Showing papers in "Journal of Applied Psychology in 1975"

Development of the Job Diagnostic Survey

Abstract: The properties and uses of the Job Diagnostic Survey (JDS) are described The JDS is intended (a) to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and (b) to evaluate the effects of job changes on employees The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychological states resulting from these dimensions, (c) affective reactions of employees to the job and work setting, and (d) individual growth need strength (interpreted as the readiness of individuals to respond to "enriched" jobs) Reliability and validity data are summarized for 6S& employees on 62 different jobs in 7 organizations who have responded to a revised version of the instrument

Relative importance of applicant sex, attractiveness, and scholastic standing in evaluation of job applicant resumes.

Abstract: College students (« = 30) and professional interviewers (n ~ 30) rated and ranked bogus resumes on suitability for a managerial position. Applicant sex, physical attractiveness, and scholastic standing were systematically varied in the resumes. A 2 X 2 X 2 X 3 repeated measures analysis of variance on the ratings yielded four significant main effects (p < .OS), while the same analysis on the rankings yielded three significant main effects (p<.Q\). Students rated applicants more favorably than professionals. Both groups preferred males to females, attractive applicants to unattractive applicants, and applicants of high scholastic standing. The latter variable accounted for the greatest proportion of variance. However, internal analyses of the rankings revealed sex and physical attractiveness were more important than indicated by the analysis of variance.

The "practical significance" of Locke's theory of goal setting.

Abstract: The practical significance of Locke’s theory of goal setting was assessed using a time series design. Data on the net weight of 36 logging trucks in six logging operations were collected for 12 consecutive months. Performance improved immediately upon the assignment of a specific hard goal. Company cost accounting procedures indicated that this same increase in performance without goal setting would have required an expenditure of a quarter of a million dollars on the purchase of additional trucks alone.

Employee Reactions to Job Characteristics: A Constructive Replication

Abstract: Hackman and Lawler's conceptual model involving relationships between job characteristics and employee affective reactions was investigated by a partial replication. Subjects, 104 emplos'ees occupying jobs aimed at rehabilitating inmates, completed a questionnaire involving their (a) perceptions of job core dimensions; (b) internal work motivation; (c) general job satisfaction; (d) job involvement; (e) higher order need strength; and (f) specific satisfactions measured by Job Descriptive Index items. Significant, positive correlations were found between job dimensions and employee reactions. While the results were in the direction of Hackman and Lawler's finding that higher order need strength moderated the job characteristics-employee reaction relationship, the role of higher order need strength was found to be more complex. Several researchers have argued that shortcycle, repetitive jobs cost an organization in terms of increased job dissatisfaction, absenteeism and turnover, and difficulties in effectively managing employees who perceive their jobs as monotonous (e.g., Blauner, 1964; Guest, 19SS; Walker, 19SO; Walker & Guest, 19S2). In response to these arguments against simplified work, numerous students of worker behavior have called for the vertical and horizontal expansion of jobs (e.g., Ford, 1969; Lawler, 1969; Sheppard & Herrick, 1972).

Role ambiguity, role conflict, and satisfaction: moderating effects of individual differences.

Abstract: The moderating effects of need for achievement and need for independence on relationships between role ambiguity, role conflict, and job satisfaction were investigated. Subjects were 90 military and civil service personnel. Results indicated that need for achievement moderates relationships between intersender role conflict and satisfaction and between task ambiguity and satisfaction, while need for independence moderates the relationship between intersender conflict and satisfaction. In recent years a number of studies have explored relationships between role conflict and role ambiguity and worker attitudes and behavior (Greene & Organ, 1973; Johnson & Graen, 1973; Kahn, Wolfe, Quinn, Snoek, & Rosen thai, 1964; Lyons, 1971; Rizzo, House, & Lirtzman, 1970; Tosi, 1971). Only two of these studies, however, have examined the influence of individual differences on worker responses to role conflict and role ambiguity (Kahn et ah, 1964; Lyons, 1971). This study sought to obtain additional evidence on the influence of individual differences by examining the moderating effects of need for achievement and need for independence on relationships between role conflict, role ambiguity, and satisfaction.