Showing papers on "Job design published in 1974"
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
533 citations
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
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
TL;DR: In this article, the relationship between job satisfaction and construction productivity was investigated and it was found that in construction satisfactions are inherent in the work itself. But it follows that efforts to improve job satisfaction lie in well-planned, smooth work flow rather than in job enrichment, as is advocated by organizational behaviorists for industrial or bureaucratic work situations.
Abstract: This article reports a portion of the findings of a study of the relationships between job satisfaction and construction productivity. Its objective was to clarify current thinking on personal work relationships, understandings, and communication as they affect home office management, field supervisors, and workmen. Data were collected from 65 in-depth interviews of 1 hr to 5 hr each with management and labor from companies employing carpenters, electricians, plumbers, pipe fitters, and sheet metal workers primarily from St. Louis, MO, with supplemental interviewing from Los Angeles and San Francisco. The research showed that in construction satisfactions are inherent in the work itself. It follows that efforts to improve job satisfaction and productivity lie in well-planned, smooth work flow rather than in job enrichment, as is advocated by organizational behaviorists for industrial or bureaucratic work situations.
65 citations
63 citations
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.
55 citations
TL;DR: In this article, 60 participants participated in an experiment to test the hypothesis that job satisfaction and performance are affected by the interaction of task design and work values, as suggested by Hulin and Blood 1968.
46 citations
36 citations
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 Article•
TL;DR: A review of the research on reward systems, job design, leadership, selection and training shows that the existing normative organization theory fails to deal adequately with the significant individual differences in persons' responses to organizational policies and practices as discussed by the authors.
Abstract: A review of the research on reward systems, job design, leadership, selection and training shows that the existing normative organization theory fails to deal adequately with the significant individual differences in persons' responses to organizational policies and practices. An effective organization theory has to suggest an organization design that will treat individuals differently with respect to rewards, job design, leadership, selection and training.
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.
TL;DR: The relationship between job level and sex as each relates to perceptions of need satisfaction and importance of these needs on the job is concerned.
Abstract: This study concerned the relationship between job level and sex as each relates to perceptions of need satisfaction and importance of these needs on the job. A questionnaire was mailed to 1085 employees in eight companies in the greater Los Angeles area for a response ratio of 610~0. The questionnaire contained 17 questions which are classified into eight need categories with as many as four questions pertaining to a single category. Five of the eight need categories and their hierarchal arrangement are in general agreement with the classification system of Maslow. These needs are Security, Social, Esteem, Autonomy and Self-Actualisation (listed in order of prepotency).
Journal Article•
TL;DR: In this paper, the authors used job satisfaction data on managerial personnel to illustrate how organizations can be differentiated and described as reinforcer systems Twenty-seven specific satisfaction scales were regressed on overall job satisfaction, separately for each of five groups of managers from five organizations.
TL;DR: In this article, the authors report the results of a field study investigating the relationship between perceived message distortion and job satisfaction, finding that there is a positive correlation between a superior's job satisfaction and the extent to which he perceives messages from his sub ordinates as accurate.
Abstract: This paper reports the results of a field study investigating the relationship between perceived message distortion and job satisfaction. A single hypothesis was tested: There is a positive correlation between a superior's job satisfaction and the extent to which he perceives messages from his sub ordinates as accurate. Both the hypothesis and interpretation of data are discussed in terms of communication as the sine qua non of any organization.
TL;DR: In this article, Korman's argument that self-esteem moderates the relationship between job satisfaction and perceived need-fulfilment and between the degree to which one's job meets with group approval was tested with 120 Coloured South African factory workers who were given the Porter needful-filment questionnaire, 2 measures of job satisfaction, and 3 measures of self- esteem, and for whom a measure of the extent to which their jobs were found desirable by others was available.
