Showing papers on "Job attitude published in 1983"
TL;DR: A measure of a wide array of employee activities on the job was completed by employees' supervisors at two points in time; employees reported their own job satisfaction via the Job Descriptive Index.
Abstract: A measure of a wide array of employee activities on the job was completed by employees' supervisors at two points in time; employees reported their own job satisfaction via the Job Descriptive Index. Implications of relationships much higher than typically found in the job satisfaction–performance literature are discussed.
2,636 citations
TL;DR: In this article, the usefulness of single-item global measures of job satisfaction for job satisfaction research and also to explore whether global assessments of overall job satisfaction include consideration of variables typically not measured by job satisfaction instruments was explored.
Abstract: Empirical data indicate that global measures of job satisfaction are not equivalent to the sum of the facet satisfactions. The purposes of this study were to explore the usefulness of single-item global measures of job satisfaction for job satisfaction research and also to explore whether global assessments of job satisfaction include consideration of variables typically not measured by job satisfaction instruments. Subjects are 185 employees working within two research and development units of two multinational corporations. The short-form Minnesota Satisfaction Questionnaire was used to obtain the sum of the facet satisfactions. Two single-item global questions of overall satisfaction were also used. One required a yes-no response and the second, a 1–5 rating response. Information about perceived determinants of job satisfaction, overall satisfaction with the job, satisfaction with occupational choice, career progress, and overall satisfaction with non-job related events was obtained through semi-structured interviews. Results indicate that defining overall job satisfaction as the sum of the evaluations of the discrete elements of which the job is composed, may lead to neglect of major determinants of job satisfaction. The “whole” appears to be more complex than the sum of the presently measured parts. Results also suggest that the 1–5 global rating of overall job satisfaction may be a more inclusive measure of overall job satisfaction than summation of many facet responses.
859 citations
TL;DR: A longitudinal study of moderately professionalized technical workers was conducted to test a vanety of investment model (Farrell & Rusbult, 1981) predictions concerning the determinants of job satisfaction, job commitment, and turnover as discussed by the authors.
Abstract: A longitudinal study of moderately professionalized technical workers was conducted to test a vanety of investment model (Farrell & Rusbult, 1981) predictions concerning the determinants of job satisfaction, job commitment, and turnover In general, greater job satisfaction resulted from high job rewards and low job costs, whereas strong job commitment was produced by high rewards, low costs, poor alternative quality, and large investment size Whereas the impact of job rewards on satisfaction and commitment remained relatively constant, job costs seemed to exert an increasingly powerful influence over time Investment size, too, was shown to exert greater impact on job commitment with the passage of time Just prior to their leaving, the job commitment of employees who left was best predicted by a combination of rewards, costs, and alternatives Employees who stayed and those who left were shown to differ from one another with regard to changes over time in each investment model factor—those who left expenenced greater decline in rewards, increase in costs, increase in alternative quality, and decrease in investment size than did those who stayed Turnover appeared to be mediated by a decline over time in degree of job commitment
812 citations
TL;DR: In this paper, a model of job stress that focuses on organizational and job-related stress is presented, where job stress is conceived of as a first-level outcome of the organization and job; it is a feeling of discomfort that is separate and distinct from second-level outcomes or consequences.
741 citations
504 citations
TL;DR: Using data from the 1972-73 Quality of Employment Survey as well as other data sets, it is found that age is positively related to job satisfaction.
Abstract: The study of age differences in job satisfaction is a usefulfocus for investigating the interplay among work, self, and family concepts as they produce changes in role outcomes during the life course. Using data from the 1972-73 Quality of Employment Survey as well as other data sets, we find that age is positively related to job satisfaction. A relatively substantial portion of these differences are explained by age variations in work values and job rewards. These findings are consistent with both cohort and job change explanations of age differences in job satisfaction. However, some of these age inequalities are not explicable on the basis of the variables in our model. Though some unknown portion of these age differences are undoubtedly due to compositional effects, we argue that they also partly reflect more general processes of aging and development.
