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Showing papers on "Job attitude published in 1974"


Journal ArticleDOI
TL;DR: In this paper, a study of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees, was reported.
Abstract: : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

5,680 citations


01 May 1974
TL;DR: The Job Diagnostic Survey (JDS) as discussed by the authors is an instrument designed to measure the following three classes of variables: (1) the objective characteristics of jobs, particularly the degree to which jobs are designed so that they enhance the internal work motivation and the job satisfaction of people who do them; (2) the personal affective reactions of individuals to their jobs and to the broader work setting; and (3) the readiness of individual to respond positively to 'enriched' jobs.
Abstract: : The report describes the Job Diagnostic Survey (JDS), an instrument designed to measure the following three classes of variables: (1) The objective characteristics of jobs, particularly the degree to which jobs are designed so that they enhance the internal work motivation and the job satisfaction of people who do them; (2) The personal affective reactions of individuals to their jobs and to the broader work setting; and (3) the readiness of individuals to respond positively to 'enriched' jobs--i.e., jobs which have measured potential for generating internal work motivation. The JDS is based on a specific theory of how jobs affect employee motivation. It is intended for two general types of use: For diagnosing existing jobs to determine if (and how) they might be re- designed to improve employee productivity and satisfaction; and for evaluating the effect of job changes on employees--whether the changes derive from deliberate 'job enrichment' projects or from naturally-occurring modifications of technology or work systems.

756 citations



Journal ArticleDOI
John P. Wanous1
TL;DR: In this article, three different methods of measuring individual differences were evaluated as moderators of employee reactions to job characteristics: urban versus rural background, strong versus weak belief in the Protestant Work Ethic, and high versus low strength for "higher order" needs.
Abstract: Three different methods of measuring individual differences were evaluated as moderators of employee reactions to job characteristics. The three methods are urban versus rural background, strong versus weak belief in the Protestant Work Ethic, and high versus low strength for "higher order" needs. Each of these three methods was used as a moderator of the relationships between job characteristics on the one hand, and specific job facet satisfaction, overall job satisfaction, and job behavior on the other hand. Based on the job satisfaction results, higher order need strength is the most useful way to measure this type of individual difference, followed by the Protestant Work Ethic, and lastly by urban versus rural background of the worker. There were no differences among the three individual differences as moderators of the job characteristics and job behavior relationship. Although certain job characteristics tend to be more satisfying to employees than others, there are wide individual differences in reactions to them. This research is an examination of three different methods for measuring individual differences relevant for employee reactions to job characteristics. The three methods are (a) urban versus rural worker background (Hulin & Blood, 1968), (b) strong versus weak belief in the Protestant Work Ethic (Blood, 1969), and (c) high versus low desire for "higher order need satisfaction" (Hackman & Lawler, 1971). The framework for comparison among the three individual differences concerns how well each moderates the relationship between the presence of certain job characteristics and reactions to these characteristics.

225 citations


Journal ArticleDOI
TL;DR: For example, job level, in instrumental or technological terms, and perceived deficiency in decision making have differential effects on work related attitudes and perceptions of desired influence or relative power.
Abstract: Job level, in instrumental or technological terms, and perceived deficiency in decision making have differential effects on work related attitudes and perceptions of desired influence or relative p...

225 citations


Journal ArticleDOI
TL;DR: In this paper, the authors examined the relative efficacy of the Fishbein model and traditional job attitude measures as predictors of absenteeism and turnover, and concluded that neither approach seems superior especially in light of the amounts of criterion variance accounted for.
Abstract: The present investigation studied the lab-to-field generalizability of Fishbein's attitude-behavior model and examined the relative efficacy of the Fishbein model and traditional job attitude measures as predictors of absenteeism and turnover. Predictor data were collected from 108 nursing home employees immediately preceding the two-month time period of interest. Criterion data were obtained at the end of the two-month period. Fishbein's model received some field support, particularly with respect to predicting turnover. Traditional job attitude measures were more effective predictors of absenteeism, while Fishbein's model was a more effective predictor of turnover. It was concluded that neither approach seems superior especially in light of the amounts of criterion variance accounted for. Empirical studies of the attitude-behavior relationship in specific reference to job attitudes and job withdrawal behaviors have been reviewed recently by Porter and Steers (1973). They concluded that there is considerable evidence for consistent negative relationships between job attitudes (i.e., job satisfaction) and turnover. There appears to be a similar relationship of job attitudes to absenteeism, although there is much less information available. Porter and Steers note that many of the more recent findings are based on reliable and valid measures of job attitudes such as the Job Descriptive Index,

207 citations



Journal ArticleDOI
TL;DR: The experiment reported here was conducted at four plants owned by the same company during a 12-month period as mentioned in this paper, where managers were given artificial reports about previous findings obtained in implementing job enlargement and job rotation programs.
Abstract: Albert S. King The experiment reported here was conducted at four plants owned by the same company during a 12-month period. Managers were given artificial reports about previous findings obtained in implementing job enlargement and job rotation programs. Led to expect higher productivity as a result of these organizational innovations, the managers increased their plant output during the experiment period.

103 citations


Journal ArticleDOI
TL;DR: Alutto and Belasco as discussed by the authors examined the effectiveness of participation decision-making in a small western New York cutting tool manufacturing business and found that participation decision making was beneficial.
Abstract: The article provides information on a study by J. A. Alutto and J. A. Belasco, which examined the effectiveness of participation decision making. A small western New York cutting tool manufacturing...

