Showing papers in "Journal of occupational psychology in 1979"

Scales for the measurement of some work attitudes and aspects of psychological well‐being

Abstract: Two studies of male manual workers are described, in which eight scales relevant to the quality of working life are introduced and assessed. The scales build upon previous work, but are designed to remedy certain conceptual and operational deficiencies. They cover work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety. In addition, components of job satisfaction and life satisfaction, derived through cluster analyses, are also identified. The scales are shown to have good internal reliability and to be factorially separate. Comprehensive psychometric data are provided as a base-line for future applications.

Effects of Type A behaviour, intolerance of ambiguity, and locus of control on the relationship between role stress and work-related outcomes.

Abstract: This study investigated the relationships between role stress measures in the form of ambiguity, conflict, and overload and psychological strain (tension at work and job dissatisfaction) in a sample of 90 middle managers. Role stress was associated with low job satisfaction and high levels of tension at work, but these relationships were moderated by personality characteristics. Individuals with Type A personality showed stronger relationships between role ambiguity and psychological strain than those with Type B personality. Also, role ambiguity was significantly associated with high tension at work in individuals classified as externals on Rotter's Locus of Control scale, but not in those classified as internals. Individuals were classified as either tolerant of ambiguity or intolerant of ambiguity on the basis of their scores on Budner's Measure of Intolerance of Ambiguity. Role ambiguity was significantly associated with psychological strain in the latter group but not in the former.

Locus of control and achievement values of entrepreneurs

Abstract: This report is based on a study conducted on 44 subjects who were applicants for industrial units. The technical committee recommended selection of the applicants on the basis of their entrepreneural potential. A 2 × 2 analysis of variance design emerged on the basis of the committee's judgement (selection or rejection) of each applicant and age of the applicants. Achievement values (vAch) and locus of control of subjects were measured. The results revealed that the applicants selected by the committee showed significantly greater amount of vAch and more internality on the scale of locus of control. The subjects above 35 years in age were found to be lower in vAch combined with less internality than those who were below 35 years of age. Interaction effects did not reach significance for any of these variables. Correlation coefficients of the measures further supported the above results. The implications of these findings are shown in terms of entrepreneural selection and development.

Mass psychogenic illness in organizations: An overview

Abstract: Published and unpublished reports of mass psychogenic illness, defined as the collective occurrence of physical symptoms and related beliefs among two or more persons in the absence of an identifiable pathogen, are reviewed with particular emphasis on organizationa l occurrences. A number of factors (e.g. boredom, sex-role identification, interpersonal conflict, physical stress) are identified as potential precipitating conditions, and the contagion of symptoms is discussed in terms of the convergence-contagion dichotomy in collective behaviour suggested by Milgram & Toch (1969). There is some evidence to indicate that the actual occurrence of contagious psychogenic illness in organizations is more frequent than the available literature would suggest (CoUigan & Smith, 1978). In the past, the underreporting of this phenomenon may be attributed to the fact that outbreaks of such illness are typically investigated by teams of industrial hygienists and medical professionals whose primary concern is the possibility of toxic exposure. The results of these investigations are then summarized in internal staff reports for limited distribution. Should environmental tests and medical evaluations prove inconclusive, a suggestion may be made that psychogenic factors played a contributory, if not primary, role in the aetiology of the illness. This conclusion is based more on the absence of a clearly identified pathogen than the presence of well-defined psychosocial precipitating factors. Unfortunately, merely labelling the phenomenon as 'psychosomati c' or 'anxiety induced' does little in promoting an understanding of the dynamics of the illness. The present paper draws upon published and unpublished reports about contagious psychogenic illness in organizations . Sixteen studies are analysed in detail, of which seven involve work environments and nine involve school settings. These organizational studies may be viewed as complementary to investigations of such illness outbreaks in larger communities (e.g. Fallaize, 1923; Halliday, 1948; Yap, 1952) which are beyond the scope of the present review. Table 1 presents summary descriptions of these investigations. The original reports vary considerably in terms of thoroughness and the nature of the data presented. In fact, the absence of a consistent and systematic data base has been one of the major impediments to a current understanding of this phenomenon. Nevertheless, it is hoped that sufficient information may be derived from these admittedly sketchy reports to provide direction for future research in this important area.

A note on teacher stress and locus of control

Abstract: In a questionnaire survey of 130 comprehensive school teachers, occupational stress as indicated by a self-report measure was found to be positively associated with the teachers' generalized belief in external control over reinforcement (measured using Rotter's Internal–External locus of control scale) as predicted.