383 citations
TL;DR: In this paper, structural equation analysis was used to replicate and extend previous salesforce role stress research by testing hypotheses about the relationships among sales supervisory behavior, salesforce rol...
Abstract: Structural equation analysis was used to replicate and extend previous salesforce role stress research by testing hypotheses about the relationships among sales supervisory behavior, salesforce rol...
286 citations
TL;DR: In this paper, the influences of recruiter behavior and job attributes on job applicant employment decisions have been studied, and the results indicated that recruiter behaviour was consistently interpreted by subjects as a signal regarding their chances of getting a job offer, whereas job attributes exerted clear influence on perceived desirability of the job.
Abstract: Employment interview research has been so largely focused on employer hmng decisions that little is known about job applicant decisions regarding employment. Two experiments were conducted to study the influences of recruiter behavior and job attributes on job applicant employment decisions Videotapes of mock interviews were constructed that varied recruiter affect and recruiter knowledge of the job (Experiment 1) and recruiter affect and job attractiveness (Experiment 2). These interviews were shown to student subjects (Ns =133 and 178) who were likely to apply for jobs similar to the sales position portrayed. Reliable effects of recruiter behavior and job attributes on subjects' propensities to pursue the job were obtained. Results indicated that recruiter behavior was consistently interpreted by subjects as a signal regarding their chances of getting a job offer, whereas job attributes exerted clear influence on perceived desirability of the job. Experiment 1 results (but not Experiment 2) indicated that recruiters may also influence the perceived desirability of the job
229 citations
221 citations
178 citations
TL;DR: Pearce et al. as mentioned in this paper found that volunteers report greater intrinsic, social, and service motivation; greater job satisfaction; less intent to leave; and their activities would be more praiseworthy than that of employees.
Abstract: Author(s): Pearce, JL | Abstract: Data were collected from members of 8 organizations: volunteer- and employee-staffed newspapers, poverty relief agencies, family planning clinics, and fire departments. It was expected that volunteers would report greater intrinsic, social, and service motivation; greater job satisfaction; less intent to leave; it was also expected that their activities would be more praiseworthy than that of employees. ANOVAs confirmed the expectation for all variables except intrinsic motivation. Results are consistent with "sufficiency-of-justification" effects. Limitations of the present study and implications of the intrinsic-motivation exception for generalizations of laboratory findings to the workplace are discussed. (21 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
TL;DR: A significant number of articles have been published concerning the teacher burnout phenomenon as discussed by the authors, which is caused by high levels of stress related to inordinate time demands, inadequate relationships, large class sizes, lack of resources, isolation, fear of violence, role ambiguity, limited promotional opportunities, and lack of support.
Abstract: In recent years, popular, professional, and scholarly journals and periodicals have carried a significant number of articles concerning the teacher burnout phenomenon. This phenomenon is described as “physical, emotional, and attitudinal exhaustion” and results in a significant decrease in teacher job satisfaction and performance. It is caused by high levels of stress related to inordinate time demands, inadequate relationships, large class sizes, lack of resources, isolation, fear of violence, role ambiguity, limited promotional opportunities, lack of support, etc. In addition to resulting in a number of emotional and physical illnesses, burnout manifests itself in increased job turnover and absenteeism, reduced job satisfaction, mental and physical withdrawal and detachment, increased inter- and intraindividual conflict, and a general reduction in individual and ultimately school performance. Some solutions which hold considerable promise for reducing this phenomenon are improved teacher status; rewarding ambition, commitment, motivation, and performance; job enrichment or redesign; preservice stress preparation; teacher conditioning; improved supervision and support; implementing quality circles; joint student-parent-teacher problem solving; and participatory team leadership.
TL;DR: In this article, the extent of assumed sex differences in preferences for work attributes was explored utilizing data from five representative national samples, and the results indicated only minimal differences in preferred job attributes between males and females.
Abstract: The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.
