Job satisfaction: environmental and genetic components

Article Abstract:

Monozygotic twins reared apart from an early age were used to test the hypothesis that there is a significant genetic component to job satisfaction. Thirty-four monozygotic twin pairs who had been reared apart completed the Minnesota Job Satisfaction Questionnaire as part of a comprehensive work-history assessment. Three subscales were formed from the job satisfaction items to reflect intrinsic, extrinsic, and general satisfaction with the current (or major) job. Intraclass correlations were computed to estimate the proportion of observed variability resulting from genetic factors for all job satisfaction items and for the three subscales. Resulting values indicated that approximately 30% of the observed variance in general job satisfaction was due to genetic factors. Additional analysis indicated that these results obtained even when job characteristics such as complexity, motor skill requirements, and physical demands were held constant via partialing methods. Finally, the data indicated significant heritabilities for several of these job characteristics, which is consistent with the hypothesis of a genetic disposition to seek and remain in similar environments (jobs). Implications of these findings for theories of job satisfaction, selection, and job enrichment are discussed. (Reprinted by permission of the publisher.)

Analysis, Genetic research

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Genetic influences on job satisfaction: a reply to Cropanzano and James

Article Abstract:

We respond to the points made by Cropanzano and James (1990) concerning the article by Arvey, Bouchard, Segal, and Abraham (1989). We acknowledge that the Arvey et al. (1989) study is based on a single design, makes use of a small and special sample, and, as such, is vulnerable to threats of internal and external validity. Nevertheless, after providing a more comprehensive conceptual and empirical context for the study, and after reviewing a number of the issues raised by Cropanzano and James, we conclude that it is not premature to accept the idea that work attitudes are partially genetically influenced. Indeed, we use behavioral genetic theory, together with data gathered in the Arvey et al (1989) study, to make specific point predictions regarding the outcomes of an array of studies that easily can be undertaken. Finally, we acknowledge that the comments and issues raised by Cropanzano and James, along with our interchange, can offer directions for future research in this important area. (Reprinted by permission of the publisher.)

Criticism and interpretation, Genetic psychology, Evolutionary psychology, Cropanzano, R., James, K.

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Work values: genetic and environmental influences

Article Abstract:

The Minnesota Importance Questionnaire (MIQ), measuring work values, was administered to 23 monozygotic and 20 dizygotic reared-apart twin pairs to test the hypothesis that genetic factors are associated with work values. Both univariate and multivariate analyses were performed. In the univariate analysis, intraclass correlations were computed to estimate the proportion of variability in work values associated with genetic factors for each of the 20 MIQ scales and for the 6 higher order work value scales. The multivariate analysis used maximum likelihood estimation to separate the genetic and environmental factors for the correlated higher order scales. Results from both analyses indicated that, on average, 40% of the variance in measured work values was related to genetic factors, whereas approximately 60% of the variance was associated with environmental factors and error variance. Implications for job enrichment and motivation theories are discussed. (Reprinted by permission of the publisher.)

Psychological aspects, Employee motivation, Work ethic

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