Showing papers in "Journal of occupational psychology in 1980"
TL;DR: In this paper, the authors presented psychometric data in support of seven new measures covering work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, self-rated anxiety, job satisfaction and life satisfaction.
Abstract: Within research on the quality of working life the variables of trust, organizational commitment and the fulfilment of personal needs play an important part. Yet relevant measures with adequate psychometric support are ditTicult to locate, especially ones applicable to blue-collar British working populations. The present paper introduces new measures of these variables, each of which has a number of subscales. Internal homogeneity, reliability and factor analytic data are described which show the scales to be psychometrically adequate and stable. To support the future use of the measures for diagnostic and evaluative purposes, normative data are also provided. The three scales reported in this paper add to the work previously reported in Warr et al. (1979), where it was argued that there exists a need to develop robust, short and generally applicable instruments relevant to multivariate research into the quality of working life. To that end the paper presented psychometric data in support of seven new measures covering work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, self-rated anxiety, job satisfaction and life satisfaction. The latter two measures included a number of subscales. The present paper extends this work by introducing three additional instruments, each with subscales, together with details of their psychometric properties and standardization data. These measures are, (a) interpersonal trusi al work, (b) organizational commilment, and (c) personal need non-futfthnent. All the scales have been developed primarily for use with UK blue-collar employees, and for that reason have been kept fairly brief, with the content of items easily understood.
2,352 citations
TL;DR: The GHQ-12 was shown to be psychometrically sound in all cases, with the Likert scoring method providing a more acceptable distribution of scores than the more commonly deployed ‘ GHQ score ’ for use in parametric statistical analyses.
Abstract: This paper examines the psychometric properties of an existing measure of mental health, the GHQ-12, as revealed in three studies involving employees in an engineering firm (n = 659), recent school-leavers (n = 647), and unemployed men (n = 92). The measure was shown to be psychometrically sound in all cases, with a Likert scoring method providing a more acceptable distribution of scores than the more commonly deployed ‘ GHQ score ’ for use in parametric statistical analyses. Scores on GHQ-12 were found to be much higher (indicating lower mental health) for those who were unemployed, higher for women than for men in one sample, and unrelated to age, job level and marital status.
722 citations
TL;DR: The best single predictor of mental health during unemployment was whether or not a man felt his time was occupied, and semi-skilled and unskilled men had poorer psychological well-being during unemployment than those of higher occupational status.
Abstract: This study is an exploration of some of the factors important in determining a man's subjective reaction to the experience of unemployment. Goldberg's General Health Questionnaire was used as a normative measure of mental health, and a Present Life Satisfaction Scale was used as a measure of subjective well-being. Length of unemployment was inversely correlated with mental health and well-being; and semi-skilled and unskilled men had poorer psychological well-being during unemployment than those of higher occupational status. The best single predictor of mental health during unemployment was whether or not a man felt his time was occupied.
225 citations
TL;DR: This article found that young people were at risk of being unemployed if they had an unemployed father, few or no qualifications, low work motivation, and if they were West Indian, and poor mental health as measured by the General Health Questionnaire.
Abstract: Seven months after school-leaving 647 young people were interviewed. Path analysis was used to examine the predictors of unemployment and psychological well-being. It was found that young people were at risk of being unemployed if they had an unemployed father, few or no qualifications, low work motivation, and if they were West Indian. Young people who were unemployed, from social class 4 and 5, or female, had poor mental health as measured by the General Health Questionnaire. Work involvement moderated the relationship between employment status and mental health.
145 citations
TL;DR: In this paper, a study was described in which 101 school-leavers were interviewed by a four-member panel for places on an engineering apprentice training scheme, and the NVB of each candidate was categorized during the interview using a schedule of 10 classes of NVB divided into 30 components.
Abstract: Non-verbal behaviour (NVB) is an important component of the selection interview, yet it has received limited attention in the literature. In particular, little published research has examined NVB in real-life interviews. A study is described in which 101 school-leavers were interviewed by a four-member panel for places on an engineering apprentice training scheme. The NVB of each candidate was categorized during the interview using a schedule of 10 classes of NVB divided into 30 components. When the interviews were grouped by outcome, i.e. accept, reserve, and reject, differences were found on several important classes of NVB. Alternative causal hypotheses are suggested for the observed relationship between NVB in the interview and the decision which was made.
106 citations
TL;DR: This article found that self-esteem was not lower amongst the unemployed managers and did not decline with longer unemployment, while a more complex understanding of the psychological processes in unemployed managers is needed.
