Showing papers on "Job performance published in 1969"

Organizational Role as a Risk Factor in Coronary Disease.

Abstract: This article reviews recent publications in the medical journals which suggest that organizational roles, particularly overloading roles, are a significant risk factor in the etiology of coronary disease.' It also presents data from a laboratory experiment directed toward this problem. It is concluded, both from the literature review and from the laboratory experiment, that overloading roles can exert a marked deleterious effect upon the health of overloaded individuals. In addition, it is suggested that organizational roles, whether overloading or not, exert their most harmful effect upon those organizational members who experience the lowest job satisfaction.

Source of variation in job and life satisfaction: The role of community and job-related variables.

Abstract: Several hypotheses relevant to the analysis of the effects of community characteristics on job satisfaction were tested. The 5s were 390 male and 80 female white-collar workers employed by the same company and living in two company towns in Canada. The two towns differed along certain dimensions. Predictions were made regarding the differences in reactions by the workers to these two communities. Predictions were also made regarding the relationship between responses to the communities and responses to general job and life satisfaction. Sex differences were present but the data supported the hypotheses. A discussion of the relevance of these data for job satisfaction and motivation theory is presented. Several articles have appeared recently which analyze the role played by environmental variables in determining job satisfaction and motivation. These studies (Blood & Hulin, 1967; Hulin, 1966; Hulin & Blood, 1968; Katzell, Barrett, & Parker, 1961; Kendall, 1963; Turner & Lawrence, 1965) used traditional S-R paradigms. In some of these studies characteristics of the community in which the plant being studied was located were assessed by means of data from census tracts (to index such variates as cost of living, standard of living, slums, extent of urbanization, etc.) or state-publish ed population figures (to index town size). These community characteristics have been used to predict either workers' satisfaction with various aspects of the job, behaviors in the job situation, or the relationship between satisfaction and job characteristics. The results indicate that community characteristics can be used very effectively as predictors of mean responses to the job and as moderators of relationships between job characteristics and worker responses. Individual differences in preferences for work role outcomes can be predicted using such community variables (Blood & Hulin, 1967; Hulin & Blood, 1968; xThe author would like to thank H. Peter Dachler, Linda Yarham, and the officials of the company involved for their help and cooperation in &e research described in this paper and George Graen and Harry Triandis who read and commented on an earlier draft. Requests for reprints should be sent to the author, Department of Psychology, University of Illinois, Urbana, Illinois 61801.

Conceptual and Operational Problems in the Measurement of Various Aspects of Job Satisfaction.

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

Effects of Different Patterns and Degrees of Openness in Superior-Subordinate Communication on Subordinate Job Satisfaction

Abstract: The article presents a comment on an earlier article titled “Effects of Different Patterns and Degrees of Openness in Superior-Subordinate Communication on Subordinate Job Satisfaction” by R. Burke...

The rated attribute requirements of job elements in the position analysis questionnaire

Abstract: : The report describes one phase of a research program which is, in part, directed toward synthetically establishing job requirements by the use of a structured job analysis format and the rated attribute requirements of each of the job elements comprising the format. The phase described in this report involved: (1) the selection of human attributes relevant to job performance; (2) the obtaining of ratings of the relevance of those attributes to the job elements of the position analysis questionnaire; (3) the analysis of the reliability of such ratings; and (4) the derivation of attribute requirements profiles for the individual job elements on the basis of several sets of ratings. (Author)

Job performance aids research, summary and recommendations

Abstract: : The experimental evidence, to date, indicates that great savings both in system maintenance efficiency and in training efficiency can be obtained by well designed job performance aids. The purpose of the report is to summarize findings, to compare the scope of each of the important efforts, to identify areas of difficulty in implementing research findings, and to make recommendations for an implementation program that will obtain immediate as well as long range gains.

Intellectual and personality factors in effective child care workers

Abstract: Psychological tests were administered to child care workers in a residential treatment center; supervisors rated them on personality traits and job performance. Correlations reveal some predicted and some unanticipated associations between IQ, supervisors' ratings, workers' self-ratings, and findings from projective tests.