Showing papers on "Job design published in 1976"
TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.
7,444 citations
TL;DR: In this paper, the impact of several organizational climate variables on job satisfaction of a cross-section of industrial salesmen was investigated, and it was shown that climate affects job satisfaction.
Abstract: This report concerns the impact of several organizational climate variables on the job satisfaction of a cross-section of industrial salesmen. To gain greater insight into how climate affects salem...
388 citations
TL;DR: In this paper, the moderating effects of growth need strength and level of satisfaction with the work context on employee responses to enriched work were tested, and it was shown that employees who have strong growth need and also are satisfied with work context respond more positively to enriched jobs than do those who have weak needs for growth and/or who are dissatisfied with the job context.
Abstract: : The research tests the moderating effects of (1) employee growth need strength and (2) level of satisfaction with the work context on employee responses to enriched work. Data were collected from 201 employees who work on 25 jobs in a bank. Results show that employees who have strong growth needs and also are satisfied with the work context (i.e., with their pay, job security, co-workers and supervisors) respond more positively to enriched jobs than do employees who have weak needs for growth and/or who are dissatisfied with the work context. Implications for the practice of work redesign are discussed.
284 citations
219 citations
TL;DR: In this paper, a two-phase research project investigated the effects of job enrichment and goal setting on worker productivity and satisfaction in a well-controlled, simulated job environment and found that people with unenriched jobs worked under the enrichment conditions and people originally without goals were assigned goals.
Abstract: : A two phase research project investigated the effects of job enrichment and goal setting on worker productivity and satisfaction in a well-controlled, simulated job environment. In the first phase, two conditions of goal setting (assigned goals versus no goals) and two conditions of job enrichment (enriched versus unenriched) were established, producing four experimental conditions. In the second phase (after 2 days work) people with unenriched jobs worked under the enrichment conditions and people originally without goals were assigned goals. Results are discussed in terms of the current theoretical approaches for understanding employee motivation on the job.
184 citations
178 citations
TL;DR: The post-Hulin and Blood task design literature is reviewed, and several observations are made Individual differences (especially growth need strength) and organization variables moderate, affective responses (especially satisfaction with work) are most predictable, objective measures are needed.
Abstract: The post-Hulin and Blood task design literature is reviewed, and several observations are made Individual differences (especially growth need strength) and organization variables moderate, affective responses (especially satisfaction with work) are most predictable, objective measures are needed; dimensionality is variable; optimal combinatory models are not widely accepted; and methodological problems are widespread.
171 citations
TL;DR: In this article, the meaning and measurement of the concepts of organizational climate and job satisfaction are examined and three questions are examined: (1) Are organizational climate, job satisfaction and organizational climate operationally the same? (2) Is organizational climate a concept applicable to organizations or individuals? (3) Are measures of organizational climates descriptive or affective? These three problem areas are taken as facets and facet analysis (Foa 1965) is used to explicate the nature of concepts.
159 citations
29 Apr 1976
TL;DR: Suttle et al. as mentioned in this paper examined the relationship between job and leisure satisfaction and their contributions to the perception of quality of life and found that job satisfaction contributed relatively less than leisure satisfaction to the life quality of minorities and other often "disadvantaged" subgroups compared to "advantaged", workers.
Abstract: This study examines the relationships between job and leisure satisfaction and their contributions t* the perception of quality of life. The data were collected from -> national probability sample of 1297 adult Americans interviewed In May 1972. The magnitude of the correlations between job and leisure satisfaction measures was low; however, both accounted for meaningful variation In perceived quality of life for the total sample. Separate analyses for demographic subgroups were also performed. They Indicated that job satisfaction contributed relatively less than leisure satisfaction to the life quality of minorities and other often "disadvantaged" subgroups compared to "advantaged" workers. Implications of the results for the application of motivational strategies in the work setting are discussed. The Contribution of Job and Leisure Satisfaction to Quality of Life Recently, Interest In the quality of work life has been stimulated by claims of widespread worker dissatisfaction (e.g., Work In America , 1973). There Is now an emerging trend to Identify and improve job characteristics that contribute to the quality of work life. (Hackman S Suttle, in press; Walton, 1973). Concern for the general quality of life has also increased (t.g., Campbell, 1976; Campbell, Converse S Rogers, 1976; Land, 19/1) end has been discussed as a national policy goal in the political arena (e.g., Environmental Protection Agency, 1973; Executive Office of the President, 1973). This paper begins to integrate the research on quality of work life and general quality of life. Specifically, the contributions of facets of job and leisure satisfaction to quality of life are examined. Research on quality of life encourages a broader view of the individual than that traditionally taken by Industrial/organizational psychology. Thl~, view suggests that job satisfaction and attitudes toward work cannot be understood in isolation. One important aspect of life quality which may be Important to work and has been generally overlooked by psychologists is leisure. While the job may bs the central life interest of some workers, leisure may be a primary concern for others. This may mean that understanding the relationship between work and leisure Is necessary for understanding worker attitudes. Some individuals who are dissatisfied with their jobs compensate by seeking satisfaction in their leisure
158 citations
TL;DR: In this paper, the authors examined the relationship between the internal work motivation of employees and their job performance, and the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation.