Abstract: Previous writers have suggested that a major psychological consequence of job loss and unemployment is a lowering of self-esteem, although there has been little contemporary investigation, particularly at the managerial and professional level. The empirical validity of the proposition was assessed through the comparison of 87 unemployed middle and senior managers with 64 employed managers, and through both longitudinal and cross-sectional analysis of the relationship between level of self-esteem and length of unemployment at the time of research contact. Self-esteem was assessed through a self-report questionnaire and through interviews with some of the managers and their wives. The results failed to support the proposition: self-esteem was not lower amongst the unemployed managers and did not decline with longer unemployment. The qualitative analysis suggested a variety of reactions, in terms of self-esteem, to unemployment. It would appear that a more complex understanding of the psychological processes in unemployed managers is needed. In particular there is a need to use the term self-esteem in a more discriminating manner; to recognize individual differences in circumstances and reactions to unemployment; and to acknowledge the assumptions and values attached to the concepts of work and unemployment.
101 citations
TL;DR: In this article, the authors used Erikson's notions of psycho-social development to investigate the impact of unemployment on students leaving school and attempting to secure their first job, and found that those who found work, particularly girls, showed significant psycho social development while those who returned to school or were unemployed showed none.
Abstract: School-leavers deal with important developmental tasks which are to some extent interwoven with the transition from school to the adult work world. But many school-leavers are currently being denied work opportunities. This study used Erikson's notions of psycho-social development to investigate the impact of unemployment on students leaving school and attempting to secure their first job. Those who found work, particularly girls, showed significant psycho-social development while those who returned to school or were unemployed showed none.
84 citations
TL;DR: In this paper, data collected from 826 people in eight American organizations concerning mass reports of symptoms and various possible indicants of stress were subjected to correlational and regression analyses, which indicated that reported symptoms are related to work pressure, employee income, family disharmony and dissatisfaction with company personnel practices.
Abstract: Data collected from 826 people in eight American organizations concerning mass reports of symptoms and various possible indicants of stress were subjected to correlational and regression analyses. In addition, using the argument that illness was actually an organizational phenomenon, company means of 41 predictor variables were correlated with company means on the symptoms variable. The three sets of analyses indicate that reported symptoms are related to work pressure, employee income, family disharmony and dissatisfaction with company personnel practices. Limitations of the data collection effort are noted and recommendations for future investigations are made.
60 citations
TL;DR: This paper investigated the causal inference relationships between perceived leader reward behavior and subordinate performance, absenteeism, and work satisfaction in a controller's department of a merchandising organization, using corrected cross-lag correlations.
Abstract: A longitudinal field study, using corrected cross-lag correlations, investigated the causal inference relationships between perceived leader reward behaviour and subordinate performance, absenteeism, and work satisfaction in a controller's department of a merchandising organization. The results revealed that: (a) perceived positive leader reward behaviour served as a source of causation for subordinate performance and work satisfaction; (b) perceived punitive leader behaviour acted as a source of causation for subordinate work dissatisfaction; and (c) subordinate performance and absenteeism served as sources of causation for perceived punitive leader behaviour. The results support the belief that perceived performance-contingent rewards given by the leader can be a significant influence on subordinate attitudes and behaviour.
57 citations
TL;DR: In this paper, the authors investigated whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone, and they found that job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes was less than 3 percent of variance.
Abstract: The main aim of the study was to investigate whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone. The perceived and desired job attributes of skill-utilization, influence, variety, pressure and social interaction were measured for a cluster sample of 1383 employees in metropolitan Adelaide. The sample was a representative one with respect to occupation, sex and national origin. The congruency hypothesis was supported for the attributes of skill-utilization and variety but not for influence, pressure or social interaction. Perceived job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes accounted for less than 3 per cent of variance. If job values are defined as desired attributes of an employee's job system, the results indicated that the importance of job values as predictors of job satisfaction has been overestimated in theories of work values. Implications of the findings for job redesign were briefly discussed.
54 citations
TL;DR: In this paper, three scales are introduced which cover the mother's attitude to both her employment and domestic work roles, and the strain which may be generated by their interaction, and evidence is presented about the scales' internal consistency and validity, and it is concluded that they are suitable for use with this important and sizeable group of workers.
Abstract: Existing job attitude measures are least appropriate in research concerning employed mothers with dependent children. Three scales are introduced which cover the mother's attitude to both her employment and domestic work roles, and the strain which may be generated by their interaction. Data from 185 working-class mothers are reported and associations with employment status, positive and negative affect, life satisfaction and social supports are described. Evidence is presented about the scales' internal consistency and validity, and it is concluded that they are suitable for use with this important and sizeable group of workers. The items are published in full.
