Showing papers on "Job design published in 1977"
2,281 citations
TL;DR: In this article, the authors developed a theory of job satisfaction which incorporates differences in work values and perceived job characteristics as key explanatory variables, and empirically examined the relationship between job satisfaction and the work values, and found that work values have independent-effects on job satisfaction.
Abstract: This paper attempts to develop a theory of job satisfaction which incorporates differences in work values and perceived job characteristics as key explanatory variables. It empirically examines the relationship between job satisfaction and the work values and job rewards associated with six dimensions of work-intrinsic, convenience, financial, relations with co-workers, career opportunities and resource adequacy. It is found that work values have independent-effects on job satisfaction. The extent to which workers are able to obtain perceived job rewards is conceptualized to be a function of their degree of control over their employment situations. The paper also seeks to develop a framework which links the variation in the job satisfactions of workers to the factors that influence the degree of their control over the attainment of job rewards in American society. The analyses in this paper are based on data from the 1972-73 Quality of Employment Survey. The concept of job satisfaction traditionally has been of great interest to social scientists concerned with the problems of work in an industrial society. Many have been interested in job satisfaction, for example, as a result of a personal value system which assumes that work which enables satisfaction of one's needs furthers the dignity of the human individual, whereas work without these characteristics limits the development of personal potential and is, therefore, to be negatively valued. Thus, it is important to examine these issues in order, hopefully, to improve the work experiences of individuals as an end in itself. Other social scientists have been interested in this concept because of evidence that has linked the degree of satisfaction with work to the quality of one's life outside the work role-especially one's physical and mental health. Still others were motivated to study job satisfaction out of a desire to improve productivity and organizational functioning by improving the quality of work experiences of employees. While these concerns have their bases in different perspectives, they share the recognition of the importance of the job in the total life experience of the individual and the desirability of a
1,208 citations
TL;DR: The need-satisfaction theoretical model has been ubiquitous in studies and writings on job attitudes and, by extension, motivation, job design, and other organizational performance improvement issues as discussed by the authors.
Abstract: September 1977, volume 22 A need-satisfaction theoretical model has been ubiquitous in studies and writings on job attitudes and, by extension, motivation, job design, and other organizational performance improvement issues. An examination of such need models indicates that they are frequently formulated so as to be almost impossible to refute, and the research testing them has been beset with consistency and priming artifacts. Furthermore, available empirical data fails to support many of the crucial elements of need-satisfaction theories. An examination of the components of need-satisfaction models needs, job characteristics, and job attitudes indicates that all three have been incompletely considered. Need models may have persisted in part because of perceptual biases, their consistency with other theories of rational choice behavior, and because of what they seem to imply about human behavior. The models appear to deny, however, that people have the capacity to provide their own satisfactions by cognitively reconstructing situations.
857 citations
TL;DR: A review of job design research and sociotechnical systems theory suggests that both of these approaches converge in their emphasis on a common set of job characteristics as important to employee satisfaction and motivation.
271 citations
TL;DR: In this article, the effects of job scope and need for achievement on managerial commitment and performance were examined and it was hypothesized that high scope jobs would be associated with increased organizational commitment irrespective of (need for achievement).
Abstract: : This study examines the effects of job scope and need for achievement on managerial commitment and performance. It was hypothesized that high scope jobs would be associated with increased organizational commitment irrespective of (need for achievement). Moveover, it was hypothesized that high scope jobs would be related to increased performance only for high n Ach subjects and not for low n Ach subjects. Results supported both hypotheses. The findings are discussed as they relate to other investigations and it is suggested that the n Ach construct offers considerable utility in future job scope research.
169 citations
158 citations
TL;DR: Work commitment behaviors were defined as a special class of socially acceptable work behaviors that exceed formal and/or normative expectations relevant to work as discussed by the authors, and a measure of work commitment based on this definition was developed.
128 citations
TL;DR: Twenty, widely-varied samples of workers responded to the core characteristics items from the Job Diagnostic Survey, finding two, three, four, and five-factor solutions to some of the problems faced by workers.
Abstract: Twenty, widely-varied samples of workers (n=5,945) responded to the core characteristics items from the Job Diagnostic Survey. Factor analyses identified two, three, four, and five-factor solutions...
107 citations
TL;DR: In this article, a test of a personality-congruency hypothesis using 307 Navy personnel in 10 job categories is reported, where personality measures were used to form two indices of work orientation; expressive, or desiring achievement and self-actualization while on the job, and instrumental, or requiring high financial reward from the job.
100 citations
99 citations
TL;DR: In this paper, the relative importance of job scope and individual differences in explaining job involvement was examined, and whether these variables have independent or interactive effect on job involvement and job satisfaction.
