Showing papers on "Contextual performance published in 1981"

Structural Relationships, Job Characteristics, and Worker Satisfaction and Performance.

Abstract: This research is based in part on a Ph.D. dissertation completed by the author while a student at the University of Illinois. The author wishes to express his deep appreciation to his committee, Greg Oldham (Chairman), Michael Moch, and Charles Hulin. Hank Sims and Denise Rousseau also provided helpful comments on an earlier draft. This research investigates the role of job characteristics as possible mediating variables in the relationships between the organization's structural context and the attitudes and behaviors of individual employees. The organization is conceptualized as a network of task positions interrelated on the basis of workflow transactions. Three structural relationships of task positions are investigated: (1) the centrality of a task position; (2) the degree to which a task position is critical to the workflow; and (3) the transaction alternatives availableto a task position. The results indicate significant relationships between these three relational measures and job characteristics. Further, the findings support the hypothesis that job characteristics mediate the relationship between structure and individual responses.

Inter-Relationships Between Organizational Commitment and Job Characteristics, Job Satisfaction, Professional Behavior, and Organizational Climate

Abstract: Commitment to the organization is an important behavioral dimension which can be utilized to evaluate employees' strength of attachment. Keeping employees highly committed is important, especially in not-forprofit firms whose salary scales may not be as competitive as industrial firms. Management is concerned with identifying those variables that are related to organizational commitment in order that they may design organizational strategies to maximize commitment levels. Results in a healthcare institution indicate that role conflict and role ambiguity are detrimental to commitment, while a participative climate, power, teamwork, reading professional journals, satisfaction with work and promotion opportunities, age, GS level, tenure, and length of professional employment are positively related to organizational commitment.

Sources of Job Related Ambiguity and Their Consequences Upon Salespersons' Job Satisfaction and Performance

Abstract: This study presents a conceptual model relating four sources of job related ambiguity and two individual difference variables locus of control and need for clarity to salesperson job satisfaction and job performance. Previous research related to the model is briefly reviewed. Then, drawing data from a multicompany sample of industrial salespersons and their managers, behavioral research methods are used to clarify the nature and strength of the relationships in the model. The analysis reveals that ambiguity concerning family expectations is positively related to performance, but ambiguity regarding sales manager and customer expectations is negatively related to performance. Lower levels of satisfaction are explained primarly by ambiguous managerial expectations. The individual difference variables are shown to be related to job outcomes even after adjusting for different levels of perceived ambiguity. The individual difference variables, however, do not moderate the relationships between sources of ambiguity and job outcomes.

Participative Performance Appraisal Effects Upon Job Satisfaction, Agency Climate, and Work Values: Results of a Quasi-Experimental Study in Six State Agencies:

Abstract: Three matching pairs of test and control agencies were carefully selected for the assessment of a new participative performance appraisal system. The design for this pilot study evaluation was base...

A Path Analytic Model of Human Capital and Organizational Job Characteristics on Female Job Satisfaction

Abstract: This study attempts to integrate human capital theory (predominantly an economic theory) with the traditional organizational job characteristics found in the behavioral job satisfaction literature. Four human capital variables-formal education, marital status, length of service, and alternative job information-are posited to have direct influence on seven organizational job characteristics-pay, co-worker integration, promo-tional opportunities, job communications, equitable treatment, routiniza-tion, and centralization. These seven variables are then posited to have direct influences on job satisfaction. Human capital theory is found to be a powerful addition to the understanding of job satisfaction among female employees. The multiple relationships posited between human capital resources and job characteristics are quite evident in the path analytic test of the model. Furthermore, increased co-worker integration and reduced routinization were found to directly increase job satisfaction. Implications for ...

Organizational Stress and Job Attitudes: Moderating Effects of Organizational Level and Task Characteristics

Abstract: This study examined the moderating effect of two organizational variables, namely, organizational level and the nature of the task (line supervision vs production planning), on the relationships between role ambiguity and conflict with job satisfaction, job involvement, and effort-performance expectancy. The results suggest that, while the relationship between role-conflict and job attitudes remains stable across organizational levels, role-ambiguity is considerably more strongly related to job attitudes in the higher level. Role-conflict was more strongly related to job attitudes for line supervisors than for production-planning employees. The same trend was found for role ambiguity although the differences were significant only for job involvement.

The Spiritcial Growth of Job: A Psychological Approach to the Book of Job

Abstract: can give new insights into these same texts. Therefore new methods in biblical studies are in process of becoming more and more important. To mention only two: the structural and the psychological (psychoanalytical) approaches. The use of psychology in biblical studies is rather new, but it seems very promising (Spiegel:263-274; Vergote:col. 252-260; Sales :699723 ; Bolin & Goldberg:l 67-175; Berry:33-44). This study will reflect upon the Book of Job. This book continues to inspire and to edify people as it has throughout the centuries, but it also remains very mysterious and its meaning, the object of much discussion. The argument that this book could profit from