TL;DR: The relationship between job content and job context sources of stress and selected behavioural and attitudinal outcomes, absenteeism and perceived performance, was empirically examined, while controlling for differences in personality, occupation and organizational culture as mentioned in this paper.
Abstract: The relationship between job content and job context sources of stress and selected behavioural and attitudinal outcomes, absenteeism and perceived performance, was empirically examined, while controlling for differences in personality, occupation and organizational culture. Twelve hundred hospital workers were administered an occupational stress questionnaire and attendance records were collected from personnel files.
Job content stress was found to reduce absenteeism but not to influence perceived performance, while job context stress increases absenteeism and reduces perceived performance. Personality was found to have a significant effect on performance but not on absenteeism; occupation influences absenteeism but not performance; and organizational culture contributes to the explanation of both absenteeism and performance. A significant interaction between job context stress and personality types was documented for the two outcomes.
TL;DR: In the area of personnel selection, many meta-analytic studies have already been conducted, resulting in precise and genemlizable estimates of the validity of cognitive ability tests and other selection procedures as mentioned in this paper.
Abstract: Quantification of the economic impact of psychological programs in organizations requires determination of (a) the size and variability of the resulting increase in job performance, and (b) the economic value of the increase in job performance. The new methods ofmeta-analysis allow attainment of the first of these, and in relation to the second, utility analysis methods enable us to translate job performance increases into estimates of the economic value of the program. In the area of personnel selection, many meta-analytic studies have already been conducted, resulting in precise and genemlizable estimates of the validity of cognitive ability tests and other selection procedures. Utility analyses show that the job performance increases resulting from use of valid selection methods have substantial economic value. Valid selection produces major increases in work-force productivity. State-of-the-art meta-analyses have not yet been carried out for nonselection interventions such as training or motivational programs. Utility analysis of the results of existing reviews suggest, however, that the economic value of many such programs will prove to be large. The combined effects of selection and nonselection interventions can be expected to produce increases in workforce productivity that are large indeed. Applied psychologists have conducted research on a variety of organizational interventions aimed at increasing employee job performance and productivity (Katzell & Guzzo, 1983). The usefulness of this research for business and government has often been bounded by two constraints: (a) the extent to which findings can be made definitive, and (b) the extent to which the impact of findings can be stated in administratively and economically meaningful terms. To render findings definitive, one must reconcile the apparently conflicting results of different studies. To assess the practical impact of findings, one must translate such arcane psychological jargon as "p < .01" into economically meaningful statements such as "a 10% increase in output" or "a reduction of $100 million in labor costs." Recent advances have been made in both areas under the rubrics meta-analysis and utility analysis. This article summarizes, in broad outline, the application of these techniques to the areas of personnel selection and organizational interventions. Meta-analysis is a collection of techniques for quantitatively cumulating results across studies (Glass, McGaw, & Smith, 1981; Hunter, Schmidt, & Jackson, 1982). Meta-analysis has shown that in many areas, there is no real conflict between the results of different studies; the apparent differences are due to sampling error and other artifacts. A stateof-the-art meta-analysis allows the reviewer to correct for the effects of several artifacts that distort findings in individual studies: sampling error, error of measurement, and restriction in range. A review of meta-analysis methods for correlation coefficients and for effect sizes can be found in Hunter et al. (1982). Utility analysis is the assessment of the economic or social impact of organizational programs (Katzell and Guzzo, 1983). A key problem in psychological research is that impact is usually measured on psychological rather than economic scales. For example, job performance is usually measured by supervisor ratings. Thus a special analysis is needed to translate findings into economically meaningful terms, such as dollars of labor savings. In personnel selection, formulas for assessing utility have been available for over 30 years (Brogden, 1949; Cronbach & Gleser, 1965) but have not generally been applied because one parameter in these formulas (the standard deviation of job performance in dollar terms) has been difficult to estimate, Base' line formulas for estimating this parameter now exist (Hunter & Schmidt, 1982; Schmidt, Hunter, McKenzie, & Muldrow, 1979; Schmidt & Hunter, Note 1). Furthermore, the methods of utility analysis have now been extended to the assessment of nonselection organizational interventions such as trainApril 1983 • American Psychologist Copyright 1983 by the American Psychological Association, Inc. 473 ing or performance incentive programs (Schmidt, Hunter, & Pearlman, 1982).