Abstract: This research examined: (a) the relationship between the internal work motivation of employees and their job performance; and (b) the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation. Results showed positive, significant relationships between the measure of internal motivation and employees' rated work quality, quantity, and effort. In addition, significant relationships between the job characteristics and internal motivation were obtained for employees who were desirous of growth satisfactions and who experienced high satisfaction with their supervisors and co-workers. Implications of the results for future research on job design were discussed.
TL;DR: In this paper, the relationship between satisfaction with the work itself (SWI) and job scope (JS) was examined for the study's total sample and for subsamples formed by grouping individuals on the basis of their scores on each of six workrelated values measures and a Protestant ethic (PE) index involving these measures.
01 May 1976
TL;DR: A summary of the Herzberg two-factor theory of job satisfaction can be found in this article, where the authors present a systematic study of a representative sample of the literature available on the theory and its possible application to an organization as a means of increasing worker productivity.
Abstract: : This report presents a summary of the Herzberg two-factor theory of job satisfaction. The purpose of the study is to develop the Herzberg theory and its possible application to an organization as a means of increasing worker productivity. The study was conducted by means of a systematic research of a representative sample of the literature available on the theory.
TL;DR: This article found boundary-spanning activity unrelated to role conflict or ambiguity and positively related to job satisfac-tion for the total sample of 192 managers, engineers, and supervisors in a large manufacturing company.
Abstract: Boundary-spanning activity was studied in a large manufacturing company through a sample of 192 managers, engineers, and supervisors. Contrary to prior theory and research, this study found boundary-spanning activity unrelated to role conflict or ambiguity and positively related to job satisfac-tion for the total sample. Boundary-spanning activity was also positively related to a number of job characteristics for the total sample. Marked dif-ferences in boundary-spanning activity and its relationships with other variables, however, were found across occupational levels. While managers and engineers generally had boundary-spanning activity related to high levels of job satisfaction and job characteristics, first-level supervisors had boundary-spanning activity related to higher role conflict and lower job satisfaction with opportunities for promotion.
TL;DR: In this paper, the authors focus on the human portion of the firm's capital, focusing upon a recurrent problem in business activity -employee motivation, which is attributed to the well-established practice of maximizing specialization of tasks, attaining efficiency through the development of highly fractionalized, repetitious and programmed jobs.
Abstract: One element in business life that persists as a management concern is the attention to productivity. Whether supervising an expansion of his firm's activities, or cutting back on policies in response to sagging demand, a manager continually strives to draw a better return on his capital investment. When this effort is directed toward the human portion of the firm's capital, the manager focuses upon a recurrent problem in business activity -employee motivation. At the blue-collar level, productivity difficulties have been attributed to the well-established practice of maximizing specialization of tasks, that is, attaining efficiency through the development of highly fractionalized, repetitious, and programmed jobs. Blue-collar blues has been the result of this form of job design-a dissatisfaction with work performed, and a justget-by cast to the consequent effort. Motivational problems in managerial positions have also drawn considerable attention. Intense competition for quality in manager talent may have effected a degree of uniformity in administrative ability across business firms. The simple model,
TL;DR: In this paper, the authors examined the endogenous variables in a simultaneous-equation model of youth job search behavior: the direct cost of job search, the duration of unemployment, the relative reservation wage, and the anticipated time on the new job.
Abstract: A main goal of this empirical analysis of job search behavior is to test several hypotheses of the theoretical and empirical job search literature using observations on unemployed young men. Better understanding of job search differences between white and black youth is a secondary goal. Four main areas are examined which comprise the endogenous variables in a simultaneous-equation model of youth job search behavior: the direct cost of job search, the duration of unemployment, the relative reservation wage, and the anticipated time on the new job.
