Showing papers on "Core self-evaluations published in 1981"

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.

An empirical test of a trait-oriented job analysis technique

Abstract: A trait-oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.

Locus of Control as Moderator between Job Characteristics and Job Attitudes

Abstract: The importance of locus of control as moderator between job characteristics and job attitudes was investigated Rotter's I-E Scale, Hackman and Oldham's Job Diagnostic Survey, and several work-outcome measures were administered to a sample of 1,812 teachers The results showed that internally scoring subjects (N = 702) perceived their jobs to be more enriched (in terms of five core-job dimensions) and held more positive attitudes (job satisfaction, job motivation, job involvement, participation in decision making, work alienation, and experienced powerlessness) than externally scoring subjects (N = 568) Correlations between job and personal work outcomes were significantly stronger for externally oriented than for internally oriented subjects in 17 of the 36 relationships examined; because correlations were small to moderate in size, alternative explanations for the findings were discussed

Job Satisfaction as a Function of Personality-Job Congruence: A Study with Jungian Psychological Types:

Abstract: The study tested the hypothesis that congruence between personality and occupational environment has a favorable influence on job satisfaction. Personality and job satisfaction were measured by the Myers-Briggs Type Indicator and Brayfield and Rothe's Index of Job Satisfaction, respectively (N = 586). The occupations were classified as technical, intellectual, and social. The results did not provide support for the hypothesis. But personality characteristics, such as extravert-introvert and judging-perceiving, did influence job satisfaction irrespective of occupations.

The effect of importance upon the relation between perceived job attributes, desired job attributes and job satisfaction

Abstract: A sample of 133 employees from a large oil company was used to investigate the theory that job satisfacion is a function of the discrepancy between what a person wants from a job and what the person gets from the job. Five job attributes—skill-utilization, influence, variety, pressure, and interaction—were used. The hypothesis that the discrepancy between the desired and perceived levels of the job attributes would be a better predictor of job satisfaction, if weighted by the importance of the job attribute, received only slight support. Attempts to overcome methodological problems associated with previous tests of the hypothesis also had little effect on the ability to predict job satisfaction. Overall, the best predictor of job satisfaction was the perceived level of the job attributes, especially skill-utilization. The subjective ratings of the importance of job attributes were found to differ from an empirical determination of importance. The results suggest a need to further investigate work...

The Relationship between Perceived Influence and Job Satisfaction among Assembly Line Employees

Abstract: This study investigated the relationship. between perceived influence in decision making and job satisfaction with a sample of 192 assembly line employees at an Adelaide food factory. It also examined the way in which the influence-job satisfaction relationship was moderated by desired influence, need for control and need for participation. New scales were developed for measuring influence and desired influence as it was considered that previous scales were either unreliable or deficient in range. Job satisfaction was measured using the Job Description Index which had separate scales for satisfaction with work, pay, promotions, supervision and co-workers. It was found that influence had a moderate positive association with work and promotion satisfaction. This association was not moderated by desired influence or personality factors. There was a negative correlation (-0.22) between perceived and desired influence. Influence was not the dominant predictor of job satisfaction, as skill utilisation, pressure...

Managers and their organizations: An interactive approach to multidimensional job satisfaction

Abstract: Individual and structural characteristics were combined in this multidimensional study of managerial job satisfaction. One thousand, one hundred and fifty-eight managers from three organizations were given the Minnesota Satisfaction Questionnaire. A factorial nested analysis of variance was used to test hypotheses. Independent variables were age, education, and hierarchical level; and the dependent variables were four specific job satisfaction factor scores plus a global dimension. Results indicate that the structural characteristic of hierarchical level has the most significant pervasive effect on managers' job satisfaction; and that, when individual characteristics do have significant effect, it is most frequently within the top level of management. Results also indicate a very strong relationship between satisfaction with personal progress and development and overall job satisfaction.

Event and agent: toward a structural theory of job satisfaction

Abstract: This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.

The job satisfaction of women in britain

Abstract: In examining the relatively disadvantaged labour market position of women in Britain existing studies have overwhelmingly concentrated on the issues of pay and their occupational distribution in the workforce. The issue of job satisfaction has been scarcely touched upon. To illustrate, in Jain and Sloane's recent book on race and sex discrimination in the U.S.A., Canada, and Britain, which was published in 1981, there is only a single, one page reference to job satisfaction in their index The relative absence of such studies is particularly unfortunate given that job satisfaction is arguably the ultimate aim and hope that many people have with regard to employment. In making this statement we do, of course, acknowledge the potential importance of the distinction between satisfaction in a job and satisfaction with a job; the latter being essentially the perspective of instrumentally orientated workers who view a job as simply the means of obtaining satisfaction elswhere in their life.