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The job satisfaction–job performance relationship: A qualitative and quantitative review.
Abstract
A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.
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“Fostering job satisfaction among employees (across all age groups) is a key challenge for organizations, as it directly relates to a myriad of important quantifiable outcomes such as job performance, employee turnover, profitability, customer satisfaction, and employee health (Harter et al., 2002;Judge, Thoresen, Bono, & Patton, 2001;Thielgen et al., 2015).”
From What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction (2020) · cites this paper as Judge, Thoresen, Bono, & Patton, 2001
In the citing paper
“The feeling of making meaningful contributions at work, that is, performing well, is rewarding in its own right, leading to job satisfaction and well-being (K. A. Arnold, Turner, Barling, Kelloway, & McKee, 2007;Judge et al., 2001).”
From What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction (2020) · cites this paper as Judge et al., 2001
In the citing paper
“In the job autonomy literature, intrusive controls on workers predict job dissatisfaction and failure to perform (Hodson, 1996;Judge et al., 2001;Lamont, 2000).”
From Are Diversity Programs Merely Ceremonial? Evidence-Free Institutionalization (2017) · cites this paper as Judge et al., 2001
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Metadata
- Authors
- Judge, T. A., Thoresen, C. J., Bono, J. E., & Patton, G. K.
- Affiliations
- University of Iowa (US)
- ORCID
- Judge, Timothy A.
- Venue
- Psychological Bulletin
- Published
- 2001
- Volume
- 127
- Issue
- 3
- Pages
- 376-407
- ISSN
- 0033-2909 (ISSN-L)
- 1939-1455
- OpenAlex
- W2048923737
- Cited by
- 4,760
- References
- 343
- Citations by year
- 2026: 203 · 2025: 199 · 2024: 240 · 2023: 233 · 2022: 249 · 2021: 280 · 2020: 302 · 2019: 267 · 2018: 252 · 2017: 286 · 2016: 281 · 2015: 270 · 2014: 285 · 2013: 243 · 2012: 237
- FWCI
- 78.75
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Psychological Bulletin (publishedVersion)
- PubMed (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Motivation
- Keywords
- job satisfaction, employee performance, employee motivation
- MeSH terms
- Employee Performance Appraisal, Humans, Job Satisfaction, Motivation
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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