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Showing papers on "Job design published in 1969"


Journal ArticleDOI
TL;DR: Using Rand's theory of emotions as a starting point, the concepts of satisfaction, dissatisfaction, value, emotion, and appraisal, and their interrelationships are discussed, and the present theory of job satisfaction is contrasted with previous theories.

1,956 citations




Journal ArticleDOI
Edward E. Lawler1

214 citations


Journal ArticleDOI
TL;DR: The work of B. F. Skinner is highly consistent with that of many widely accepted students of management, except that Skinner's work deals specifically with scheduling reinforcements, does not require acceptance of the metaphysics of many of the “humanistic” psychologists, and is based on considerable empirical evidence as discussed by the authors.

117 citations


Journal ArticleDOI
TL;DR: Some of the various concepts and operations that have been suggested for the measurement of job satisfaction are introduced in this article, where an effort is made to explore the conceptual and operational relationships between overall job satisfaction, level of aspiration and level of attainment.
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

80 citations


Book
01 Jan 1969

48 citations





Journal ArticleDOI
TL;DR: In this article, the effect of employee participation in job design activities on manufacturing performance and employee attitudes was evaluated in terms of output, employee attitudes, and the level of participation in group problem-solving sessions.
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.

Journal ArticleDOI
TL;DR: Examples drawn fromi recent studies conducted within the Royal Air Force are adduced to illustrate the kinds of improvemnent in performance which can be achieved through the appllcation of a systemns approach to training.
Abstract: Following a brief outline of the characteristic features of the systems approach to training, the information-processing model is identified as a particularly illuminatina appoach to job classification. It is argued that the model highlights the multi-dimensional nature of task difficulty, indicates appropriate training methods, and provides a language for describing any human skill. The problem of deriving a meaningful classification of cognitive skills is discussed, and it is suggested that higher order mental processes can be broken down into four distinguishable stages, each with its own potential sources of difficulty. The implications of the systems approach for selection are then considered, and it is argued that there is a need. for increased flexibility and sophistication in diagnostic testing. Fiinally examples drawn fromi recent studies conducted within the Royal Air Force are adduced to illustrate the kinds of improvemnent in performance which can be achieved through the appllcation of a systemns approach to training.

Journal ArticleDOI
01 Apr 1969
TL;DR: This paper found that there is a constantly negative relationship between overall satisfaction and turnover, that absences and over-all satisfaction are somewhat negatively correlated, and there is no simple cause and effect relationship be-
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-



Journal ArticleDOI
23 Aug 1969-BMJ

Dissertation
01 May 1969
TL;DR: The sbudy as discussed by the authors 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.
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.