Showing papers on "Job attitude published in 1969"

Source of variation in job and life satisfaction: The role of community and job-related variables.

Abstract: Several hypotheses relevant to the analysis of the effects of community characteristics on job satisfaction were tested. The 5s were 390 male and 80 female white-collar workers employed by the same company and living in two company towns in Canada. The two towns differed along certain dimensions. Predictions were made regarding the differences in reactions by the workers to these two communities. Predictions were also made regarding the relationship between responses to the communities and responses to general job and life satisfaction. Sex differences were present but the data supported the hypotheses. A discussion of the relevance of these data for job satisfaction and motivation theory is presented. Several articles have appeared recently which analyze the role played by environmental variables in determining job satisfaction and motivation. These studies (Blood & Hulin, 1967; Hulin, 1966; Hulin & Blood, 1968; Katzell, Barrett, & Parker, 1961; Kendall, 1963; Turner & Lawrence, 1965) used traditional S-R paradigms. In some of these studies characteristics of the community in which the plant being studied was located were assessed by means of data from census tracts (to index such variates as cost of living, standard of living, slums, extent of urbanization, etc.) or state-publish ed population figures (to index town size). These community characteristics have been used to predict either workers' satisfaction with various aspects of the job, behaviors in the job situation, or the relationship between satisfaction and job characteristics. The results indicate that community characteristics can be used very effectively as predictors of mean responses to the job and as moderators of relationships between job characteristics and worker responses. Individual differences in preferences for work role outcomes can be predicted using such community variables (Blood & Hulin, 1967; Hulin & Blood, 1968; xThe author would like to thank H. Peter Dachler, Linda Yarham, and the officials of the company involved for their help and cooperation in &e research described in this paper and George Graen and Harry Triandis who read and commented on an earlier draft. Requests for reprints should be sent to the author, Department of Psychology, University of Illinois, Urbana, Illinois 61801.

Conceptual and Operational Problems in the Measurement of Various Aspects of Job Satisfaction.

Abstract: Some of the various concepts and operations that have been suggested for the measurement of job satisfaction are introduced. An effort is made to explore the conceptual and operational relationships between overall job satisfaction, level of aspiration, level of attainment, and level of importance. In particular, note is taken of inappropriate ways in which these three latter concepts have been combined. Finally, a conceptual framework is suggested as a guide to the most appropriate methods of combination. The concept of job satisfaction is a manyfaceted one. Although some students see it as a generalized affective orientation to all aspects of the work situation (Vroom, 1964, p. 99), it is clear that such a view expresses the resultant of a whole host of orientations to specific aspects of the job. The respondent, in filling out a measure of general attitude (such as the Brayfield-Rothe, 1951, scale) or in taking an action such as terminating his employment with the organization, is balancing in some complex way the pros and cons of his present job. Students have been quick to realize this and have developed measures that tap various aspects of the job (work itself, supervision, peers, working conditions, and so on). In addition, some have gone further to try to tap the more basic dimensions of a worker's responses about his level of satisfaction of various psychological needs (physiological, safety, social, ego, and self-actualization). At the outset, some of the different aspects of job satisfaction should be denned in an attempt to provide a consistent vocabulary for use in this paper. 1. The measurement of overall satisfaction. As suggested above, this represents a generalized affective orientation to all aspects of

Effects of Different Patterns and Degrees of Openness in Superior-Subordinate Communication on Subordinate Job Satisfaction

Abstract: The article presents a comment on an earlier article titled “Effects of Different Patterns and Degrees of Openness in Superior-Subordinate Communication on Subordinate Job Satisfaction” by R. Burke...

Employee Participation in Manufacturing Job Design

Abstract: The purpose of this study was to determine the effect of employee participation in job design activities on manufacturing performance and employee attitudes. Nine supervisors were given training in the use of participative job design techniques. As part of this training, each supervisor conducted eight or more group problem-solving sessions with his employees. These groups and a matched control group, which did not use participative methods, were evaluated in terms of output, employee attitudes, and the level of participation. The percentage of favorable job attitudes and the amount of performance improvement were both positively related to level of group participation. Output was increased by 45 and 90%, respectively, in the groups which achieved medium and high levels of employee participation.

Person-Placement Congruence: A Framework for Vocational Counselors.

Abstract: A common guideline for vocational counseling is the rule requiring congruence between a man and his job. The issue of person-placement congruence was studied utilizing 159 patients referred for vocational rehabilitation to the Mental Health and Manpower Project from the Fort Logan Mental Health Center. A 13-item scale devised by project research staff and completed by vocational counselors was shown to predict later job success. By separating the scale into two categories, those items dealing with abilities and those related to needs, it was possible to predict the nature of job termination, i.e., quit or was fired. There was demonstrated considerable validity for the man-job fit approach to counseling, and this research served as an initial step toward detailing this rather simple rule.

The Components of Job Satisfaction

Abstract: there is no clear and widely accepted dennition of job satisfaction. While the concept sometimes is used in the very narrow sense of attitudes toward the job itselfi.e., the specific work that is done-more frequently it is viewed broadly as &dquo;morale.&dquo; While measures of over-all hedonic tone may help in understanding such organization behaviors as productivity, absenteeism, affiliative behavior, and turnover, several comprehensive reviews of the literature show that such relationships are moderate, if indeed they exist. V. H. Vroom concludes, for example, that there is a constantly negative relationship between overall satisfaction and turnover, that absences and over-all satisfaction are somewhat negatively correlated, and that there is no simple cause and effect relationship be-

Employee satisfaction and performance in managerial and non-managerial levels of a State institution for the mentally retarded

Abstract: The present sbudy is an effort to seek information from a type of organization rarely studied along the lines of employee satisfaction's correlation to job performance—a state institution for the mentally retarded—which will shed significant light on the dynamics of this question. It is unique in that it focuses closely on the specific job duties of both managerial and non-managerial employees as a basis for understanding the relationship between employee satisfaction and performance.