The Use of Reference Reports in Personnel Selection: A Review and Evaluation

Abstract: Of all the techniques used in personnel selection, reference reports are the most under-researched. This paper reviews the current research on reference reports from four perspectives: (1) their frequency of use in business and industry; (2) their desired and empirical content; (3) their evaluation as selection instruments via traditional psychometric criteria (i.e. reliability and validity); and (4) legal considerations and constraints associated with their use. While the existing literature on reference reports indicates that they are frequently used as a selection device, their psychometric properties do not warrant the extensive use they receive. Reference reports are characterized by low inter-rater reliability and low criterion-related validity. Problems of leniency and restriction in range in reference reports are discussed. The impact of recent legislation influencing the use of reference reports in personnel selection is reviewed. The paper concludes with an evaluation of the utility of reference reports as a selection device in personnel management.

An exploration of the relationships between performance feedback interview characteristics and interview outcomes as perceived by managers and subordinates

Abstract: The relationships between five performance feedback characteristics (supportive appraisal behaviour, invitation to participate, participation in goal setting, proportion of time spoken, and criticism) and three criterion measures (satisfaction with feedback interview, motivation to improve, and satisfaction with manager) were studied in an organization. Supportive appraisal behaviour was significantly related to all three criteria as perceived by subordinates (n = 78) and satisfaction with feedback interview as rated by managers (n = 39). Invitation to participate had its most significant effect on subordinate satisfaction with the feedback session. Participation in goal setting was most predictive of a subordinate's motivation to improve. Practical applications of these findings for management development are discussed.

The in-tray (in-basket) exercise as a measure of management potential

Abstract: An increasing emphasis is being placed on more effective ways of identifying and developing future managers, administrators and executives. The in-tray (in-basket) exercise, which simulates or samples the typical contents of an executive's in-tray and is dealt with by assessees under standardized conditions, may have a significant contribution to make. The major research findings with the technique are reviewed in relation to the assumptions on which its utility depends. These concern face validity, content validity, concurrent and predictive validity, procedures for assessment of in-tray performance and the empirical determination of assessment criteria. Experimental data suggesting high relative face validity in graduate recruitment and adequate inter-rater reliability in senior executive promotion procedures are reported. Its utility in relation to the concept of achievement-versus-aptitude, to trainability testing and to equal opportunity at work is suggested, and avenues for future research are indicated. Finally a brief review is given of the extent of the use of the technique by organizations and its strengths, advantages and possible further applications.

The prediction of effort and performance among hospital professionals: Moderating effects of feedback on expectancy theory formulations

Abstract: Porter and Lawler's job performance model postulates that performance is an interactive function of effort, role perceptions and ability. The additive and interactive predictions of this model were investigated using an improved operationalization of the expectancy theory constructs in conjunction with a redefinition of role perceptions. Specifically, role perceptions were defined as role ambiguity, conflict and dissensus. Consistent with previous research, the data indicated that the interactive formulation was not superior to the additive job performance model. Perceived performance feedback was hypothesized to moderate predictions of the job performance model. The results supported the hypothesized moderating influence of feedback upon the job performance model and the expectancy theory constructs. However, feedback did not affect predictions of effort.

The effects of attractiveness of writer and penmanship on essay grades

Abstract: This study examines the effects of penmanship and the physical attractiveness of the writer upon essay assessment. An essay which was always exactly the same in content was assessed by a large number of school teachers and by some students. Some of the assessors received the essay in typed form, for some it was written in good handwriting and for some the handwriting was poor. A photograph of the supposed author of the essay was attached to it via a report card. This portrait photograph was of a male or a female who was either highly physically attractive or rather unattractive. It was found that when the authors were female the ratings given to the essays were influenced by the factors of penmanship and attractiveness. No such effects were found if the authors were male. The implications of such findings for educational and employment application settings are discussed.

Relationships between diversity of interests, age, job satisfaction and job performance

Abstract: The relationships between age and diversity of interests in general, and in job-specific occupational areas on the one hand, and salary treatment (as a measure of performance) and intrinsic and extrinsic job satisfaction on the other hand, were investigated for 291 scientists and engineers. Results for young and old but not intermediate-age subjects indicated that high diversity of interests in general occupational areas, as measured by the Strong Vocational Interest Blank, was related to a salary-based measure of performance. Diversity of interests in general and in job-specific occupational areas was linearly and positively related to intrinsic satisfaction. Age demonstrated a significant positive relationship to extrinsic satisfaction.

