Showing papers on "Core self-evaluations published in 1978"

Background, needs, job perceptions, and job satisfaction: a causal model

Abstract: Data concerning sex, social status, need strength, job perceptions and job satisfaction were collected from 411 people who were entering the work force for the first time at the time they obtained their jobs and approximately 10 months later. Using maximum likelihood path analysis, support was obtained for the following causal sequence: Background → Need Strength → Job Perception → Job Satisfaction. As in other studies, growth need strength was related to job dimensions. However, relatedness needs also appear to play a significant role in determining perceptions of jobs and job satisfaction. Sex and social status determined to some extent the subjects' initial level of need strength and indirectly their job perceptions.

Work and general psychological and physical well-being.

Abstract: This article describes a study of the influence of job factors (e.g. job control, pay, etc.) on job attitudes (satisfaction, alienation, stress) as well as the joint influence of job factors and job attitudes on general psychological and physical well-being. Satisfaction/alienation and felt stress were found to be two different modes of response to work. Prestige, control, variety, and opportunity for promotion were powerful predictors of satisfaction/alienation. Number of deadlines and job overlap with family life were important predictors of stress. The job factors and job attitudes showed substantively important relationships to general well-being. The testing of various alternate hypotheses supported the inference of a causal work-health link. Implications of the findings are that work must be viewed in a wider context than simply as a form of economic activity if the well-being of the population is to be improved and that a focus on individual "life-styles" as causes of lowered well-being leads to neglect of the underlying social structural bases of disease.

Race and Job Satisfaction in the Military

Abstract: This paper questions the validity of past studies of job satisfaction for minority groups. Past studies relegate the racial issue to the initial determinant of status attainment deficiencies which indirectly influence job satisfaction. On a sample of over 9,000 military men, including almost 1,500 blacks, three questions are examined: (1) Do past findings on job satisfaction apply to the military setting? (2) Are the conditions contributing to job satisfaction for blacks qualitatively different from the conditions contributing to white job satisfaction? (3) What are the implications of the emergence of separatist attitudes among blacks for work experiences in an integrated setting? The black-white differences uncovered are traced from the historical development in race relation in America, pivoting on the intense racial experience of the 1960s. Implications for other minority groups are discussed.

Factors Affecting Job Satisfaction of Supervisors

Abstract: Job satisfaction questionnaires are frequently used to establish prevailing levels of job satisfaction with respect to selected job aspects, normally with the intention of increasing satisfaction by attending to the areas of dissatisfaction revealed through the administration of the questionnaire. In the present study of job satisfaction among supervisors an analysis of the survey data showed that the job satisfaction scores on different job aspects were interrelated, so that some supervisors tended to have favourable attitudes towards most of the job aspects while others had generally negative attitudes towards the same job aspects. This consistency in attitude could not be explained by differences in the job aspects themselves, but was related both to certain cross-sectional problems affecting the sections to which the supervisors belonged, as well as to the cost performance of these sections. These latter findings suggested that job satisfaction was a product of both job design and organizational facto...

The Correlation Matrix of Job Satisfaction Treated by the Guttman Smallest Space Analysis

Abstract: Summary.-This study applied the Guaman Smallest Space Analysis to a correl2tion matrix of job satisfaction. 96 managers and professionals rated their job satisfaction on the basis of 10 items and an over-all criterion. It was found that items' configuration is a two-banded circumplex, where intrinsic items are grouped around the criterion and extrinsic items form a peripheral circle. The Guttrnan Smallest Space Analysis (1968) was applied to the correlation matrix of job satisfaction elements with the object of finding a general rule for the configuration of job satisfaction variables. It was hoped thereby to go beyond the technical aspects of the subject and to disclose the structure and basic dimensions of job satisfaction. METHOD Subjects Ninety-six managers and professionals enlployed in an industrial organization in Israel were asked to rate their satisfaction with their present job in terms of 10 items. (This study was part of a wider study of the same organization conducted by the present author.) Instrgment The 10 variables of job satisfaction which were selected for the purpose of this study were: recognititon by co-workers, professional opportunities, freedom on the job, opportunity for expression of abilities, promotion, pay, relations with superior, work conditions, job content and job security. The respondents were required to rate satisfaction on a 7-point scale, from "strongly dissatisfied to "strongly satisfied." A separate item for over-all job satisfaction criterion was rated by the respondents on the same 7-point scale, with the same categories mentioned above.