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Adaptation-level theory, opponent process theory, and dispositions: an integrated approach to the stability of job satisfaction.

Research suggests that the stability of job satisfaction is partially the result of dispositions (J. J. Connolly & C. Viswesvaran, 2000; C. Dormann & D. Zapf, 2001; T. A. Judge & J. E. Bono, 2001a; T. A. Judge, D. Heller, & M. K. Mount, 2002). Opponent process theory (R. L. Solomon & J. D. Corbit, 1973, 1974) and adaptation-level theory (H. Helson, 1948) are alternative explanations of this stability that explain how environmental effects on job satisfaction dissipate across time. On the basis of an integration of these explanations, the authors propose that dispositions (a) influence employees' equilibrium or adaptation level of job satisfaction, (b) influence employees' sensitivity to workplace events, and (c) influence the speed at which job satisfaction returns to equilibrium after one is exposed to a workplace event. Research and applied implications are discussed.[1]

References

  1. Adaptation-level theory, opponent process theory, and dispositions: an integrated approach to the stability of job satisfaction. Bowling, N.A., Beehr, T.A., Wagner, S.H., Libkuman, T.M. The Journal of applied psychology. (2005) [Pubmed]
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