Showing papers on "Job attitude published in 1988"

Employee Participation: Diverse Forms and Different Outcomes

Abstract: Participation in decision making (PDM) takes several distinct forms. A review of empirical studies demonstrates that effects of participation on satisfaction and performance vary according to form. The findings cast doubt on the conclusions of earlier reviews based on a unidimensional view of PDM and raise several issues for the study and practice of PDM.

Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment.

Abstract: Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was empirically evaluated using data collected from a sample of 577 full-time employees of a 327-bed Veterans Administration Medical Center, The LISREL vi computer program was used to conduct a confirmatory factor analysis of items from measures of these three concepts and to evaluate relations between other job-related variables and the three attitudinal measures. Results of these analyses indicated that the measures of job satisfaction, job involvement, and organizational commitment assess empirically distinct concepts.

Occupational stress among health care workers: A test of the job demands-control model

Abstract: Models of occupational stress have often failed to make explicit the variable of control over the environment, as well as the role of job socialization in shaping personality characteristics and coping behaviours. This neglect has helped maintain the focus of stress reduction interventions on the individual. A new model of occupational stress developed by Robert Karasek incorporates control and socialization effects and has successfully predicted the development of heart disease and psychological strain. A survey instrument derived from the model was distributed to 771 hospital and nursing home employees in New Jersey, and 289 (37.5 per cent) were returned. Respondents did not significantly differ from non-respondents by age, sex, job tenure, union membership status, job satisfaction, job perceptions and attitude towards employer and union. The results support the hypothesis that reported job strain (job dissatisfaction, depression, psychosomatic symptoms) and burnout is significantly higher in jobs that combine high workload demands with low decision latitude. This association remained significant after controlling for age, sex, education, marital status, children, hours worked per week and shift worked. Other job characteristics (job insecurity, physical exertion, social support, hazard exposure) were also associated with strain and burnout. The survey instrument also identified high strain jobtitles in the surveyed workplaces. The results are discussed in relation to directions for future research, research on stress in nursing, and approaches to stress reduction.

Job experience correlates of job performance.

Abstract: Although measures of job experience are frequently-used screening devices in the selection of employees, personnel psychologists have devoted little attention to their usefulness. This article quantitatively summarizes data on the relation between job experience and job performance from a total sample of 16,058. The correlation between job experience and job performance was found to be moderated by two variables: length of experience and job complexity. The highest correlations were obtained in populations with low mean levels of job experience and for jobs that place low levels of cognitive demands on employees. Results appear to be consistent with the causal model of job performance proposed by Schmidt, Hunter, and Outerbridge (1986).

Managerial Job Change: Men and Women in Transition

Abstract: Work role transitions are among the most significant yet least understood forms of social change, and how they affect individuals' careers, self-concepts and organizational adjustment is of great practical and theoretical importance This book provides the first comprehensive, large-scale study of the causes, form and outcomes of job change Focussing on one of the most influential segments of society - middle to senior managers - the book offers a new theoretical approach to the analysis and understanding of job change The authors ask how much job change is taking place, assess who is most affected, and evaluate the psychological consequences for the individual manager They discuss organizations' handling of job transitions, and provide a unique focus on women in management, evaluating how their experience of careers and job change differs from men's This book presents important new findings to specialists in life-span development, careers, managerial performance and organizational behaviour It also offers the non-specialist insights into wider questions, such as the relationship between social change and organizational life, and the individual's experience of changes in industrial society's structures, practices and values

What Is a Good Job? A New Measure of Labor-Market Success

Abstract: No currently available index allows investigators to estimate the overall desirabitlity of specific jobs. With data collected in the 1980 Survey of Job Charactersitics, an index of job desirability (IJD) can be constructed to fill this gap. The IJD incorporates 13 nonmonetary job characteristics along with measures of earnings and weights all job characteristics according to their effects on workers' judgments about how "good" their current jobs are compared with an average job. While earnings are the most important single determinant of a job's desirability, the 13 nonmonetary job characteristics together are twice as important as earnings. Unlike occupational status and earnings, the proposed index explains almost the entire effect of race, sex, educational attainment, and experience on job ratings. It also explains almost all the variation in job ratings provided by workers in different occupations. Furthermore, taking account of nonmonetary job characteristics more than doubles the estimated level of ...

The effect of participative budgeting on job satisfaction and performance: Role ambiguity as an intervening variable☆

Abstract: The results of studies into the effects of participative budgeting have been equivocal. This study seeks to explain the process by which participation in budget setting affects managers' performance and job satisfaction. A model is developed to show how role ambiguity acts as an intervening variable in the link between participation and outcome criteria. Empirical results indicate that budgetary participation acts indirectly, via role ambiguity, to influence job satisfaction and performance.

