Post your position on whether job attitudes are affected most by situational factors or by a person’s disposition, and justify your position.

Post your position on whether job attitudes are affected most by situational factors or by a person’s disposition, and justify your position.

Dispositional Versus Situational Factors and Job Attitudes
Individuals have a variety of personality traits, values, and attitudes that they bring with them into the workplace. These characteristics, whether stable or transient, are termed dispositional factors. Because dispositional factors can be useful in predicting individual behavior and performance across diverse situations, organizations value this information when hiring and promoting employees.
The concepts of personal dispositions often are referred to interchangeably in the literature as traits, personality, and individual characteristics. Job attitudes research commonly uses situational variables (e.g., pay, work environment, task characteristics) as well as dispositional variables (e.g., conscientiousness, neuroticism) as determinants of job attitudes.
This week, you consider whether job attitudes are affected most by dispositional or situational factors. Support your position using this week’s readings.
With these thoughts in mind:
Post your position on whether job attitudes are affected most by situational factors or by a person’s disposition, and justify your position. 1.5 pages

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Readings
Bowling, N. A., Beehr, T. A., Wagner, S. H., & Libkuman, T. M. (2005). Adaptation-level theory, opponent process theory, and dispositions: An integrated approach to the stability of job satisfaction. Journal of Applied Psychology, 90(6), 1044–1053.
Retrieved from the Walden Library databases.
Bruk-Lee, V., Khoury, H. A., Nixon, A. E., Goh, A., & Spector, P. E. (2009). Replicating and extending past personality/job satisfaction meta-analyses. Human Performance, 22(2), 156–189.
Retrieved from the Walden Library databases.
Edwards, J. R. (2008). Person-environment fit in organizations: An assessment of theoretical progress. Academy of Management Annals, 2(1), 167–230.
Retrieved from the Walden Library databases.
Ilies, R., Fulmer, I. S., Spitzmuller, M., & Johnson, M. D. (2009). Personality and citizenship behavior: The mediating role of job satisfaction. Journal of Applied Psychology, 94(4), 945–959.
Retrieved from the Walden Library databases.
Ilies, R., & Judge, T. A. (2003). On the heritability of job satisfaction: The mediating role of personality. Journal of Applied Psychology, 88(4), 750–759.
Retrieved from the Walden Library databases.
Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person-environment fit. Journal of Managerial Issues, 18(2), 193–212.
Retrieved from the Walden Library databases.
Ones, D. S., Viswesvaran, C., & Dilchert, S. (2005). Personality at work: Raising awareness and correcting misconceptions. Human Performance, 18(4),389–404.
Retrieved from the Walden Library databases.
Schneider, B., Goldstein, H. W., & Smith, D. B. (1995). The ASA framework: An update. Personnel Psychology, 48(4), 747–773.
Retrieved from the Walden Library databases.
Yu, K. Y. T. (2009). Affective influences in person-environment fit theory: Exploring the role of affect of both cause and outcome of P-E fit. Journal of Applied Psychology, 94(5), 1210–1226.
Retrieved from the Walden Library databases.

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