Showing papers on "Job design published in 1980"
TL;DR: In this paper, three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance, and found that architectural privacy was correlated with job satisfaction and performance.
Abstract: Three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance. Results of all three studies showed architectural priva...
342 citations
TL;DR: One hundred and eight recent Master's of Business Administration graduates were surveyed immediately after accepting jobs and again 6 months later as discussed by the authors, and the results showed both intrinsic and extrinsic decision factors to be positively related to subsequent satisfaction and commitment.
Abstract: One hundred and eight recent Master's of Business Administration graduates were surveyed immediately after accepting jobs and again 6 months later. It was hypothesized that subjects who made job choices on intrinsic bases (e.g., intrinsic interest in the job, opportunity for advancement) would be more satisfied and committed than those who made the decision based on extrinsic factors (e.g., external pressures such as family concerns and preference for geographic location). Results showed both intrinsic and extrinsic decision factors to be positively related to subsequent satisfaction and commitment. Canonical correlation analysis showed an extrinsic job feature (salary) to be positively related to future tenure intention and negatively related to job satisfaction. These findings suggest that job satisfaction and commitment may be related to both the intrinsic and extrinsic factors considered when the original job choice is made. In a recent article on organizational entry, Wanous (1977, p. 601) noted that much of the research literature on job choice was organizationally rather than individually oriented, that is, focused on the organizational activities associated with recruitment and selection rather than on the individual choice process. Although representatives of organizations need to devise methods for attracting and choosing new members, the individual must also make a decision to choose one firm and job over others offered. On what basis does an individual make this decision? The field of vocational psychology has contributed much to our understanding about how individuals choose particular occupations (e.g., Crites, 1969; Holland, 1973). The selection of an occupation, however, is typically a more extended process than the decision to accept a job. The latter activity, as Wanous (1977) observed, is far more of a conscious personal decision than the lengthy process involved in entering an occupation. Occupational entry is often in
241 citations
TL;DR: In this article, two types of explanation for the generally high level of job satisfaction reported by workers holding manual or routine jobs are distinguished on the basis of the degree to which they emphasize the values and needs of such workers as opposed to relying upon the worker's accommodation to limited job opportunities.
Abstract: Two types of explanation for the generally high level of job satisfaction reported by workers holding manual or routine jobs are distinguished on the basis of the degree to which they emphasize the values and needs of such workers as opposed to relying upon the worker's accommodation to limited job opportunities. The former, "dispositional," approach involves theoretical assumptions compatible with a Durkheimian social theory; the "situational" approach is characteristic of a more Marxian set of theoretical assumptions. Data from a national sample of workers are analyzed to show that perceived intrinsic and extrinsic sources of satisfaction have powerful effects on overall job satisfaction irrespective of educational background and that intrinsic satisfaction is a powerful determinant of overall satisfaction among members of occupational groups, while extrinsic sources of satisfaction vary in importance among different groups. Entrinsic satisfaction is shown to be much more important as a determinant of o...
202 citations
TL;DR: The amount of self-regulation and the perceived degree of autonomy are shown to be critical variables that link technology and job redesign principles.
Abstract: This paper proposes a theoretical model of technology that consists of three elements: workflow predictability, task predictability, and job interdependence. Various configurations of these three elements can be formed into "cells" that describe different technologies. The different modes of managerial control and self-regulation associated with each cell are discussed. The paper then combines the technology model with Hackman and Oldham's model of job redesign to form an integrated technology/job redesign model. Various relationships between technology and job characteristics are explored. A major conclusion develops from this discussion: in order to change the job characteristics that are associated with a target work system, the unavoidable introduction of uncertainty is necessary. The amount of self-regulation and the perceived degree of autonomy are shown to be critical variables that link technology and job redesign principles.
198 citations
TL;DR: In this article, the authors tested four assumptions: satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered.
Abstract: The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects (n= 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.
192 citations
TL;DR: In this article, the lack of consistent findings on the satisfaction performance relationship is explained as an aggregation problem, and the authors suggest that specific attitude measures should be related to specific job behaviors, while general satisfaction measures are related to the favorableness or unfavorableness of an individual's total set of work-related behaviors.
