Showing papers on "Contextual performance published in 1977"

Organizational research on job involvement

Abstract: Reviews the literature on job involvement. First, the various definitions of the term are identified and integrated. Next, 3 theoretical perspectives on job involvement are considered: job involvement as an individual characteristic, as a situationally determined variable, and as a product of person

Organizational communication: Relationships to organizational climate and job satisfaction.

Abstract: The purpose of this exploratory study was to examine relationships among measures of organizational communication, organizational climate, and job satisfaction. Six hundred ninety-five employees of...

Goal Setting, Evaluation Apprehension and Social Cues as Determinants of Job Performance and Job Satisfaction.

Abstract: : A simulated organizational setting involving a routine clerical task was the experimental context for the research. One hundred and four subjects were randomly assigned in a factorial design--including two levels of goal setting, two levels of evaluation apprehension, and three types of social cues--to investigate the effects of the independent variables on employee productivity and job satisfaction. The results showed that people with assigned goals produced more than people without assigned goals; people with high evaluation apprehension produced more than people with low evaluation apprehension; and people receiving positive social cues produced more than people receiving negative social cues. The independent variables had no main effect on overall job satisfaction but did affect attitudes about job pressure, boredom, and satisfaction with one's performance. These results are discussed in terms of their relevance for current theories of task performance and for applications in organizational settings. (Author)

Effects of Job Experience on Personality.

Abstract: : Previous theory and research concerning job effects on personality are briefly reviewed. A new theoretical model is presented which proposes that individuals' life orientations and levels of emotional well-being are influenced by the stimulus complexity of their job experiences. Hypotheses derived from the model are proposed for 116 engineers, scientists, and managers employed by a large petroleum products company. Five characteristics of employees jobs were measured using the Hackman-Oldham Job Diagnostic Survey. Longitudinal data were collected on four personality characteristics are measured by the Guilford-Zimmerman Temperament Survey. Results of Analyses show that two personality characteristics (Active Orientation and Freedom from Depression) are influenced by several job characteristics. Implications for job design and career development are discussed briefly. (Author)

The relationships between job complexity and job satisfaction, intrinsic job motivation

Abstract: This research examined how perceived job complexity relate to employees' job satisfaction and intrinsic job motivation.Based upon the comprehensive review of previous studies and theoretical discussion, following three hypotheses were tested. Subjects, 325 male workers engaged in centralized railway traffic control, completed a questionnaire involving their (a) perceptions of four job complexity dimensions (variety, autonomy, feedback, and role clarity); (b) intrinsic and extrinsic job satisfaction; (c) subjective expectancy perceptions (concerning the degreee to which his own effort is seen as leading to outcomes he values); (d) intrinsic job motivation; and (e) level of higher order need strength.Hypothesis 1: All four job complexity dimensions will relate more positively to intrinsic job satisfaction (the opportunity to use one's own ability, the feeling of worthwhile accomplishment, the opportunity for personal growth and development) than to extrinsic job satisfaction (e. g., human relations in workshop). For autonomy, feedback, and role clarity dimension, the above hypothesized relationship was confirmed.Hypothesis 2: The relationship between all four job complexity dimensions and job satisfaction will be stronger for Ss having greater higher order need strength (desirous of satisfying higher order needs) than for Ss having less higher order need strength. The result supported this hypothesized moderating effects of individual trait (higher order need strength). That is, correlations between each of four complexity dimensions and job satisfaction (especially intrinsic ones) were higher in the positive direction, and often statistically significant (p<. 05), for Ss having greater higher order need strength.Hypothesis 3: Subjects' intrinsic job motivation will more strongly relate to their expectancy perceptions than to four job complexity dimensions. The result confirmed this hypothesis. That is, correlation between intrinsic motivation and expectancy perception was 0.66, whereas correlation between intrinsic motivation and job complexity dimension (role clarity) was 0.26. Difference between these two correlations was statistically significant at 1 percent level.These findings of the present study indicated two important implications. The first was theoretical (the major variable which determine intrinsic job motivation is expectancy perception), and the second was practical (how to introduce job enrichment program, and it's effectiveness). These two problems were discussed.Finally, some future research needs were pointed out and discussed.

Role Involvement: Changes During Assimilation and Relationships with Job Performance.

Abstract: . ABSTRACT . . The primary purpose of this study 'was to determine whither,perceptions of role involvement by police patrolmen Were significantly related to either future or'congirrent job performance. -A secondary objective was to analyze changes-In the perceived role involvement of'new patrolmen during their assimilation into a police organization. The perceived tole involvement of a sample ot'new _ patrolmen'from a large metropolitan police force was measured on four occasions, over a period of approximately two years. A surprising finding was that the best performers Were those who spent less time and-energy on the job. Viese results plus the decrease' f pole f4/p involvement during assimilation' imply that a norm of activity exists in this urban police department. If this-depa tient is representative of other urban police forces4,-then this study has widespread implications for police seleption, training, and . assimilation. (Author)