TL;DR: The authors discusses the relationship between work and non-work satisfactions, and employs longitudinal data to overcome some of the inaccuracies of the earlier studies, and concludes that "the literature...
Abstract: The article discusses the nature of the relationship between work and nonwork satisfactions. It employs longitudinal data to overcome some of the inaccuracies of the earlier studies. The literature...
TL;DR: Dunnette et al. as mentioned in this paper examined the effects of unions on five facets of job satisfaction, including satisfaction with work itself, co-workers and supervision, and satisfaction with promotions.
TL;DR: In this paper, a longitudinal field survey and a laboratory simulation were designed to test the effects of realistic expectations and value attainment on job-related attitudes and perceptions, finding that value attainment (the match between job values and job experiences) accounted for considerably more variance in facet satisfaction than did realistic expectations.
TL;DR: In this article, the authors provide empirical evidence on the nature of job-related values and outcomes in 4 countries: Canada, France, Japan, and the UK, and reveal that the types of job outcomes sought by managers differ significantly from one culture to another.
Abstract: Effective managerial performance is influenced by the types of rewards which managers seek in their work environment and by their perceptions of the degree to which their job expectations are being satisfied. This research provides empirical evidence on the nature of job-related values and outcomes in 4 countries: Canada, France, Japan, and the UK. The survey data reveal that the types of job outcomes sought by managers differ significantly from one culture to another. The results should be of practical value to companies seeking to develop more effective management motivational devices in the countries studied. Moreover, the approach and methodology may provide a useful model for further cross-cultural studies.
TL;DR: In this paper, the authors examined five work-related objective and attitudinal factors and five non-work-related individual difference and family dynamics variables for their impact on the quality of life enjoyed by husbands and wives in dual-career families.
Abstract: Five work-related objective and attitudinal factors and five non-work-related individual difference and family dynamics variables considered pertinent to the dual-career family setting, were examined for their impact on the quality of life enjoyed by husbands and wives in dual-career families. For the purpose of this study, a dual-career family was defined as one where both spouses had full-time jobs outside of their home. The responses of 127 dual-career family spouses employed in five business organizations, a hospital and a university were analysed. Results indicated that: (1) the set of five non-work variables—multiple role stresses, enabling processes, integration of family and work roles, self-esteem, and hired help utilized—were good predictors of life satisfaction; (2) the work-relevant variables—career salience, job involvement, self-esteem from the job, discretionary time spent on job-related activities, and income were significant but not crucial predictors of job satisfaction; (3) the interactions between work-relevant variables and gender moderated the impact of the work variables on job satisfaction; (4) the correlation between life and job satisfaction was significant, but modest; and (5) there was a significant difference between the life satisfaction of husbands and wives in dual-career families.
TL;DR: The article discusses a research on sex differences in job satisfaction and subjects of the study included 200 males and 192 females who received questionnaire at their home and reported full time job satisfaction.
Abstract: The article discusses a research on sex differences in job satisfaction. Subjects of the study included 200 males and 192 females who received questionnaire at their home and reported full time emp...
TL;DR: This article found that individuals who have higher or lower job satisfaction than their need/reward match would predict view their careers differently from those whose job satisfaction can be predicted, and individual differences in aspiration level and different views of career progression help explain current job satisfaction over and above the match of needs and rewards.