01 Aug 1976
TL;DR: In this article, twenty samples of workers from five different organizations and a wide variety of jobs and backgrounds (Total N = 5945) responded to the core characteristics items from the Job Diagnostic Survey (H...
Abstract: Twenty samples of workers from five different organizations and a wide variety of jobs and backgrounds (Total N = 5945) responded to the core characteristics items from the Job Diagnostic Survey (H...
07 Jun 1976
TL;DR: There is a definite positive relationship between a middle manager's acceptance of an information system and his participation in the analysis and design of the system, and there is a negative relationshipBetween a manager's Acceptance of an Information system and the perceived threat of theSystem to such behavioral factors as job satisfaction, job skill, job opportunity, job originality, job status, and job salary.
Abstract: One of the most common problems in implementing a successful information system is its threatening nature to users of the system---particularly middle managers. The behavioral implications inherent in the implementation of an information system were studied by testing the following two propositions:• Acceptance of an information system is positively related to involvement in the implementation of the information system.• Acceptance of an information system is negatively related to the perception of the system as threatening.Three hundred thirty one middle managers from five different organizations were sampled. An overall response rate of 72 percent was achieved utilizing an anonymous three-part questionnaire. Various statistical techniques were utilized to validate the proposed scales used in testing the hypotheses.Based upon the data analysis, the two propositions are strongly supported. There is a definite positive relationship between a middle manager's acceptance of an information system and his participation in the analysis and design of the system. In addition, there is a negative relationship between a manager's acceptance of an information system and the perceived threat of the system to such behavioral factors as job satisfaction, job skill, job opportunity, job originality, job status, and job salary.
01 Aug 1976
TL;DR: A longitudinal study was conducted in which subjects' early expectations and later perceptions of conditions on the job were obtained as discussed by the authors, using a measure of organizational contract compliance, individual...
Abstract: A longitudinal study was conducted in which subjects' early expectations and later perceptions of conditions on the job were obtained. Using a measure of organizational contract compliance, individ...
TL;DR: The Industrial Democracy Program (IDP) as discussed by the authors is an action research project which was started in Norwegian industry in 1962 with the joint sponsorship of the Norwegian Trade Union Confederation and the Confederation of Employers.
Abstract: The paper describes certain parts of "The Industrial Democracy Program, " (IDP), an action research project which was started in Norwegian industry in 1962 with the joint sponsorship of the Norwegian Trade Union Confederation and the Confederation of Employers. Although the emphasis is on the practical application of a strategy for social change, some background information and description of the content of this program is also given. Under the assumption that changes in the concrete work situation might be the key to a process whereby employees could improve their conditions for taking part in decisions, a series of experiments have been staged in companies representing different technologies. Some results from the program are discussed. One conclusion is that it is possible within existing companies and under the existing economic system to make changes in work organization, job design, etc., so that workers experience a more meaningful and rewarding situation, become more committed to their work, and t...
TL;DR: The results generally support indications from studies based on subordinate descriptions that there actually may be few job-related differences between male and female leaders.
Abstract: This study investigated possible sex differences in leadership among supervisory employees (N = 72) of a large psychiatric hospital by comparing male and female self-descriptions of their own leader behaviors, as well as their satisfaction with various aspects of their jobs. Female leaders described themselves as performing more consideration and tolerance of uncertainty leader behaviors and as being more satisfied with co-workers than male leaders. The possibility, suggested by sex role stereotypes, that self-perceptions of consideration behavior for females and initiating structure for males are related to job satisfaction was not affirmed by the findings. Although some differences were found, the results generally support indications from studies based on subordinate descriptions that there actually may be few job-related differences between male and female leaders.
TL;DR: Authors outline procedures to construct 6 pair-comparisons, satisfaction-based, self-concept scales and show only one to produce scores related to employee satisfaction/dissatisfaction.
Abstract: Authors outline procedures to construct 6 pair-comparisons, satisfaction-based, self-concept scales and show only one to produce scores related to employee satisfaction/dissatisfaction.
TL;DR: Role Clarity as discussed by the authors is defined as the extent to which required information is communicated -to and understood by the employee, and it is a measure of the difficulty of a worker to understand the information needed to do his/her job effectively.