Abstract: The lack of consistent findings on the satisfaction performance relationship is explained as an aggregation problem. I suggest that specific attitude measures should be related to specific job behaviors, while general satisfaction measures should be related to the favorableness or unfavorableness of an individual's total set of work-related behaviors.
189 citations
TL;DR: In this article, the influence of organizational recruiting on applicants' attitudes and job choice behaviors is examined. But, limitations of existing research necessitate caution in the interpretation of findings, and the likely generalizability of results presented here to all job seekers.
Abstract: The present paper reviews the research that has examined the influence of organizational recruiting on applicants' attitudes and job choice behaviors. It was found that recruiting representatives, administrative practices, and procedures used to evaluate applicant qualifications are all potentially important influences on job seeker attitudes and behaviors. However, limitations of the existing research necessitate caution in the interpretation of findings. Of particular concern is the likely generalizability of results presented here to all job seekers. The review concludes with recommendations for the conduct of subsequent recruiting research.
189 citations
TL;DR: In this paper, the determinants of job satisfaction for male and female workers were investigated, and there is strong evidence of a direct connection between day-to-day job conditions and workers' satisjaction, regardless of gender.
Abstract: This study investigates the determinants of job satisfaction for male and female workers. There is strong evidence of a direct connection between day-to-day job conditions and workers' satisjaction, regardless of gender. Furthermore, causal models demonstrate that the effect ofjob conditions on job satisfaction is not the result of selective entry of workers into particular occupations or people adjusting performance on the job according to current satisfaction with their work. Although both men and women evaluate their jobs in terms of the immediate work environment, there are differences m the particular job conditions that influence their assessments. Some of these differences can be related to individual work values that may alter the subjective nature of work experiences. However, the nature of particular jobs and potential sources of gratification also suggest explanations for differential reactions to specific job conditions.
163 citations
TL;DR: This paper examined the extent to which variations in the perceptions of job characteristics may be associated, not with objective task characteristics, but with perceptual biases refl ecting the perception of the task characteristics.
Abstract: The study reported here examines the extent to which variations in the perceptions of job characteristics may be associated, not with objective task characteristics, but with perceptual biases refl...
123 citations
117 citations
TL;DR: In this article, the impact of managerial behavior on several variables reflecting constructs felt to be important to understanding subordinate motivation was examined, including effort expenditure, the perception of organizational contingencies, and most facets of job satisfaction.
Abstract: This study examines the impact of managerial behavior on several variables reflecting constructs felt to be important to understanding subordinate motivation. Data from a sample of 231 professionals and 15 assistant managers employed in the production department of a large information processing organization were found to support the role of supervisor behaviors in influencing effort expenditure, the perception of organizational contingencies, and most facets of job satisfaction. Supervisor behaviors were also related to job performance as well.
TL;DR: In this article, a model predicting relationships among individual, task design, and leader behavior variables was examined for 171 employees of a large manufacturing firm, and the results revealed significa...
Abstract: A model predicting relationships among individual, task design, and leader behavior variables was examined for 171 employees of a large manufacturing firm. Correlational analyses revealed significa...
TL;DR: The authors investigated the causal relationship between life and job satisfaction in a sample of males and females working in a variety of jobs and found that the life satisfaction causes job satisfaction hypothesis is more tenable than the reverse.
TL;DR: In this paper, a model categorizing job characteristics into action and information components was fitted to data from samples of shop, office, and management personnel, and the results showed that the effects of job characteristics on individual outcomes such as job satisfaction may be contingent upon the organizational setting.
TL;DR: Two theoretical extensions to the Hackman and Oldham (1976) job characteristics model of work motivation describe the relationship between job scope and psychological response as curvilinear,... as mentioned in this paper.
Abstract: Two theoretical extensions to the Hackman and Oldham (1976) job characteristics model of work motivation describe: (1) the relationship between job scope and psychological response as curvilinear, ...
TL;DR: Student personnel work is seen as satisfying but not always important on campus.
Abstract: Student personnel work is seen as satisfying but not always important on campus.