Abstract: Many conceptualizations of job satisfaction view job satisfaction as a function of the match between the rewards offered by the work environment and the individual's pattern of needs for those rewards. However, the correlation between the need/reward match and job satisfaction typically is not very high, resulting in a considerable number of ‘ off-quadrant ’ cases (i.e. dissatisfied people whose expressed needs are met by the work situation and vice versa). The purpose of this study was to determine if people who have higher or lower job satisfaction than their need/reward match would predict view their careers differently from those whose job satisfaction can be predicted. Subjects were 185 volunteers employed by research and development units of two multinational corporations. They were classified into quadrants using measures of job satisfaction, need importance, and reward availability developed as part of the Minnesota Work Adjustment Project. Information about vocational and career issues was collected by a half-hour open-ended interview. Results indicate that individual differences in aspiration level and different views of career progression help explain current job satisfaction over and above the match of needs and rewards.
TL;DR: In this article, the authors discuss a research on job analysis methods being used by experienced job analysts, which is a process wherein jobs are subdivided into elements through the application of a for...
Abstract: The article discusses a research on job analysis methods being used by experienced job analysts. Job analysis is a process wherein jobs are subdivided into elements through the application of a for...
TL;DR: Tested personality-environment congruence and differentiation, singly and in combination, as measured by the Vocational Preference Inventory (J. L. Holland, Palo Alto, California, Consulting Psychologists Press, 1977b ), were predictive of reported job satisfaction for teachers employed in five subject matter areas.
TL;DR: In this paper, the relationship between job satisfaction and life satisfaction is examined, using regression analyses which control the effects of satisfaction with domains other than the job and conditions associated with the workplace and with life away from work.
Abstract: The relationship between job satisfaction and life satisfaction is examined, using regression analyses which control the effects of satisfaction with domains other than the job and conditions associated with the workplace and with life away from work Results from data analyses of two independent sets of survey data are used to elaborate and refine a multivariate framework for relating overall life satisfaction and job satisfaction
TL;DR: In this paper, male and female industrial workers in similar technological settings were compared in terms of their job satisfaction and work role centrality, and female workers did no better than male workers in the comparison.
Abstract: Ninety-one male and seventy-nine female Israeli industrial workers in similar technological settings were compared in terms of their job satisfaction and work role centrality. Female workers did no...
TL;DR: The results imply that administrators need to appeal to nurses' needs for important challenging jobs and opportunities to grow and develop professionally.
Abstract: Using a randomly selected national sample and multiple regression analysis, the correlates of job satisfaction among recent graduates of nursing programs were investigated. Factor analysis was used to test the validity of Herzberg's theory of job satisfaction/dissatisfaction. For these 329 employed RNs, responsibility (the importance and challenge of the work) was the most important determinant of job satisfaction, and working conditions was the second strongest predictor. Graduates from diploma, associate degree, and baccalaureate programs did not differ in terms of job satisfaction. Support was given for the validity of Herzberg's dual-factor theory in relation to all five motivators included in the analysis (achievement, work itself, responsibility, advancement, and growth) and for the hygiene salary. The validity of four other hygienes (supervision, working conditions, status, and security) was not established. The results imply that administrators need to appeal to nurses' needs for important challenging jobs and opportunities to grow and develop professionally.
TL;DR: O'Brien et al. as mentioned in this paper found that skill-utilization accounted for as much unique variance in job satisfaction as did the additive or multiplicative combinations of job attributes denned by the job characteristics theory.
Abstract: An examination of the job characteristics theory (Hackman & Oldham, 1975, 1976, 1980) showed that it contained two alternative statements about the relationship between job attributes and job satisfaction. One statement asserted that job satisfaction was an additive function of job attributes while the other asserted that the function was multiplicative. This study showed that both formulations omitted skill-utilization as a predictor of job satisfaction. A random sample of 125 employees in metropolitan Adelaide completed the job characteristics scales and a skill-utilization scale (O'Brien, 1980, 1982a). Job satisfaction was measured by the Job Descriptive Index and an 18-item facet satisfaction scale. Using hierarchical regression, it was found that skill-utilization accounted for as much unique variance in job satisfaction as did the additive or multiplicative combinations of job attributes denned by the job characteristics theory. The implications of these results for the job characteristics ...