Showing papers on "Contextual performance published in 1984"
TL;DR: A model is presented that summarizes existing knowledge concerning job insecurity, points at its deficiencies, and identifies further research needed to understand the nature, causes, and consequences of this increasingly important phenomenon.
Abstract: A model is presented that summarizes existing knowledge concerning job insecurity, points at its deficiencies, and identifies further research needed to understand the nature, causes, and consequences of this increasingly important phenomenon. Such knowledge is crucial because job insecurity is a key element in a positive feedback loop that accelerates organizational decline.
1,364 citations
147 citations
TL;DR: In this article, the dual attachment model is proposed for the integration of the job characteristic model and the leader-member exchange model, based upon the framework of organizational role theory, for the prediction of job attitudes and performance.
130 citations
TL;DR: In this article, the medical and psychological literature pertaining to personal and organizational strategies for handling job stress is reviewed and the paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists.
Abstract: The medical and psychological literature pertaining to personal and organizational strategies for handling Job stress is reviewed. The paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists. Many strategies for managing job stress exist but their effectiveness has not been evaluated. It is important that such strategies receive the immediate, scientific attention of I/O psychologists. Issues that must be faced before significant progress can be achieved are discussed.
58 citations
TL;DR: In this paper, a cross-cultural study analyzes the effects of occupational membership on the task related, contextual, and job involvement orientation of 5,550 employees, selected from 20 countries.
Abstract: A cross-cultural study analyzes the effects of occupational membership on the task related, contextual, and job involvement orientation of 5,550 employees, selected from 20 countries. The empirical...
51 citations
TL;DR: The authors examined the influence of perceived competence in moderating the relationship between role clarity and the job performance of employees and found that more competent employees are more strongly affected by the role ambiguity they face than is that of less competent counterparts.
29 citations
TL;DR: In this paper, the authors examined the influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and satisfaction with supervision, using data from a sample of 116 technical employees in a medium-sized industrial firm.
28 citations
TL;DR: In this article, the authors report differences between 74 part-time and 83 full-time retail department store employees' role perceptions, general job satisfaction, internal work motivation, organizational commitment, task perceptions, and self-rated performance.
Abstract: Differences in attitudinal responses of part-time and full-time employees have been described in prior investigations which, however, generally did not control statistically for demographic variables. Some researchers contend that the results may be spurious. This paper reports differences between 74 part-time and 83 full-time retail department store employees' role perceptions, general job satisfaction, internal work motivation, organizational commitment, task perceptions, and self-rated performance. Differences, assessed while controlling for age, sex, job tenure, and education, suggest that job status is related to employees' variety, autonomy, task-identity, and self-rated performance when controls for demographic variables are appropriate.
14 citations
11 citations
TL;DR: Preparation for a job interview, including a clear understanding of personal goals, motivations, and expectations, combined with strong interviewing skills can ensure that each job-specific short-range decision will contribute to the achievement of a life-long career path.
Abstract: Tips for making the search for a new job productive and enjoyable are presented. Identifying job opportunities requires a network of individuals who might assist in the job search. Traditional sources of job information can also be helpful. The most important element in following up on job leads is determining in advance that qualifications meet the established requirements. In preparing for a job interview, the applicant should learn as much as possible about the potential employer, the job, and the interviewer. General points to follow during and after the interview are outlined. Accepting a new job is a major life decision. Advance preparation, including a clear understanding of personal goals, motivations, and expectations, combined with strong interviewing skills can ensure that each job-specific short-range decision will contribute to the achievement of a life-long career path.
01 Mar 1984
01 Feb 1984
TL;DR: In this article, the role perceptions of fifty-eight engineers in a medium size industrial organization were related to their performance, job satisfaction, and affective responses to their role, and the results indicated that the motivational potential of the task impacted both directly and indirectly on job satisfaction and emotional responses to the job, but only indirectly on performance.
Abstract: : The role perceptions of fifty-eight engineers in a medium size industrial organization were related to their performance, job satisfaction, and affective responses to their role. The first concept of interest was role compliance--the extent to which the engineers described their own role behavior in line with what their supervisory or their peers believed should be done. Role compliance was found to influence job satisfaction and affective responses to the job directly and to moderate the relationship between motivational force, as described by Expectancy Theory, and performance or effort. The second concept of interest was the degree to which the role possessed motivational potential as described by Hackman and Oldham (1974). The results indicated that the motivational potential of the task impacted both directly and indirectly on job satisfaction and affective responses to the job, but only indirectly on performance. The results were discussed in light of the need for accurate communication of role requirements and the effects of expanding the motivational potential of a job.