Abstract: This study examines the relative importance of job scope and individual differences in explaining job involvement. It further examines whether these variables have independent or interactive effect...
TL;DR: The perceptual set of the individual worker regarding the centrality of work as a life interest is shown to be related to a measure of job satisfaction as mentioned in this paper, and it was found that a feature of work that was relatively undesirable was so rated on the JDI, regardless of the CLI orientation.
TL;DR: In this article, seven conceptual models of the motivational properties of tasks are reviewed, and each model is examined in terms of its scope and specificity, and suggestions are offered for future research.
Abstract: There is no clear understanding of how jobs influence the level of employee motivation. A conceptual model is needed to guide research and provide greater insight into motivational implications of changes in the nature of jobs. Seven conceptual models of the motivational properties of tasks are reviewed. Each model is examined in terms of its scope and specificity. Suggestions are offered for future research.
TL;DR: This article found a significant relationship between task design and affective response measures for 784 middle-level executives and found that functional specialty moderated the relationship, while task design did not.
Abstract: Canonical analysis established a significant relationship between task design and affective response measures for 784 middle-level executives. Functional specialty moderated the relationship. It wa...
TL;DR: A number of individuals were helpful at various stages of the research, including the management of the dietary unit, which provided invaluable assistance throughout the course of the study.
Abstract: A number of individuals were helpful at various stages of the research. Dr. Mitchell Shapiro was instrumental during the early planning. Dr. Robert Banasik, the technical consultant to the hospital, informed us of the impending change and facilitated entry. Numerous individuals conducted interviews and helped to prepare the data. The management of the dietary unit, Mrs. Keefe, Mrs. Vecozols, Mrs. Merryman, Mrs. Widder, and Mrs. Wilken, provided invaluable assistance throughout the course of the study. Finally, we would like to acknowledge the anonymous reviewers for their useful suggestions.
TL;DR: In this paper, the authors investigated the relationship between certain aspects of job satisfaction and organizational role congruence for selected college administrators, using data from 211 college administrators in the US.
Abstract: This study investigates the relationship between certain aspects of job satisfaction and organizational role congruence for selected college administrators. Data from 211 college administrators in ...
TL;DR: In this paper, differences in employees' motivation and ability should be reflected in determining an appropriate type of job design, and the Expectancy/instrumentality theory of motivation provides a basis for explaining employees' responses to various job designs.
Abstract: Differences in motivational properties between job enlargement and job enrichment are investigated. Differences in employees' motivation and ability should be reflected in determining an appropriate type of job design. Expectancy/instrumentality theory of motivation provides a basis for explaining employees' responses to various job designs.
TL;DR: In this paper, the usefulness of job satisfaction measures in assessing job characteristics and in improving quality of working life is problematic, and it is shown that, whatever rigorous job satisfaction surveys are measuring, it is not the information needed to modify jobs and work in order to reduce employee frustration.
Abstract: The usefulness of job satisfaction measures in assessing job characteristics and in improving quality of working life is problematic. Public opinion polls and organizational surveys have shown high and stable levels of job satisfaction for many years, while signs of employee frustration and alienation have been increasing. Closer examination of this paradoxical finding leads to the conclusion that, whatever rigorous job satisfaction surveys are measuring, it is not the information needed to modify jobs and work in order to reduce employee frustration. To overcome flaws in the measurement of satisfaction for this purpose employees themselves need to be more involved in the measurement process. Recent experience with employee participation in action research on quality of working life is noted, and the extension and furtherance of this model is proposed.
TL;DR: In this article, the authors investigated whether there is a meaningful distinction among types of job separations and whether the nature of the separation is an important determinant of the consequences of job mobility.
Abstract: Our paper uses the wealth of information available in the NLS to expand on previous work in several ways. First, we investigate whether there is a meaningful distinction among types of job separations. Traditional analysis has categorized job separations as either employee-initiated (quits) or employer-initiated (layoffs). We question whether this dichotomy is correct. The National Longitudinal Survey data is especially useful for studying the relationship between wages and the probability of quitting. Most theoretical work on the determinants of job separation concludes that the probability of changing jobs is related to a reservation wage. The NLS data set allows us to test this relationship since it includes information on the individual's "hypothetical wage"-- that is, the wage required to induce the individual to accept another job. Given this information, we are able to compare the effects of different measures of the individual's price of time (e.g. the current wage and the reservation wage) on the probability of quitting. In addition, we analyze the role of human capital variables, job related characteristics and family background in the determination of job mobility. The analysis of the determinants of job separations in the cross-section naturally leads to an investigation of the relationship between previous separations and future separations. In particular, we consider whether such a relationship exists, and whether the nature of previous separations is a good predictor of the nature of future separations. Finally, we analyze the effects of job mobility on earnings and on job satisfaction. We distinguish between the immediate gains to mobility and the future gains to mobility, and also consider whether the nature of the separation is an important determinant of the consequences of job mobility.