TL;DR: In this article, a study was conducted at the National Aeronautics and Space Administration's Goddard Space Flight Center of men whose jobs were eliminated due to a reduction in the labor force (RIF).
TL;DR: In this paper, the authors investigated whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone, and they found that job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes was less than 3 percent of variance.
Abstract: The main aim of the study was to investigate whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone. The perceived and desired job attributes of skill-utilization, influence, variety, pressure and social interaction were measured for a cluster sample of 1383 employees in metropolitan Adelaide. The sample was a representative one with respect to occupation, sex and national origin. The congruency hypothesis was supported for the attributes of skill-utilization and variety but not for influence, pressure or social interaction. Perceived job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes accounted for less than 3 per cent of variance. If job values are defined as desired attributes of an employee's job system, the results indicated that the importance of job values as predictors of job satisfaction has been overestimated in theories of work values. Implications of the findings for job redesign were briefly discussed.
TL;DR: This book represents yet another attempt to move away from seeing an information system, whether for constraining, monitoring or supporting decision-making, as a system which can be theorised about, designed and packaged in vacuo.
Abstract: This book represents yet another attempt to move away from seeing an information system, whether for constraining, monitoring or supporting decision-making, as a system which can be theorised about, designed and packaged in vacuo. The view taken here is that the nature of the behaviour (and performance) with which such systems are associated is inextricably linked with the social and complex nature of the larger organisational context in which they operate. Even the man/machine view has to enlarge to the organisation/system view and for some purposes to the yet larger social context/system view (e.g. most obviously in countries in which some form of co-determination laws operate). It is necessary to take this larger view of the information system not only in determining the form that the system finally takes but also in the nature of the process by which it is designed. Furthermore, since it can be argued that today's systems take their current form (and purpose) to some extent because they are derived from previous manual operation, how can we determine the form (and purpose?) of systems which are uniquely suited to computer operation without taking such a larger view? Functions ascribed by the analyst will not do. The book, like a number of others produced by North-Holland on this topic, consists of the papers and edited discussions presented at an international conference. The eclectic nature of such volumes inevitably makes it difficult for the reader to distil a totally coherent view of their individual subject matters, let alone identify prescriptions for action. No doubt the degree of coherence of the material in a particular volume reflects the current state of the art on the one hand and the programme committee chairman's grip on his committee and authors on the other. On the evidence Bjorn-Anderson had a strong grip and the book focuses tightly upon the social aspects of computers and upon some possible ways of mitigating their less predictable effects. These are considered via the level of the individual's perception of his job, via the nature of the organisation's political system, via the distribution of power and via unemployment, etc. at the society level. Solutions are seen to lie, for example, in participative job design, in deeper union involvement in design, in the broader education and greater professionalisation of the systems analyst, in treating systems wholistically and, for some, in the ultimate disappearance of the analyst altogether via emphasis on user-developed systems?the ultimate in participation. A worthwhile addition to the bookshelf.
TL;DR: In this paper, the effects of social influence on perceptions of job dimensions, manifest needs, and job attitudes were examined in a study of 113 engineers, and there is evidence for a statistically significant effect of group membership on both needs and job dimensions.
Abstract: The effects of social influence, as represented by work-group membership, on perceptions of job dimensions, manifest needs, and job attitudes are examined in a study of 113 engineers. There is evidence for a statistically significant effect of group membership on both needs and job dimensions. In turn, job dimensions, group membership, and job behaviors affect the development of job attitudes. The data provide support for a social information processing approach to analyzing attitudes and other personal constructs in work organizations.
TL;DR: In this paper, the influences of both manipulated enrichment informational cues and individual differences on subjective job perceptions were examined, and the results indicated that both the manipulation and individual divergences were correlated with job perceptions.
Abstract: The influences of both manipulated enrichment informational cues and individual differences on subjective job perceptions were examined. Results indicate that both the manipulation and individual d...
TL;DR: The authors investigate the implications of an information-processing approach to job design and suggest a possible model for the study of perceptual and judgmental processes involved in employees' reactions to their jobs.
