Showing papers on "Job performance published in 1970"
TL;DR: For example, this article found that job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort.
Abstract: Administered questionnaires to 291 scientists working in research and development laboratories. Results of a factor analysis indicate that job-involvement attitudes, higher order need-satisfaction attitudes, and intrinsic-motivation attitudes should be thought of as separate and distinct kinds of attitudes toward a job. These 3 types of attitudes related differentially to job design factors and to job behavior. Satisfaction proved to be related to such job characteristics as the amount of control the job allowed the holder and the degree to which it is seen to be relevant to the holder's valued abilities. Satisfaction was not related to either self-rated effort or performance. Job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort. Intrinsic motivation was less strongly related to the job characterisitcs measured, but was more strongly related to both effort and performance than was either satisfaction or involvement. (15 ref.) (PsycINFO Database Record (c) 2006 APA, all rights reserved)
885 citations
TL;DR: In this paper, a study of the personal dynamics of the process of organizational identification in the U.S. Forest Service was conducted, and it was hypothesized that identification increased as a function of time and commitment to a pivotal organizational goal.
Abstract: This is a study of the personal dynamics of the process of organizational identification in the U.S. Forest Service, an organization noted for the high degree of organizational identification of its members. It was hypothesized and found that identification increased as a function of time and commitment to a pivotal organizational goal, public service. Organizational position, with tenure held constant, did not relate to identification. It was further found that several personal characteristics suggestive of a service orientation were related to identification. It was also hypothesized and found that identification is related to the member's higherorder need satisfactions. There appears to be a process whereby (1) serviceoriented individuals are attracted to and recruited by the Forest Service, (2) service-oriented members are likely to identify strongly with the Service, and (3) this identification results in intrinsic need satisfactions.
664 citations
TL;DR: In this paper, the authors present a theoretical rationale for understanding the relationship between job satisfaction and job performance, and argue that job satisfaction is the direct result of the individual's specific task or work goals and that these goals are, in turn, determined by individual's values, knowledge, and beliefs in the context of the situation as he understands it.
359 citations
195 citations
158 citations
121 citations
TL;DR: In this article, the authors examined job characteristics and three job pressures in 22 research and development laboratories as possible correlates of organizational effectiveness and the need satisfactions and job involvement of researchers in the laboratories.
Abstract: Job characteristics and three job pressures were examined in 22 research and development laboratories as possible correlates of organizational effectiveness and the need satisfactions and job involvement of researchers in the laboratories. Job challenge and responsibility for dealing with customers were related to quality pressure and to financial responsibility pressure. Job challenge was also related to need satisfaction. Quality pressure, a professional concern, and financial responsibility pressure, an organizational concern, were both related to organizational performance. Quality pressure was also related to job involvement, so that this pressure was functional for both the individual and the organization. Financial responsibility pressure was seen as the professional's adaptation to organizational values.
113 citations
TL;DR: This paper pointed out that there must be at least five thousand studies in the literature that were concerned with job attitudes and that most of these studies have had as their major focus job satisfaction.
Abstract: Industrial psychologists have been seriously concerned with the measurement, interpretation and implications of job attitudes ever since the Western Electric Studies (Roethlisberger and Dickson, 1939). When Herzberg et al. (1957) reviewed the literature as of 1955, they pointed out that there were severed thousand studies in the psychological literature that were concerned with job attitudes. At the present time there must be at least five thousand studies in the literature. Most of these job attitude studies have had as their major focus job satisfaction.
98 citations
TL;DR: In this article, the authors provide information on factors affecting the social and psychological conditions of workers, including functional specialization, assessment of work attitudes and job satisfaction, and effect of labor mobility on working environment.
Abstract: Provides information on factors affecting the social and psychological conditions of workers. Discussion of functional specialization; Assessment of work attitudes and job satisfaction; Effect of labor mobility on working environment. (Abstract copyright EBSCO.)
90 citations
TL;DR: In this paper, the authors present a critical analysis of Fiedler's Contingency Model of Leadership Effectiveness, and various solutions are suggested to improve the model's performance.