76 citations



Journal ArticleDOI
Joel Lefkowitz1
TL;DR: In this article, anonymous questionnaire data were obtained from 312 policemen (ca. 80% sample) in a midwest city and the primary emphasis was on obtaining descriptive data from standardized and/or frequently used measures which had not heretofore been administered to policemen.

Journal ArticleDOI
TL;DR: In this paper, it is suggested that the quality of employment should be assessed from the value perspectives of the employer and of society as well as the perspective of the worker, and the implications of this conception for the utility of satisfaction measures as social indicators are examined as to three aspects: (1) the psychology of job satisfaction; (2) the sociology of job Satisfaction; (3) the approach and technology of using subjective satisfaction measures in conjunction with other indicators.
Abstract: It is suggested that the quality of employment should be assessed from the value perspectives of the employer and of society as well as the perspective of the worker. The prevailing conception of the nature of job satisfaction, and the associated measurement methods, provide useful but unnecessarily limited indicators of the quality of employment. An enlarged conception is offered as to the nature of job satisfaction, its causes, and its possible consequences. The implications of this conception for the utility of satisfaction measures as social indicators are examined as to three aspects: (1) The psychology of job satisfaction; (2) The sociology of job satisfaction; (2) The approach and technology of using subjective satisfaction measures in conjunction with other indicators. The view is expressed that direct measures of subjective job satisfaction are an essential component in any effort to make comparisons or monitor changes in the quality of employment, but that such measures, like other subjective and objective indicators, have ambiguous meaning if used alone.



Journal ArticleDOI
TL;DR: This article found that faculty demographic and job satisfaction measures are related to perceptions of and sentiments toward collective bargaining at one institution which is unorganized but which has experienced substan... and also found that job satisfaction is related to perceived and sentiment towards collective bargaining.
Abstract: Faculty demographic and job satisfaction measures are related to perceptions of and sentiments toward collective bargaining at one institution which is unorganized but which has experienced substan...




Journal ArticleDOI
TL;DR: In this article, the relationship between performance and satisfaction with specific job facets was examined for two samples of female telephone company workers, and two hypotheses were tested: (a) performance is greater under a reward system that explicitly rewards performance; and (b) when rewards were delivered randomly to high performers and low performers, performance and job satisfaction were unrelated.
Abstract: Relationships between performance and satisfaction with specific job facets were examined for two samples of female telephone company workers. In the contingent system, pay was based on piece rates and promotions were tied to performance; in the noncontingent system, these rewards were based on seniority. Performance levels were similar under the two systems. However, in the performance-contingent sample, performance was related to satisfaction with the work itself, pay, and promotions. In the seniority sample, performance was related to satisfaction with interpersonal factors, pay, and work. A major concern of organizationa l psychologists has been to determine the relationship between job behavior and job attitudes. Comprehensive reviews of early studies relating job satisfaction and job performance (Vroom, 1964) indicated that if satisfaction is related to performance, the degree of association is rather weak. Recent studies have considered conditions under which these two variables should be related (Schwab & Cummings, 1970). The hypothesis that performance causes satisfaction suggests that reward contingencies mediate relationships between these two variables. In a laboratory experiment, Cherrington, Reitz, and Scott (1971) found that when rewards were contingent on performance, performance and satisfaction were positively related. When rewards were delivered randomly to high performers and low performers, performance and satisfaction were unrelated. Negative correlations were obtained when low performers were rewarded and high performers were not. Other experiments have shown higher levels of performance by subjects who were told that their earnings were contingent on the effectiveness of their performance (Atkinson, 19S8). In the present field study two hypotheses were tested: (a) Performance is greater under a reward system that explicitly rewards performance 1This article is based on a portion of a thesis by the first author submitted to the Ohio State University Graduate School in partial fulfillment of the requirements for the master's degree. Requests for reprints should be addressed to


Journal ArticleDOI
TL;DR: No particular library scored either consistently higher or lower than the others on all dimensions, and similar results were found when comparisons among departments of a particular library were made.
Abstract: The Job Descriptive Index (JDI) was administered to the employees (N = 265) of six university libraries. A comparative analysis of job satisfaction in the six libraries was prepared using library subgroup~ ing as the principle of stratification. Also, a comparative analysis of job satisfaction in the six libraries was made using the five ]DI dimensions, plus the ]DI total, as the principle of stratification. In one library a comparative analysis of job satisfaction was conducted using six department subgroupings within the library as the principle of stratification. No particular library scored either consistently higher or lower than the others on all dimensions. Similar results were found when comparisons among departments of a particular library were made.


Journal ArticleDOI
TL;DR: In this article, a 74-item attitude questionnaire was administered in six companies to 101 black and 87 white male blue-collar employees holding similar jobs in the same company and found that the difference between the two ethnic groups were not marked.

Journal ArticleDOI
TL;DR: The early literature on the Negro in business was essentially descriptive of such matters as ownership of business, income gains, urbanrural movement, and participation in occupational categories as mentioned in this paper, but there has been a paucity of research reported on Negroes at higher organizational levels because Negro middle managers and executives are relatively few in number.

Journal ArticleDOI
TL;DR: In this paper, the authors developed the argument that actual job duties are a significant determinant of job satisfaction, especially intrinsic satisfaction, and further argued that the degree of fit between job duties and interests in these job duties should be related to satisfaction.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated sex differences in preferences for various job factors which college students consider important in their job selection decisions and found that both male and female college students primarily look for jobs in which they can learn, accomplish something worthwhile, and work with friendly and congenial co-workers.