitudes relate more strongly to business unit success during bad economic times than during favorable economic times. Results showed that although the relationship between favorable job attitudes and unit-level performance is positive and generalizable across all time periods, the relationships between job attitudes and all business success outcomes studied (profitability, productivity, turnover, and customer perceptions) were substantially stronger during the recession years of 2001, 2002, 2008, and 2009 in comparison to other years. Favorable employee job attitudes may provide extra assistance that helps business units continue to achieve under challenging economic conditions.

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经济衰退期间积极工作态度带来的商业价值增加：Meta分析和SEM分析

摘要使用一个数据库，该数据库包含62965个组织单位的171项研究，其中包括1994年至2015年的工作态度数据和业务绩效结果，我们检验了一个假设，即在经济不景气时期，积极的员工工作态度比在经济有利时期更能与业务单位的成功相关。结果表明，尽管良好的工作态度和单位级绩效之间的关系是积极的，在所有时间段都是普遍的，但在2001年、2002年、2008年的经济衰退期间，工作态度和所研究的所有商业成功结果（盈利能力、生产力、营业额和客户感知）之间的关系明显更强，2009年与其他年份相比。有利的员工工作态度可能会提供额外的帮助，帮助业务部门在充满挑战的经济条件下继续实现目标。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.