TL;DR: A 1977 study on the decision-making involvement of nurses in the health care industry and the conceptualization of decisional participation was done by means of a construct contr...
Abstract: The article discusses a 1977 study on the decision-making involvement of nurses in the health care industry. The conceptualization of decisional participation was done by means of a construct contr...
TL;DR: Factor analysis showed that nursing educators ranked intrinsic factors such as responsibility, achievement, academic freedom, and autonomy as more important than extrinsic factors suchas faculty club, lounge, and dining room.
Abstract: In a study to determine nursing educators' perceptions of the general importance of given job characteristics to job satisfaction, a three-part questionnaire was sent to nursing educators in the 13 western states. The first section collected data on demographic variables, such as age and sex, which were correlated with perception of importance of job characteristics and job satisfaction. In the second section, the respondent rated the importance of job factors to job satisfaction and indicated his satisfaction with each factor in his present position. Section three contained open-ended questions about how nursing educators learn about available teaching positions, what job characteristics are given the most consideration before accepting a position, and reasons for resignations. Analysis of the data was accomplished through the use of Cooley and Lohnes' multivariate analysis of data package. Findings included: Personal contact with the institution and friends were frequent means of learning about positions in general and the position obtained in particular. Salary and geographic location were given the most consideration when choosing a job. Factor analysis showed that nursing educators ranked intrinsic factors such as responsibility, achievement, academic freedom, and autonomy as more important than extrinsic factors such as faculty club, lounge, and dining room. They tended to be more satisfied with the reputation of the school and their job security and less satisfied with promotion policies and class size. An open organizational climate was correlated with satisfaction with numerous job characteristics. Conversely, a closed organizational climate was correlated with dissatisfaction with those variables. The more generally satisfied a person was, the more likely that person was to remain with the institution. Conversely, one tended to be generally dissatisfied, if he was not satisfied with the variables, and was more likely to leave the institution. The characteristics of being a young, junior faculty member were correlated with planning to leave a first position because of dissatisfaction. Several canonical correlations indicated that educators tended to be dissatisfied with what they felt was important and satisfied with what they did not feel was important.
TL;DR: Analysis of a recent national survey shows that craftsmen are more job satisfied than other males in clerical, sales, and professional-technical occupations and that this variation is independent of a number of other variables.
Abstract: In contrast to earlier evidence that the relationship between level of occupation and job satisfaction is positive and monotonic, analysis of a recent national survey shows that craftsmen are more job satisfied than other males in clerical, sales, and professional-technical occupations and that this variation is independent of a number of other variables. Removal of occupational prestige modifies the occupation-job satisfaction relationship in a manner which suggests that job satisfaction may arise more from ascribed prestige than from such job characteristics as work autonomy, authority, and income.
TL;DR: It was hypothesized that job design is systematically related to employee satisfaction and job design variables included were: variety, task-identity, feedback, autonomy participation, learning, and information.
Abstract: It was hypothesized that job design is systematically related to employee satisfaction. The job design variables included were: variety, task-identity, feedback, autonomy participation, learning, and information. Subjects were 137 professional and nonprofessional employees of 22 agencies providing services to children. Agencies included mental health facilities, visiting nurse associations, residential care settings, and foster placement and adoption agencies. The hypothesis was supported. The correlations between specific jog design variables and work satisfaction were examined.
TL;DR: In this paper, the authors investigate whether the nonmonetary aspects of job satisfaction are the same for unpaid workers as for paid workers, and find that the non-pay factors were as clearly discriminated in an unpaid population as in a paid population, and the order of importance of the nonpay factors of job-satisfaction was similar for both populations.
Abstract: In order to investigate whether the nonmonetary aspects of job satisfaction are the same for unpaid workers as for paid workers, job satisfaction as reported by 135 kibbutz members working in industrial firms was compared with that reported by 187 industrial employees from a similar industry in the private sector The nonpay factors were as clearly discriminated in an unpaid population as in a paid population, and the order of importance of the nonpay factors of job satisfaction was similar for both populations The results of the Job Description Index for the Israeli sample paralleled those of American samples, and it appears that the test can be used as a valuable tool in Israel Although the notion of the purely "economic man" has been modified by the human relations movement to include recognition of man's ego, growth, and social needs, it is generally agreed that money plays a major role in determining the worker's job satisfaction This viewpoint is best summarized by Opsahl and Dunnette (1966), who noted, "Few would disagree that money has been and continues to be the primary means of rewarding and modifying human behavior in industry" (p 100)