Joint relation of experience and ability with job performance: Test of three hypotheses.

Abstract: Data from four different jobs (TV = 1,474) were used to evaluate three hypotheses of the joint relation of job experience and general mental ability to job performance as measured by (a) work sample measures, (b) job knowledge measures, and (c) supervisory ratings of job performance. The divergence hypothesis predicts an increasing difference and the convergence hypothesis predicts a decreasing difference in the job performance of highand low-mental-ability employees as employees gain increasing experience on the job. The noninteractive hypothesis, by contrast, predicts that the performance difference will be constant over time. For all three measures of job performance, results supported the noninteractive hypothesis. Also, consistent with the noninteractive hypothesis, correlational analyses showed essentially constant validities for general mental ability (measured earlier) out to 5 years of experience on the job. In addition to their theoretical implications, these findings have an important practical implication: They indicate that the concerns that employment test validities may decrease over time, complicating estimates of selection utility, are probably unwarranted.

The Job analysis handbook for business, industry, and government

Abstract: JOB ANALYSIS HISTORY AND FOUNDATION: Job Analysis in the World of Work History of Job Analysis in U.S. Military Organizations USES FOR JOB ANALYSIS RESULTS IN ORGANIZATION ADMINISTRATION: Job Descriptions Wage Incentives USE FOR JOB ANALYSIS RESULTS IN HUMAN RESOURCE MANAGEMENT: Manager Assessment and Research Task-Based Training Program Development PLANNING FOR JOB ANALYSIS: Organizing and Maintaining Acceptance of Job Analysis Selecting a Job Analysis Approach METHODS FOR OBTAINING JOB INFORMATION Content Analysis of Job Documentation Observing the Work INDUSTRIAL ENGINEERING JOB ANALYSIS METHODS: Motion Study Methods Time Study Methods HUMAN FACTORS JOB ANALYSIS METHODS: Human Factors in Systems Design WORKER-BASED PSYCHOLOGICAL JOB ANALYSIS METHODS Job Element Analysis.

Communication Climate, Job Satisfaction, and Organizational Commitment The Effects of Information Adequacy, Communication Openness, and Decision Participation

Abstract: This study attempted to investigate the effects of communication on organizational commitment (employee loyalty). Based on data from 521 nurses in four general care hospitals, the relationships among three communication variables, four demographic variables, job satisfaction, and organizational commitment were statistically analyzed. The results of the study suggest that communication does affect organizational commitment, that communication affects job satisfaction (employee morale), but that job satisfaction does not affect organizational commitment. A model of these relationships is proposed.

Control, stress, and job satisfaction in Canadian nurses

Abstract: The main effects of four domains of control (task, decision, resource, physical environment) on job satisfaction and their interactions with three types of job stressors (task demands, role conflict, interpersonal conflict) were examined in a sample of 765 Canadian nurses. Multiple regression analyses were conducted to determine the proportion of variance in job satisfaction that could be accounted for by job stressors, control, and the interaction of stressors and control in that order. The job stressors were analysed separately and as a composite job demands score, as were the four domains of control. The results indicated that the proportion of variance in job satisfaction increased with the addition of control for the composite scores and for task, resource, and physical environment control. However, decision control did not account for additional variance in job satisfaction above that for any of the job stressors. In addition, none of the stressor x control interactions were significant. Th...

How job dissatisfaction leads to employee turnover

Abstract: This study replicated a test of Mobley's (1977) model of how job dissatisfaction leads to employee turnover when all of the theory's components were included in the analysis. This study extended the Mobley model by examining whether the theory also applies to organizational commitment and job involvement when substituted for job satisfaction. Results generally supported the model and the extensions to organizational commitment and job involvement. Theoretical and business implications are discussed.

Effects of Organizational and Life Variables on Job Satisfaction and Burnout

Abstract: The purpose of this study was to examine the relative effect of three sets of variables, namely, organizational characteristics, task characteristics, and extraorganizational variables, on job satisfaction and burnout. A total of 266 prison guards from four prison facilities in Israel were administered questionnaires containing scales of intraorganizational conflict, ambiguity, management support, and task charac teristics, as well as measures of family role conflict, community support and appreciation of the employee's job, job satisfaction, and burnout. The results suggest that both intraorganizational variables and external variables account significantly for the two criteria. Extraorganizational support and appreciation was the single best correlate of job satisfaction, while management support was the major correlate of burnout. The results are discussed in terms of their practical implications for organizational diagnosis and intervention, and in particular the importance of dealing with extraorgani...

Variables related to nurse performance.

Abstract: The prediction of job performance is a complex process that has received little attention. Results of this exploratory analysis of newly employed nurses indicate that different variables affected different types of performance. The amount of experience was the best predictor of critical care skills, but the amount of education best distinguished top and medium performers from poor performers. Career commitment, continuing education, job satisfaction and feedback were also determinants of job performance. Short staffing and the illness level of the patients affected the nurses' performance. The results also point to the importance of the leadership skills of the head nurse.