Abstract: Confusion in recent job design research may stem from a lack of attention being paid to perceptual and judgmental processes involved in employees' reactions to their jobs. In this paper I investigate the implications of an information-processing approach to job design and suggest a possible model for the study of these processes.
TL;DR: One hundred ninety-eight brand managers were examined on four important role decisions: role conflict, role clarity, job tension, and job satisfaction as discussed by the authors, and significant relationships were found only for involvement with product decisions and level of contact on the job satisfaction dimension.
Abstract: One hundred ninety-eight brand managers were examined on four important role decisions: role conflict, role clarity, job tension, and job satisfaction. Role conflict was significantly related to role clarity, job tension, and job satisfaction. Role clarity was related to job tension and job satisfaction at significant levels and job tension was significantly related to job satisfaction. All relationships occurred in the expected directions. Four independent variables were analyzed with these four role dimensions: personal factors, organizational factors, involvement with product decisions, and level of contact with interfaces. Significant relationships were found only for involvement with product decisions and level of contact on the job satisfaction dimension.
TL;DR: In this paper, the authors examined the moderating effects of employee higher order need strength (HONS) on the relationship between job performance and job satisfaction, and found that job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS.
Abstract: This study examines the moderating effects of employee higher order need strength (HONS) on the relationship between job performance and job satisfaction. Data were collected from a sample of 123 non-supervisory employees in a large retail-drug organization in the Midwest. Moderated regression and subgroup analyses were performed on the data, and the results provide support for the moderating role of HONS. Specifically, job performance is positively related to intrinsic as well as extrinsic sources of job satisfaction for strong HONS individuals while no such relation is found for individuals with weak HONS. Implications for work motivation and task design are discussed.
TL;DR: In this paper, a laboratory experiment was conducted to test the moderating effects of Protestant Ethic, Growth Need Strength, Need for Achievement, and Arousal-Seeking Tendency on task design relationships.
TL;DR: The authors investigated the reliability and validity of the Job Diagnostic Survey [JDS] using ratings of the job incumbents, their immediate supervisors, and informed nominated coworkers, and provided a partial test of the Hackman and Oldham (1976) theory of job design using these multiple job ratings.
Abstract: This study investigated the reliability and validity of the Job Diagnostic Survey [JDS] using ratings of the job incumbents, their immediate supervisors, and informed nominated coworkers. It also provides a partial test of the Hackman and Oldham (1976) theory of job design using these multiple job ratings. Results show that previously found psychometric addequacy of the JDS and empirical support of the theory using only job incumbents can be generalized to nonincumbent job ratings. However, the magnitude of the relationships declines as one moves from the incumbents' job ratings.
TL;DR: In this paper, the authors show that moderated regression analysis is superior to a subgroups analysis for the research questions being asked by investigators interested in job design research, and they conclude that it is better than a subgroup analysis for most of the problems.
Abstract: Applications of moderated regression analysis in five areas of job design research are described and fully illustrated with actual survey data. The five areas of research have received some attention in the literature over the past 10 years. Arguments for the selection of moderated regression over the more common subgroups analysis are presented. We conclude that moderated regression analysis is superior to a subgroups analysis for the research questions being asked by investigators interested in job design research.
TL;DR: A study designed to asses the cross-sample stability of the job characteristics inventory (JCI) finds that the JCI could have utility for task design research.
Abstract: The article discusses a study designed to asses the cross-sample stability of the job characteristics inventory (JCI). According to the author, the JCI could have utility for task design research. ...
TL;DR: This article examined the relationship between job source and subsequent work experiences and found that those relying on formal job sources tended to work in higher-level occupations and in jobs more closely related to their training than their counterparts who used other job sources.
TL;DR: The authors discuss several conceptual and methodological inadequacies that may account for these results and review evidence supporting the potential value of individual-difference research within the job design field, and discuss the importance of individual differences in the context of job design.
Abstract: White [1978], in a recent review, has focused attention on the modest and inconsistent findings often evident in earlier job design moderator research. In this paper, we discuss several conceptual and methodological inadequacies that may account for these results and we review evidence supporting the potential value of individual-difference research within the job design field.