Showing papers on "Job attitude published in 1980"
TL;DR: In this paper, three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance, and found that architectural privacy was correlated with job satisfaction and performance.
Abstract: Three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance. Results of all three studies showed architectural priva...
342 citations
TL;DR: One hundred and eight recent Master's of Business Administration graduates were surveyed immediately after accepting jobs and again 6 months later as discussed by the authors, and the results showed both intrinsic and extrinsic decision factors to be positively related to subsequent satisfaction and commitment.
Abstract: One hundred and eight recent Master's of Business Administration graduates were surveyed immediately after accepting jobs and again 6 months later. It was hypothesized that subjects who made job choices on intrinsic bases (e.g., intrinsic interest in the job, opportunity for advancement) would be more satisfied and committed than those who made the decision based on extrinsic factors (e.g., external pressures such as family concerns and preference for geographic location). Results showed both intrinsic and extrinsic decision factors to be positively related to subsequent satisfaction and commitment. Canonical correlation analysis showed an extrinsic job feature (salary) to be positively related to future tenure intention and negatively related to job satisfaction. These findings suggest that job satisfaction and commitment may be related to both the intrinsic and extrinsic factors considered when the original job choice is made. In a recent article on organizational entry, Wanous (1977, p. 601) noted that much of the research literature on job choice was organizationally rather than individually oriented, that is, focused on the organizational activities associated with recruitment and selection rather than on the individual choice process. Although representatives of organizations need to devise methods for attracting and choosing new members, the individual must also make a decision to choose one firm and job over others offered. On what basis does an individual make this decision? The field of vocational psychology has contributed much to our understanding about how individuals choose particular occupations (e.g., Crites, 1969; Holland, 1973). The selection of an occupation, however, is typically a more extended process than the decision to accept a job. The latter activity, as Wanous (1977) observed, is far more of a conscious personal decision than the lengthy process involved in entering an occupation. Occupational entry is often in
241 citations
TL;DR: In this article, two types of explanation for the generally high level of job satisfaction reported by workers holding manual or routine jobs are distinguished on the basis of the degree to which they emphasize the values and needs of such workers as opposed to relying upon the worker's accommodation to limited job opportunities.
Abstract: Two types of explanation for the generally high level of job satisfaction reported by workers holding manual or routine jobs are distinguished on the basis of the degree to which they emphasize the values and needs of such workers as opposed to relying upon the worker's accommodation to limited job opportunities. The former, "dispositional," approach involves theoretical assumptions compatible with a Durkheimian social theory; the "situational" approach is characteristic of a more Marxian set of theoretical assumptions. Data from a national sample of workers are analyzed to show that perceived intrinsic and extrinsic sources of satisfaction have powerful effects on overall job satisfaction irrespective of educational background and that intrinsic satisfaction is a powerful determinant of overall satisfaction among members of occupational groups, while extrinsic sources of satisfaction vary in importance among different groups. Entrinsic satisfaction is shown to be much more important as a determinant of o...
202 citations
TL;DR: In this article, the authors tested four assumptions: satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered.
Abstract: The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects (n= 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.
192 citations
TL;DR: In this article, the lack of consistent findings on the satisfaction performance relationship is explained as an aggregation problem, and the authors suggest that specific attitude measures should be related to specific job behaviors, while general satisfaction measures are related to the favorableness or unfavorableness of an individual's total set of work-related behaviors.
Abstract: The lack of consistent findings on the satisfaction performance relationship is explained as an aggregation problem. I suggest that specific attitude measures should be related to specific job behaviors, while general satisfaction measures should be related to the favorableness or unfavorableness of an individual's total set of work-related behaviors.
189 citations
TL;DR: In this article, the influence of organizational recruiting on applicants' attitudes and job choice behaviors is examined. But, limitations of existing research necessitate caution in the interpretation of findings, and the likely generalizability of results presented here to all job seekers.
Abstract: The present paper reviews the research that has examined the influence of organizational recruiting on applicants' attitudes and job choice behaviors. It was found that recruiting representatives, administrative practices, and procedures used to evaluate applicant qualifications are all potentially important influences on job seeker attitudes and behaviors. However, limitations of the existing research necessitate caution in the interpretation of findings. Of particular concern is the likely generalizability of results presented here to all job seekers. The review concludes with recommendations for the conduct of subsequent recruiting research.
