|Institution:||University of Georgia|
|Full text PDF:||http://purl.galileo.usg.edu/uga_etd/wood_lauren_a_201408_phd|
This cross-temporal meta-analysis provides a large-scale analysis of changes in the psychological experience of working, as indicated by worker reports of constructs commonly measured in the management literature. Although many of the observed changes were weak, the results point to negative shifts in the psychological experience of working, with significant decreases in general job satisfaction , significant increases in role conflict and emotional exhaustion, and moderate but non-significant increases in work family conflict (k = 47). In addition, on the basis of decreases in depersonalization and satisfaction with coworkers and supervision, the results also point to changes in the nature of personal relationships at work. On the other hand, perceived organizational support, organizational commitment, personal accomplishment, role clarity, and extrinsic job satisfaction facets (pay and promotion) evidence small and non-significant changes. These results are discussed using a person-centered approach to understand the psychological experience of work.