TL;DR: One hundred and twenty-five middle managers provided information about their reasons for influencing their boss, co-workers or subordinates and also details about the methods of influence used as discussed by the authors, and factor analysis of the latter data suggested six principal groups of influence tactics.
Abstract: One hundred and twenty-five middle managers provided information about their reasons for influencing their boss, co-workers or subordinates and also details about the methods of influence used. Factor analysis of the latter data suggested six principal groups of influence tactics. These are described.
TL;DR: This paper found that interviewers give more frequent coverage to topics concerned with future job and knowledge of company than present or past academic performance, interpreted as indicating an interviewer preference for topic areas where he had an advantage over the candidate in terms of superior knowledge.
Abstract: To find out how selection interviewers gather information, 101 candidates were intercepted immediately after initial graduate recruitment interviews, and questioned on the coverage of 26 topics. Interviewers were found to give more frequent coverage to topics concerned with future job and knowledge of company than present or past academic performance. The results were interpreted as indicating an interviewer preference for topic areas where he had an advantage over the candidate in terms of superior knowledge.
TL;DR: Analyses of variance revealed that Blacks received significantly higher hirability and salary assignment ratings than Whites for the Black-typed job, while Whites were rated more favourably than Blacks for the White-typing job.
Abstract: Seventy-two male and female graduate students in management evaluated 12 fictitious job applicant resumes with respect to three types of jobs (Black-held, neutral, White-held). Four resumes per job were evaluated, which represented a high qualifications White, a high qualifications Black, a low qualifications White, and a low qualifications Black. The subjects rated the job applicants as to hirability and starting salary assignment. Additionally, the subjects indicated the one job applicant they would hire for each job if only one applicant could be hired. Analyses of variance revealed that Blacks received significantly higher hirability and salary assignment ratings than Whites for the Black-typed job, while Whites were rated more favourably than Blacks for the White-typed job. The ‘one choice’ data indicated a similar pattern.
TL;DR: In this article, the authors examined the value of trainability tests in six craft trades and found that the tests used exhibit acceptable levels of predictive validity over a 3-week follow-up period.
Abstract: Trainability testing is examined in the context of more general research on work-sampling. Links between trainability testing and theoretical issues concerning point-to-point correspondence between predictor and criterion are discussed. Results of an experiment examining the value of trainability tests in six craft trades are presented. They indicate that, in general, the tests used exhibit acceptable levels of predictive validity over a 3 week follow-up period. Potential uses and areas where further research is needed are also discussed.
TL;DR: In this paper, several variants of behavioural decision theory were employed to predict the occupational intentions of 79 final-year engineering students and found that several models succeeded in predicting significantly; that predictive power increased over the period; and that intentions predicted the job actually obtained.
Abstract: Several variants of behavioural decision theory were employed to predict the occupational intentions of 79 final-year engineering students. Questionnaires were administered at 2 weekly intervals for 14 weeks. It was found that several models succeeded in predicting significantly; that predictive power increased over the period; and that intentions predicted the job actually obtained. In addition, some support was obtained for an effect of outside events upon intention change; and also for this effect to be working through the mediating process postulated by decision theory. Certain implications of the data for student counselling were drawn, and support was obtained for the analysis of engineering in the United Kingdom proposed by the Finniston Report.
TL;DR: In this article, the second of a series of studies designed to test the validity of a role-choice model based on expectancy theory as a framework for the prediction of the preference to remain employed or to retire (the criterion), 317 older physicians employed in public clinics were interviewed.
Abstract: In the second of a series of studies designed to test the validity of a role-choice model based on expectancy theory as a framework for the prediction of the preference to remain employed or to retire (the criterion), 317 older physicians employed in public clinics were interviewed. Analysis of several expectancy component configurations showed that the criterion depended, first and foremost, upon the differences between perceived instrumentalities of continued employment and of retirement for the attainment of outcomes. However, the prediction of the criterion by instrumentality differentials was strongest for physicians who were dissatisfied with their present jobs and indicated high job stress, and for those who had a lower evaluation of their own professional competence. The implications of the results and suggestions for their application in pre-retirement guidance and counselling are discussed.
TL;DR: For example, the authors consider the "good" interviewer as one who possesses some of the attributes of the 'good' counsellor, and propose an identifiable solution at their disposal to improve interview efficiency.