Applying Holland's vocational categories to leisure activities

Abstract: A Leisure Checklist (LC), consisting of 36 items keyed to Holland's six vocational categories, was completed by 907 Year 10 students. Correlations between LC scores and nominated spare time activities supported the LC's validity. Consistent correlations were found among respondents' LC scores and the Holland categories of their inventoried vocational interests (VP1) expressed vocational interests (Future Possibilities), and school subject preferences. These associations among educational, vocational, and avocational choices suggest that Holland's categories, and possibly the LC, could be useful in future research on the relationship between work and leisure.

Effects of response instructions and question style on the ease of completing forms

Abstract: Three series of experiments are reported. Each series is concerned with a different aspect of efficient data collection via formalized question and answer protocols. In series 1 it is found that people are faster endorsing an answer (e.g. circle what does apply) than negating one (e.g. delete what does not apply). In series 2 it is found that people are faster responding to statements offering multiple alternatives within a sentence frame (e.g. I am single/married) than responding to yes/no questions (e.g. Are you married?). However this advantage for sentence frame questions depends on the multiple alternatives being at the end of the sentence rather than at the beginning. Series 3 addresses administrative issues. Here it is found that error-checking procedures are faster when the form-filler has endorsed rather than negated items. It is also found that many form-fillers ignore instructions about how to respond. The implications of these findings for the revision of forms to meet the requirements of automated data processing facilities are discussed. Throughout, the economic consequences of good form design are emphasized.

Personality and work environment congruence of mid‐life career changers

Abstract: This study examines two hypotheses derived from Holland's theory of careers: that persons will move toward work environments more congruent with their personality type, and that persons working in environments highly congruent with their personality will be more satisfied than those whose personality-environment congruence is low. Personality type of 61 middle-aged males who had changed from managerial or professional careers was determined by means of the Strong–Campbell Interest Inventory, and work environment types of former and present occupations were determined by transforming Dictionary of Occupational Titles (DOT) designations to Holland work environment types. A majority of the respondents were not found to move into careers more congruent with their personality type, and men who entered more congruent occupations were not more satisfied with their new careers than were those men whose new careers were less congruent. These contradictory findings are discussed in terms of developmental changes which occur at mid-life, and the need for determining salience of work in the life structure of each individual.

Occupational choice and expectancy-value theory: Testing some modifications.

Abstract: Several variations of Vroom's expectancy-value theory were applied to data obtained from two groups of engineering students. It was found that intentions to choose certain types of work were better predicted when individual regression weights were applied to belief-value products, and when account was taken of students' beliefs about the attainability of work. Some evidence was found that subjective norms affected choice, but there was no support for a comparative model based on discriminability in preference to the traditional independent additive model. Since different models best predicted the intentions to choose different alternatives, it was concluded that a hierarchy of models rather than a single one should be employed in research on occupational choice.

Career orientations and intra‐occupational choice: A survey of engineering students

Abstract: This paper reports a questionnaire survey of final-year engineering students at Imperial College, London. Results indicate considerable self-selection between students' career orientations and their job choices. Most students took jobs in engineering and most of these were within the branch of their training. Those students entering R & D or design had different career orientations from those entering ‘operations' or from those leaving engineering. The findings also illustrated that three general characteristics associated with inter-occupational choice theory could be observed in a particular intra-occupational context.

Factors associated with labour turnover among ancillary staff in two London hospitals

Abstract: Three interrelated groups of factors influence labour turnover: economic, organizational and personal. This paper explores the generality of certain previous findings; it examines the relevance of selected variables affecting labour turnover rates of ancillary staff in two hospitals and the complex relationship between turnover and absenteeism. The reported studies are based on data derived from personnel records and an attitude survey. In general the findings corroborate relationships found in other organizational settings; possible methodological weaknesses are identified to account for certain discrepancies. The negative relationship between turnover and absenteeism reinforces conclusions reached in some recent reviews. The need is emphasized for more carefully designed research to examine the interrelationships between labour turnover, absenteeism and job satisfaction.

Individual Differences in Perceptions of Occupations and Occupational Reinforcers

Abstract: Individual differences in subjective occupational perceptions were investigated. Forty-three students and 11 vocational counsellor/researchers judged the similarity of all possible pairs of 18 occupations, three from each of Holland's categories. Subjects rated each occupation on 11 occupational reinforcers. The unity of all but Holland's Conventional category was supported by the configuration of occupations in a four-dimensional representation obtained from a multidimensional scaling (MDS) of the similarity judgements. Holland's hexagonal arrangement of the categories was not supported. Regressing occupational reinforcer ratings on to MDS dimensions indicated that the reinforcers were generally a significant component of occupational perceptions. The Independence reinforcer, however, was a significant component only for the counsellor/researchers and Compensation was more salient to the students than to the counsellor/researchers.