189 citations
TL;DR: In this paper, the determinants of job satisfaction for male and female workers were investigated, and there is strong evidence of a direct connection between day-to-day job conditions and workers' satisjaction, regardless of gender.
Abstract: This study investigates the determinants of job satisfaction for male and female workers. There is strong evidence of a direct connection between day-to-day job conditions and workers' satisjaction, regardless of gender. Furthermore, causal models demonstrate that the effect ofjob conditions on job satisfaction is not the result of selective entry of workers into particular occupations or people adjusting performance on the job according to current satisfaction with their work. Although both men and women evaluate their jobs in terms of the immediate work environment, there are differences m the particular job conditions that influence their assessments. Some of these differences can be related to individual work values that may alter the subjective nature of work experiences. However, the nature of particular jobs and potential sources of gratification also suggest explanations for differential reactions to specific job conditions.
163 citations
TL;DR: The authors assesses the apparent effects on job attitudes and organizational performance of recent conversions to employee ownership at three firms and find that favorable effects were most evident at the firm with the largest turnover.
Abstract: This paper assesses the apparent effects on job attitudes and organizational performance of recent conversions to employee ownership at three firms Favorable effects were most evident at the firm
151 citations
01 Feb 1980
TL;DR: This paper found that part-time employees felt less involved in the organizational role but were more satisfied generally than full-time workers and perceived lower conflict, greater communication accuracy and greater communication openness than did fulltime employees, while they were similar in their commitment to the organization and in their intentions to remain with the organization.
Abstract: : Several hypotheses concerning work and non-work social influences on part-time and full-time employees were investigated. Predictions were derived from role theory (Gross, Mason, and McEachern, 1958), and partial inclusion notions (Katz and Kahn, 1978). Survey data were collected from 1632 retail employees working part- or full-time in one of 41 geographically dispersed organizational units. Part-time employees felt less involved in the organizational role but were more satisfied generally than full-time employees and perceived lower conflict, greater communication accuracy and greater communication openness than did full-time employees. The two job status groups did not differ in perceptions of conflict from non-organizational sources nor in ambiguity concerning work role activities. They were similar also in their commitment to the organization and in their intentions to remain with the organization. Finally, relations of non-organizational social influences with measures of psychological attachment were equivalently high for both part-time and full-time employees, as were relations among measures of work role perceptions and psychological attachment. Discussion cites sample-based explanations and the utility of role theory and partial inclusion to account for the data. Directions for further research contrasting these two status groups are suggested. (Author)
144 citations
135 citations
TL;DR: This paper examined the extent to which variations in the perceptions of job characteristics may be associated, not with objective task characteristics, but with perceptual biases refl ecting the perception of the task characteristics.
Abstract: The study reported here examines the extent to which variations in the perceptions of job characteristics may be associated, not with objective task characteristics, but with perceptual biases refl...
TL;DR: In this paper, the authors examined the moderating effects of seven variables related to occupation, age, and urbanization on the relationship between job and life satisfaction and found that education and income positively and strongly moderated the job satisfaction-life satisfaction relationship.
TL;DR: In this article, the impact of managerial behavior on several variables reflecting constructs felt to be important to understanding subordinate motivation was examined, including effort expenditure, the perception of organizational contingencies, and most facets of job satisfaction.
Abstract: This study examines the impact of managerial behavior on several variables reflecting constructs felt to be important to understanding subordinate motivation. Data from a sample of 231 professionals and 15 assistant managers employed in the production department of a large information processing organization were found to support the role of supervisor behaviors in influencing effort expenditure, the perception of organizational contingencies, and most facets of job satisfaction. Supervisor behaviors were also related to job performance as well.
TL;DR: In this article, a model predicting relationships among individual, task design, and leader behavior variables was examined for 171 employees of a large manufacturing firm, and the results revealed significa...
Abstract: A model predicting relationships among individual, task design, and leader behavior variables was examined for 171 employees of a large manufacturing firm. Correlational analyses revealed significa...
TL;DR: The authors investigated the causal relationship between life and job satisfaction in a sample of males and females working in a variety of jobs and found that the life satisfaction causes job satisfaction hypothesis is more tenable than the reverse.
TL;DR: In this paper, a model categorizing job characteristics into action and information components was fitted to data from samples of shop, office, and management personnel, and the results showed that the effects of job characteristics on individual outcomes such as job satisfaction may be contingent upon the organizational setting.