Abstract: Research into interviews has largely been ignored by organizations, perhaps because the findings are fragmented and difficult to translate into meaningful improvements. The initial research concern was with the outcome of the interview, which was superseded by an interest in its content, with little attention being paid to the interview process. This has led to erroneous assumptions by researchers concerning the nature of the interview, assumptions that have ‘dehumanized’ the process.
Considering the ‘good’ interviewer as one who possesses some of the attributes of the ‘good’ counsellor might be fruitful. If this is the case, organizations wishing to improve their interview efficiency would at least have an identifiable solution at their disposal: they could either recruit only interviewers believed to possess these attributes, or develop them in their existing selection staff.
TL;DR: Non-random differentiation was found within the sample over the period of 8 years and 9 months for which accident records were available, in that the distribution of accidents over the sample did not differ significantly from the negative binomial distribution.
Abstract: The epidemiological technique known as the `found experiment' was used to investigate whether or not an industrial sample showed non-random differentiation with respect to individual accident rates. For the particular sample `found', it was possible to control for such conditions as differences in the jobs being done and the environment in which they were undertaken, the period of exposure to risk, and the age and experience of the employees. Non-random differentiation was found within the sample over the period of 8 years and 9 months for which accident records were available, in that the distribution of accidents over the sample did not differ significantly from the negative binomial distribution. This differentiation was also found to be stable over time, since the correlation between individuals' accident rates in the first and second halves of the period was + 0.67. Implications for future accident research of these findings and of the use of the 'found experiment' technique were discussed.
TL;DR: This paper used the Manifest Needs Questionnaire to assess the need for achievement, affiliation, autonomy, and dominance of young employees within a financial institution and found unsatisfactory psychometric properties with this sample.
Abstract: For several reasons the Manifest Needs Questionnaire is an attractive instrument for assessing the needs for achievement, affiliation, autonomy and dominance. The instrument was used in a study of career aspirations among 346 young employees within a financial institution. With the qualified exception of the dominance scale the instrument showed unsatisfactory psychometric properties with this sample. It should be used only with caution, until more is known about its suitability for different groups of employees.
TL;DR: The Journal of Occupational Psychology is publishing a number of invited personal accounts by psychologists who have made their mark on the history of the subject as mentioned in this paper, including Hywel Murrell, a pioneer in human factors research.
Abstract: The Journal of Occupational Psychology is publishing a number of invited personal accounts by psychologists who have made their mark on the history of the subject. This contribution is by Hywel Murrell, a pioneer in human factors research.
TL;DR: In this article, the authors examined the perception of changes in their lives and feelings following the introduction of flexitime, and combined these perceptions into an index of subjective evaluation for flexitime.
Abstract: Clerical employees' perception of changes in their lives and feelings following the introduction of flexitime are examined and reveal considerable individual differences. These perceptions are combined into an index of subjective evaluation of flexitime. Relationships between this index and other variables are examined.
TL;DR: The authors examines evidence from his own research, based on nine companies and over 3000 entrants to work, which suggests that the danger that selection will become routine and mechanical in operation is a real one.
Abstract: The orthodox approach to selection validation has remained unchallenged and unaltered for over half a century. Its continued acceptance, reinforced by the misleading claims of many test constructors, leads to the likelihood that selection will become routine and mechanical in operation.
The author examines evidence from his own research, based on nine companies and over 3000 entrants to work, which suggests that this danger is a real one. Reference is made to recent evidence that validation studies are rarely conducted, and several practical reasons are given for this. However, the situation cannot remain unchanged. In the United Kindgom, the Sex Discrimination Act (1975) and the Race Relations Act (1976) demand the use of valid and job-related predictors. It is argued that such legislation should be welcomed since it will encourage the development of more healthy approaches to selection and to greater understanding of the psychological demands of jobs.
TL;DR: In the context of higher-order skills as discussed by the authors, it is the former which constitute what are commonly regarded as higherorder skills, and the latter are the skills that are more flexible than the former.
Abstract: Skill is discussed in terms of efficient ‘strategies’ for relating demands of jobs to human physical and mental capacities. Strategies differ between individuals and within individuals on different occasions. Also, for most normal tasks, not one but several strategies are employed to map different aspects of demand on to corresponding capacities, performance being limited by the capacity most fully used. Strategies tend to be organized hierarchically, with longer-term strategies coordinating shorter-term. It is the former which constitute what are commonly regarded as higher-order skills. Similar principles appear to underlie both shop-floor skills and those involved in management, intellectual and other non-manual activities.
Much laborious research is needed to determine the basic capacities important in various types of work and how far training can be given which is general rather than specific to particular jobs. However, present knowledge already provides important implications for training flexibility of skill, and for the selection of personnel.
