Showing papers on "Core self-evaluations published in 1975"

Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress, and Performance.

Abstract: The present study of 295 trade salesmen in three organisations reports on the relationship between organisational shape or structure (tall, medium, and flat) to job satisfaction, anxiety-stress, and performance. The findings indicate that salesmen in flat organisations (1) perceive more satisfaction with respect to self-actualisation, and autonomy, (2) perceive lower amounts of anxiety-stress, and (3) perform more efficiently than salesmen in medium and tall organsiations.

Job Enlargement: A Multidimensional Process

Abstract: This paper reports the results of an evaluation study into the effects of a job enlargement exercise on female assemblers of electrical domestic appliances. Data on job satisfaction and perceptions of job attributes are analysed, and a comparison is made between the group with the enlarged job and another group of operatives who are performing tasks fairly similar to those which the enlarged group were performing prior to job enlargement. The results indicate that the expected increases in satisfaction associated with greater work variety, novelty and felt use of abilities were achieved. There were some dissatisfying outcomes related to decreased social interaction and somewhat increased effort of work. It is suggested that opportunities for social interaction could have been maintained by a different job redesign. The increased effort of work was hypothesized to relate to the presence of multiple motives for change among the management team. The need is stressed to conceptualize job enlargement as a phen...

The Relationship between Individual Attributes and Job Design: Monitoring Tasks.

Abstract: : Two visual monitoring tasks were developed, one high in job complexity, variety, responsibility, and external feedback, and one low on these job structural attributes. Performance and satisfaction on these tasks were related to individual differences in perceptual style, general intellectual ability, personality and work preference measures.

An experimental analysis of the relationship between job satisfaction and job importance

Abstract: In the understanding of employee's job behavior, it is useful to determine how important various aspects of the job are to the employees as well as how satisfied they are with each aspect.The previous theory and research which analyzed the relationship between job satisfaction and job importance has not led to clear-cut findings. Some findings assert the significance of job importance but others do not. A major reason for this inconsistency of findings seems to consist in the incompleteness of job importance measurement and external criterion variables used.In this study, these operational problems are overcome. The following two hypotheses are tested on data obtained from 297 male workers engaged in railroad maintenance.Hypothesis 1: The correlation coefficients between job satisfaction ratings and the four criterion variables (likelihood of leaving one's present job, evaluation concerning the future of one's job, mental health, and feeling of job accomplishment) will be improved by weighting them with importance ratings. The product moment correlations, partial correlations, and multiple correlations methods are used to test this hypothesis.The results reveal that weighting satisfaction ratings by importance ratings slightly increases these correlation coefficients.Hypothesis 2: The effects of satisfaction and dissatisfaction of a job aspect upon the external criterion variable (likelihood of turnover) will be varied whether the job aspect is more important to him or not. The results of analysis of variance support this interactive model of job importance and job satisfaction. That is, employees who rate high importance-high satisfaction are less likely to turnover than those rate high importance-low satisfaction. In addition, there are no statistical differences between the likelihood of turnover of low importance-high satisfaction employees and that of low importance-low satisfaction employees.It is argued that these findings provide the empirical support for the explanation that the prediction of the external criterion variables by job satisfaction is improved if job importance ratings are somehow taken into account simultaneously.Finally, for the future research on the relationships between job satisfaction and job. importance, the necessity is emphasized to develop a more valid job importance measure and more appropriate methods of weighting.

The Relationships among Measures of Work Orientation, Job Attribute Preferences, Personality Measures, and Abilities.

Abstract: : Analysis indicated that different measures of intrinsic and extrinsic orientation were neither operationally nor conceptually equivalent. In addition, generally low relationships were found to exist among different measures of preference for job structural attributes. Contrary to previous assumptions in the literature, individual preferences for such job attributes as variety, learning new skills, responsibility etc. were found to be significantly and differentially related to individual job related abilities, interests and value orientations. (Author)

The Relationships Among Measures of Work Orientation, Job Attribute Preferences, Personality Measures, and Abilities. Technical Report No. 7.

Abstract: Abstract : Analysis indicated that different measures of intrinsic and extrinsic orientation were neither operationally nor conceptually equivalent. In addition, generally low relationships were found to exist among different measures of preference for job structural attributes. Contrary to previous assumptions in the literature, individual preferences for such job attributes as variety, learning new skills, responsibility etc. were found to be significantly and differentially related to individual job related abilities, interests and value orientations. (Author)