Sex differences in job attribute preferences

Abstract: This study investigated the job attribute preferences of male and female MBA candidates. Participants were drawn from 27 different MBA programmes in the United States. Factor analysis of the job attributes questionnaire revealed three primary job attribute dimensions: (1) professional growth; (2) work environment; and (3) salary. Contrary to most previous research, females were found to place a greater emphasis on the professional growth dimension than did males. Males, on the other hand, placed greater emphasis on salary considerations. No sex difference was found in participants' ratings of the work environment job attribute dimension. Consistent with earlier research, women were found to place more importance on the calibre of colleagues than did males. In general, both males and females rated job attributes concerning job content as more important than job attributes concerning job context. These results are discussed with respect to earlier research findings. Finally, the generalizability of these findings to other occupational groups is discussed and managerial implications presented.

Satisfaction and job stress in general practice.

Abstract: This paper investigates sources of job satisfaction and dissatisfaction in general practice and identifies pressures and difficulties experienced by general practitioners in their work. The study revealed widespread job satisfaction based on three separate (but independent) aspects of general practice: clinical, psychosocial or managerial. Despite this, significant pressures were experienced and, in common with previous studies over the last 20 years, this research found continuing problems affecting young general practitioners in particular. The main pressures currently experienced were uncertainty and insecurity about work, isolation, poor relationships with other doctors, disillusion with the role of the general practitioner, and an awareness of changing demands. These pressures were related to experience in general practice, amount of study leave and practice organization. Like previous studies, it also appears from this research that continuing education could play an important role in attenuating these difficulties. It is argued that the emphasis should be on developing support, confidence and better contacts between general practitioners, as well as teaching knowledge and skills.

Perceived autonomy and job satisfaction in occupational therapists.

Abstract: Perceived autonomy, overall job satisfaction, and specific work incentives and disincentives were surveyed in 249 occupational therapists. Respondents rated autonomy and job satisfaction moderately high. They perceived achievement, interpersonal relationships with co-workers, and the nature of the work itself as incentives. The lack of organizational support for training, opportunity for advancement, and working conditions were seen as job disincentives. Results also showed that perceived autonomy was positively related to overall job satisfaction and to each job satisfaction factor.

Communication Quality and Job Satisfaction Among Managerial Nurses The Moderating Influence of Job Involvement

Abstract: The present study extended prior organizational communication research by testing whether job involvement moderates the relationship between perceived com munication quality and job satisfaction. D...

The politics of pay: The use of influence tactics in job evaluation committees.

Abstract: Forty-four job evaluators, selected from eight different job evaluation teams, were asked to complete a survey describing their perceptions of various interpersonal influence tactics as applied to the group dynamics of job evaluation committees. In addition, measures were obtained for gender, self-esteem, need for dominance, and need for affiliation, for each job evaluator. Multiple regressions indicated a number of significant relationships between individual-difference variables and the self- reported use of interpersonal influence strategies in job evaluation committees. Results are discussed in terms of their implications for the group dynamics involved within job evaluation committees.

Job satisfaction and occupational stress among general practitioners--a pilot study.

Abstract: Questionnaires assessing levels of job satisfaction and possible sources of stress were distributed to a random sample of general practitioners in the Greater Manchester area. The highest levels of job satisfaction were reported for ;intrinsic' job factors such as freedom to choose method of working, amount of responsibility and amount of variety, rather than ;extrinsic' factors such as rate of pay and hours of work. The main causes of stress appeared to be interruptions of various kinds. Factor analysis revealed four major sources of stress: interruptions; emotional involvement; administrative workload and work/home interface; and routine medical work. Of these, all but routine medical work were associated with job satisfaction. It is concluded that the major sources of stress for the general practitioner are not medical, but social.

Burnout, job satisfaction, and job performance

Abstract: Job “burnout” is often used in ways not well distinguished from older concepts, such as job dissatisfaction and poor performance. An attempt was made to distinguish the three notions, both theoretically and operationally, and to investigate their presumably distinctive correlates in two samples of employees 248 nurses (professional sample) and 108 service employees (non-professional). In both samples the three measures were inter-correlated, but burnout could be distinguished from subjective incompetence in that the latter state was found most commonly among employees of junior status. In the professional sample, but not in the non-professional sample, burnout could barely be distinguished from job dissatisfaction, in that the latter state was somewhat less associated with the personality characteristics of “striver/ achiever” (a component of “Type A personality”) and commitment to life (a component of “hardiness”. Nevertheless, more theoretical and operational attention are needed if clear disti...