TL;DR: In this paper, a situational leadership model incorporating three categories of variables is proposed and operationalized for classroom training dynamics characteristic of many management training programs (in this case concerned with teaching behavioural science concepts) closely parallel leadership-group process dynamics in organizational settings outside the classroom.
Abstract: This study tests the assumption that classroom training dynamics characteristic of many management training programmes (in this case concerned with teaching behavioural science concepts) closely parallel leadership-group process dynamics in organizational settings outside the classroom. Accordingly, a situational leadership model incorporating three categories of variables is proposed and operationalized. The variable categories include: Traditional Instructor Qualifications; the Technological Favourableness of the Teaching Situation for the Instruction; and the Initial Motivational Favourableness of the Training Situation for the Instructor. Data are presented on 39 diverse groups of managers exposed to a specific but not atypical behavioural science training system. A total of 832 managers were involved, of whom approximately 20 per cent were female.
The findings support the argument that a situational leadership/influence model may be usefully applied to the teaching processes in the industrial classroom. The findings also indicate that it may not be necessary in all cases to consider instructor differences in style or personality as vital to group effectiveness.
TL;DR: In this paper, the construct validity of a test can be established operationally, via facet analysis, and the search for novel predictive validity can then proceed in a systematic way, rather than by the conventional "shotgun" approach.
Abstract: A problem which commonly faces psychologists who are concerned with selection is that of increasing the predictive validity of an existing battery of psychometric tests. The problem arises because, typically, the construct validity of tests is established post hoc. This paper describes a way in which the construct validity of test can be established operationally, via facet analysis. The search for novel predictive validity can then proceed in a systematic way, rather than by the conventional ‘shotgun’ approach. As an example, it describes the construct validation of a test which has been used in the selection of the pilot and navigating officers of aircraft.
TL;DR: In this article, the authors determine whether there were factors underlying 10 vocational interest categories on the Brook Reaction Test and a further category designated in the BRT Manual as ‘unclassified’.
Abstract: The Brook Reaction Test (BRT) is an objection word association test that provides an indirect measure of 22 personal interests. The purpose of the present study was to determine whether there were factors underlying 10 vocational interest categories on the BRT and a further category designated in the BRT Manual as ‘unclassified’. The BRT was administered as part of a battery of selection tests to 325 males. The 11 scales were analysed using a principal components analysis and a varimax rotation carried out on the first six factors. The six factors identified accounted for 69***.8 per cent of the variance and were largely bipolar in nature: Factor I, people vs. practical; Factor II, unclassified interests; Factor III, aesthetic vs. business; Factor IV, literary vs. secretarial; Factor V, biological sciences vs. agriculture; Factor VI, physical sciences vs. outdoor. A hierarchical cluster analysis applied to these 11 scales confirmed the factor solution and demonstrated the independence of the interest categories. Findings were related to: (i) three earlier factorial studies of the BRT; (ii) further evidence concerning its construct validity; and (iii) Holland's hexagonal classification of occupations and ACT-OCS work-task dimensions. Implications of the findings for practical test usage in guidance and selection are outlined, especially the necessity to score all the 11 vocational scales.
TL;DR: The first phase of a long-term study in the Electricity Supply Industry suggests that the Job Disposition Questionnaire (JDQ) can be used to identify those applicants who have the same attitude to the conditions and content of a job as apprentices with 2 or 3 years' experience.
Abstract: The Job Disposition Questionnaire (JDQ) is being developed as an aid to the occupational guidance, selection and placement of young people. The first phase of a long-term study in the Electricity Supply Industry suggests that the JDQ can be used to identify those applicants who have the same attitude to the conditions and content of a job as apprentices with 2 or 3 years' experience; and further, that it can be used to distinguish between the ‘job disposition’ of apprentices in different trades within the apprenticeship scheme. The implication of these results for the usefulness of the JDQ in selecting and placing apprentices in the industry is discussed.
TL;DR: In this paper, first-year students in three engineering subfields were compared in terms of reported stage of both field (engineering) and subfield choice as well as on several biographical variables.
Abstract: First-year students in three engineering subfields were compared in terms of reported stage of both field (engineering) and subfield choice as well as on several biographical variables. There were some differences, albeit insignificant, in stage at which the field was chosen. However, significant differences were found in stage of subfield choice: electrical engineering students (EE) chose the subfield earlier than did either mechanical (ME) or industrial engineering (IE) students. EE essentially made a one-step choice of both field and subfield, whereas ME and IE, despite differences between them, made a two-step choice process: the subfield was selected at a later stage than was the field itself.