The job satisfaction–job performance relationship: A qualitative and quantitative review.

A longitudinal field study examined the moderating and mediating effects of self-efficacy on the relationship between training and the adjustment of newcomers during their 1st year of employment. The results provided some support for the hypothesis that initial self-efficacy moderates the relationship between training and adjustment. Training was more strongly related to posttraining self-efficacy, ability to cope, job performance, and intention to quit the profession for newcomers with low levels of initial self-efficacy mediates the relationship between training and adjustment; however, evidence of complete mediation was found only for ability to cope. Posttraining self-efficacy partially mediated the relationships between training and job satisfaction, organizational and professional commitment, and intention to quit the organization and the profession. Research and practical implications of these findings for the training and the socialization of newcomers are discussed. Show more

Person- and context-oriented definitions of age were used to predict three sets of work outcomes: work attitudes, performance ratings, and reports of developmental practices. The five age measures included employee chronological age, employee subjective age (i.e., self-perceptions of age), and social age (i.e., others' perceptions of age), as well as self- and supervisors' perceptions of the employee's relative age (i.e., compared with the employee's work group). The study assessed (a) the relationships among the age measures, (b) the additive relationships among the age measures that predicted work outcomes, and (c) the interactive relationships among the age measures that predicted work outcomes. Each prediction received some support except for (b). Furthermore, many of the age--work-outcome relationships were replicated in the managerial sample. Implications for the use of alternative age measures are discussed. Show more