Effects of Job Satisfaction, Affective Commitment and Job Involvement on Job Skill Ratings
工作满意度、情感承诺和工作投入对工作技能评价结果的影响

Introduction A growing body of literature has been focusing on the factors affecting incumbents' job analysis ratings. The objective of the present study was to explore the effect of different facets of job attitude, including job satisfaction, affective commitment and job involvement, on skill ratings by incumbents' coming from four occupations after controlling other variables. The present study also aimed to determine which of the above three variables of job attitude would have the strongest effect on skill ratings. Method Two scales from the Occupational Information Network (O*NET) measuring both the importance and level domains of job skills were administered to 272 employees from four occupations. They were 50 human resources managers from public sectors, 54 computer software designers, 100 online editors, and 68 newspaper salespeople. Hierarchical regression analysis were use to analyze the survey data. Results The results indicated that, after controlling for the demographic and dummy job variables, job satisfaction, affective commitment and job involvement showed significant associations to both the importance and level domains of skill ratings. In particular, job satisfaction had significant effects on the ratings of organizational skills and cognitive skills in the 2 domains, as well as ratings on technical skills in the level domain. Affective commitment had significant effects on the ratings of cognitive skills in both the importance and level domains. Job involvement had significant effects on the ratings on organizational and cognitive skills in the 2 domains. It was also found that among the three variables of interest, job satisfaction had the strongest impact on skill ratings in both domains. Conclusion Some implications can be drawn from the present study. First, by studying the effect of job attitude on skill ratings while controlling for other variables and by collecting data from a variety of occupations and positions, such as managers, research and development professionals, and sales personnels, the present study extends research on the factors affecting job analysis ratings. Consistent with previous findings, the present study also suggests that job attitudes influence job ratings in different domains, including the level and importance domains. Finally, the study suggests that, among the three variables of job attitudes that were studied, job satisfaction has the strongest effect on skill ratings. There is a need for human resources professionals to collect more information from job encumbents that is related to their job attitude when conducting job analyses.