When personality meets situation: Exploring influences on choice of business major

Abstract: Students who self-select a business school education are exposed to many situational influences (teachers, courses, grades, peers, information about job market and salaries) which further affect their career choices. A model of personal specialization distinguishing individuals' affective predispositions toward persons and things in the environment provided four categories of person/thing orientation: person specialist, thing specialist, generalist and non-specialist. The possibility that person/thing orientation interacts with situational influences to affect choice of business major was tested by examining specific correlations, using as a dependent variable the extent to which the chosen major involves dealing with persons (as opposed to things). Although most correlations were low, the findings support a positive relationship between combinations of situational factors with person/thing orientation and the person involvement of chosen field.

Size of psychiatric hospitals and nurses' job satisfaction

Abstract: Previous research has suggested that workers in large institutions may express lower job satisfaction than those in smaller units, but that the latter may be seen as having some disadvantages. It was hypothesized that this would be so for nursing staff in three psychiatric hospitals of different sizes, and that the lower satisfaction within the largest hospital would be associated with problems of interpersonal communication. A questionnaire study with a total of 483 respondents confirmed the relationship between size and job satisfaction, and the relevance of facets involving communication. It was also confirmed that a small hospital may have particular problems, despite generally high morale.

Occupational perception and school stream in relation to job classifications, preferences and prestige for 17 year old girls and boys

Abstract: It is suggested that underlying most occupational classifications is a consensus of job perceptions, which can be reduced from elicited ratings of job similarities to multidimensional diagrammatic representations. Previous work is reviewed. Similarity ratings on 15 jobs, made by 101 Israeli 17 year olds, showed relative homogeneity within Roe, Holland and Flanagan fields, but the postulated order of fields within each system was not supported. Multidimensional scaling analysis yielded a cognitive map of the occupations with four fields which were more homogeneous, and corresponded to school vocational streams. Job locations in the map are unrelated to occupational prestige. Independently elicited desirability rankings, reduced by a novel technique to multidimensional affective representations, yielded the same fields, with jobs arranged differently, so as to correspond strongly to prestige gradients. All results are very similar for both sexes.

A Biographical Profile of Women in Management

Abstract: The small percentage of all employed women holding administrative or managerial positions indicates that women are not reaching those work positions likely to use to the full their potential ability. One suggested reason for this situation is that women neither plan for a business career nor avail themselves of training appropriate for management progression within the business world. The decisive stage in this area is the work choice made while still at school, so a need is seen for a means of identifying girls likely to succeed in business administration. This would enable selection of an appropriate course of study with the aim of entry into business as a manager, rather than following the traditional female secretarial route. In this study of 130 female New Zealand managers, the biographical information was directed at eliciting those life history items pertaining to areas of development and experience likely to provide predictors of managerial effectiveness. The critical factor is the development of an internalized locus of control: the girl who perceives herself as controlling and mastering her adolescent environment is likely to become the woman who succeeds in management.

Expectancy theory prediction of willingness to be retrained: The case of ratings' advancement in the Israeli merchant navy

Abstract: The study focused on the motivational determinants of ratings' willingness to enrol in a retraining course for commissioned rank. The utility of the VIE theory of motivation was tested by examining the independent contribution of ΣVI, E and ΣVI ×E to explained variance in the criterion. Data were collected by means of individual structured interviews. Using analysis of variance the results indicated that E was the only predictor from the motivational model.

The Content of Journals Relevant to Industrial and Organizational Psychology

Abstract: Content analyses of 10 principal journals relevant to industrial and organizational psychology are presented, covering 1 582 papers published in the years 1976 to 1978 inclusive. One analysis is in terms of the topic areas covered (personnel psychology, human factors psychology, occupational social psychology, and six other categories), and a second examination is in terms of three types of paper: empirical research study, critique or review, or suggested procedures and methods. Data are also provided about the length of articles in each journal, and the location and number of authors. Factual comparisons between journals are followed by a summary of the current policy of the Journal of Occupational Psychology.

A practically oriented and objective method for classifying and assigning senior jobs

Abstract: This paper describes a method for producing a job classification scheme which was developed on a group of senior jobs in the UK Civil Service. Data about Activities and Knowledge required in a sample of the jobs were collected by means of a structured questionnaire. Factor and cluster analyses of these data were used to devise the scheme. The results were presented to the 524 incumbents who had completed questionnaires and an overwhelming majority regarded the resultant scheme as accurate and sensible. A second follow-up study allowed assignment techniques to be developed and provided a cross-validation of the results. The method used and potential uses of such schemes are discussed.