Abstract: Sttmmary.-Korman's (1970) argument that self-esteem moderates the relationships between job satisfaction and perceived need-fulfilment and between job satisfaction and the cxttnt to which one's job meets with group approval was tested with 120 Coloured South African factory workers who were given the Porter need-fulfilment questionnaire, 2 measures of job satisfaction, and 3 measures of self-esteem, and for whom a measure of the extent to which their jobs were found desirable by others was available. The correlacions between job satisfaction and need-fulfilment and between job satisfaction and group approval did not differ significantly between Ss who obtained high and low scores on each of the self-esteem measures. The negative resu!ts are explained in terms of weaknesses in the balance and dissonance models Iron1 which Korman's argument is derived. According to a recent textbook (Korman, 197 1 ) there has been a gradual converging upon two major hypotheses of job satisfaction. The first is the needfulfilment view (Kuhlen, 1963; Vroom, 1964) which regards job satisfaction as a function mainly of the degree to which an individual's personal needs are met in the job situation. In terms of this interpretation job satisfaction is given by the sum of the products of the importance the individual attaches to his major needs and the extent to which the job fulfils them. The second is the reference group view (Form & Geshwender, 1962; Hulin, 1966) which regards job satisfaction as a function mainly of the degree to which the individual's job situation meets the approval of the group co which he looks for guidance (reference group). In terms of this position, job satisfaction is given by the inverse of the discrepancy between the individual's reference group's norms and his job situation. While both hypotheses are useful and have contributed to our understanding of job satisfaction, they are incomplete in themselves. For instance, as regards need-fulfilment hypothesis it has been shown that individuals often 'explain away' lack of fulfilment in cheir jobs so that it does not produce feelings of dissatisfaction (Schletzer, 1966; Korman, 1967). As regards reference-group hypothesis, ic has been shown that some individuals are pretty independent of their reference group, whose norms as a result do not have much influence on their feelings of job satisfaction (Katz, 1960; Cohen, 1964). What is clearly needed is a more general model which will integrate these two views and specify the conditions under which each will operate. One such integrating attempt has been proposed by Korman ( 1970). Although this explanation has been found to hold up in an experimental study,
TL;DR: In this article, the authors investigated whether urban-rural differences in worker socialization may correspond to differences in work values and levels of worker satisfaction, and found that such differences may correlate with differences in job satisfaction.
Abstract: An investigation of whether urban-rural differences in worker socialization may correspond to differences in work values and levels of worker satisfaction. Components of semantic differential scales for the satisfaction concept; Comparison of productivity and satisfaction measures of the sample groups; Differences in job satisfaction results. (Abstract copyright EBSCO.)
TL;DR: In this article, the authors proposed that content factors in the work situation are more important determinants of overall job satisfaction than context factors in work environments that provide adequately for the fulfilment of one's major needs, but that context factors are important in environments that do not.
Abstract: Summary It was proposed that content factors in the work situation are more important determinants of overall job satisfaction than context factors in work environments that provide adequately for the fulfilment of one's major needs, but that context factors are more important in environments that do not. To test this proposal, three groups of black South African factory workers at different organizational levels (supervisors, machine-minders, and cleaners) were given (a) the Porter need-fulfilment questionnaire, (b) the Brayfield-Rothe index of job satisfaction, and (c) a scale to measure their satisfaction with four content and four context factors. The fact that, among the high-fulfilment supervisors, satisfaction with the content factors was more highly related to overall job satisfaction than satisfaction with the context factors, but that the position was reversed among the low-fulfilment cleaners, was taken as support for the proposal.
01 Jan 1974
TL;DR: The authors reviewed some major theories of work motivation, particularly related to job satisfaction, and distill from such theories and other research, implications for an Air Force job satisfaction research program; and provide a comprehensive bibliography of satisfaction/retention studies.
Abstract: : The purpose of this report is to: Review certain major theories of work motivation, particularly as related to job satisfaction; distill from such theories and other research, implications for an Air Force job satisfaction research program; and provide a comprehensive bibliography of satisfaction/retention studies The theoretical positions considered were two-factor, equity, instrumentality-expectancy, Cornell studies of satisfactions, and need-fulfillment Certain implications and conclusions relevant to Air Force job satisfaction/retention research were derived, a general model of satisfaction/tenure for further inquiry was developed, and various recommendations regarding a long-range systematic research program were offered (Author)
TL;DR: In 1970, Enid Mumford, who had been conducting research in this field, suggested that job satisfaction can be measured by the number of hours worked by a worker as mentioned in this paper.
Abstract: In 1970, a quite new approach was introduced to the debate about job satisfaction Briefly, Enid Mumford, who had been conducting research in this field, suggested that,