Journal Article•
TL;DR: Perception of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly and a nurse's own characteristics are found to be more important than either structural attributes of nursing units or job characteristics in predicting job satisfaction.
Abstract: Data from a two-wave panel study of staff nurses in two hospitals are used to assess the relative importance of several types of independent variables as determinants of job satisfaction. Both organizational and nonorganizational determinants are examined, with the formed including both perceptual and structural measures. Job satisfaction is measured in two ways using both Overall and Multi-Facet indicators. The independent variables were measured five months before the dependent variables were measured in order to attenuate contamination problems. Findings indicate that perceptions of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly. In addition, a nurse's own characteristics are found to be more important than either structural attributes of nursing units or job characteristics in predicting job satisfaction.
TL;DR: In this paper, a study revealed that managers with salient extrinsic needs are as likely to be involved in their jobs as managers with saliency intrinsic needs, provided their salient intrinsic needs are met.
TL;DR: This article analyzed relationships between intrinsic and extrinsic job characteristics and overall job satisfaction among men and women, finding that similar patterns of relationships between perceived job characteristics with respect to job satisfaction indicate that they require similar job characteristics to be satisfied with their jobs.
Abstract: This study analyzes relationships between intrinsic and extrinsic job characteristics and overall job satisfaction among men and women. Zero-order correlation and multiple regression analyses ascertain the relationships between eight perceived job characteristics and job satisfaction among a national probability sample of 1,533 workers. The results reveal similar patterns of relationships between perceived job characteristics and job satisfaction for men and women indicating that they require similar job characteristics to be satisfied with their jobs.
TL;DR: Student personnel work is seen as satisfying but not always important on campus.
Abstract: Student personnel work is seen as satisfying but not always important on campus.
TL;DR: In this article, a study was conducted at the National Aeronautics and Space Administration's Goddard Space Flight Center of men whose jobs were eliminated due to a reduction in the labor force (RIF).
TL;DR: In a factor-analytic study of 957 employees of a heavy manufacturing plant, it was proposed and found that employees perceive three means for obtaining another job in the same organization as mentioned in this paper.
TL;DR: In this paper, the authors investigated the relationship between the salesman's perception of role ambiguity and job satisfaction and found that role ambiguity was negatively related to both extrinsic and intrinsic job satisfaction.
Abstract: In their model of salesforce motivation and performance, Ford, Churchill, and Walker hypothesize that a salesman's selling experience, participation in his supervisor's decision making, and closeness with which he is supervised are negatively related to his perception of role ambiguity and positively related to his job satisfaction. In addition, they hypothesize that the salesman's perception of role ambiguity is negatively related to his job satisfaction. The present study supports these hypotheses in terms of the following findings: (1) participation and closeness of supervision were negatively related to the salesman's perception of role ambiguity, (2) closeness of supervision was positively related to his extrinsic job satisfaction, and (3) participation was positively related to intrinsic job satisfaction. Finally, role ambiguity was negatively related to both extrinsic and intrinsic job satisfaction.
TL;DR: In this paper, the authors investigated whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone, and they found that job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes was less than 3 percent of variance.
Abstract: The main aim of the study was to investigate whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone. The perceived and desired job attributes of skill-utilization, influence, variety, pressure and social interaction were measured for a cluster sample of 1383 employees in metropolitan Adelaide. The sample was a representative one with respect to occupation, sex and national origin. The congruency hypothesis was supported for the attributes of skill-utilization and variety but not for influence, pressure or social interaction. Perceived job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes accounted for less than 3 per cent of variance. If job values are defined as desired attributes of an employee's job system, the results indicated that the importance of job values as predictors of job satisfaction has been overestimated in theories of work values. Implications of the findings for job redesign were briefly discussed.
TL;DR: The authors examined the moderating influences of locus of control and job involvement on the relationships between role conflict, role ambiguity, and three individual outcomes: job satisfaction, job-related anxiety, and propensity to leave the organization.
Abstract: The present study examined the moderating influences of locus of control and job involvement on the relationships between role conflict, role ambiguity, and three individual outcomes: job satisfaction, job-related anxiety, and propensity to leave the organization. Ill supermarket department managers responded to a mailed questionnaire containing moderator, role perception, and outcome measures. Moderated multiple regression analyses failed to provide evidence of any significant (p < .05) moderating effects; however, job involvement by itself did add significantly to the prediction of propensity to leave. It was suggested that future research allow for nonlinear moderating influences.