Abstract: The authors present a critical analysis of Fiedler's Contingency Model of Leadership Effectiveness. These criticisms are discussed and various solutions are suggested.
TL;DR: The obtained relations among predictors, and between predictors and criteria of performance, have implications for the establishment of an effective performance-reward feedback system by which superiors could motivate subordinates.
TL;DR: In this paper, the authors examined the role diversity-operationalized by the number of relevant role senders-job level, subunit size, and company size as determinants of perceived managerial satisfaction.
Abstract: Role diversity-operationalized by the number of relevant role senders-job level, subunit size, and company size are examined in this paper as determinants of perceived managerial satisfaction. Perceived need satisfaction, need fulfillment deficiency, need importance, and possibility of need fulfillment serve as the dependent variables. Role diversity and job level are found to be more significantly related to need satisfaction and possibility of need fulfillment than subunit or company size. Results are interpreted in the context of role theory and previous research by Porter. Administrative implications are suggested in the areas of reward system design and managerial motivation.
TL;DR: Wood and LeBold as discussed by the authors presented a survey of 3,000 engineering graduates in the U.S. and found that job satisfaction is multidimensional and that a general job characteristic factor and a specific factor, Professional Challenge, tend to be most related to overall job satisfaction.
Abstract: The unidimensional versus the multidimensional nature of professional job satisfaction with specific reference to Herzberg's two-factor theory of satisfiers and dissatisfiers are discussed. An overall job satisfaction index and 34 questionnaire items were evaluated by a national sample of over 3,000 engineering graduates; each engineer evaluated the personal importance of each item and the degree to which each characterized his current professional position. Factor analysis suggests that job satisfaction is multidimensional. A general job characteristic factor and a specific factor, Professional Challenge, tend to be most related to overall job satisfaction. Five other factors were also identified: Status, Autonomy, Professional Recognition, Interpersonal Relations and Supervisory Relations. Using item data on overall satisfaction, the two challenges, \"no ready-made solutions\" and \"keeping abreast of latest developments\" in addition to \"time for family\" were examined using function, field, degree level, year of B.S. graduation, and industrial classification of employer to illustrate the complex nature of job values and perceptions. The curvilinear nature of job values are examined and alternative techniques of multivariate analysis are suggested. *Paper presented at the Annual Conference of the Indiana Manpower Research Association, 1-burs-day, November 30, 1967. THE MULTIVARIATE NATURE OF PROFESSIONAL JOB SATISFACTION By Donald A. Wood and William K. LeBold Purdue University Two major developments tend to emphasize the importance for examining professional work attitudes. (1) the increasing demand for professional services in the U.S. labor force (Occupational Outlook Handbook, 1966-67) and (2) the impact of technological change on skills and knowledge required of professionals. With these developments have come changes in the professional salary structure and increased professional involvement in large organizational complexes (Hansen, 1963). The impact of these and other modifications on the professional can often best be evaluated by determining how he feels toward his job and the context in which it is found. Fully understanding the complexities of these reactions and attitudes assumes great consequence if efforts to avoid professional alienation and dissatisfaction in times of technological and economic change are to be successful. Traditionally, job satisfaction has been interpreted as a unidimensional concept. This viewpoint assumes that any positive job-related or environmentally-related element offering satisfaction to a worker would create dissatisfaction in its absence. As a result, the unidimensional theory requires only an overall job satisfaction measure. Herzberg's (1959) two-factor job satisfaction theory was the first significant step toward a multidimensional description of job attitudes at the professional level. Herzberg concluded from his study of engineers and accountants that only intrinsic work elements called satisfiers (recognition, achievement, accomplishment, responsibility, and advancement) could generate
01 Jan 1970
TL;DR: In this article, the authors employed a global measure for job satisfaction on the following ten work and worker related variables: affective commitment, continuance commitment, job involvement, job autonomy, job feedback, role clarity, role conflict, age, organizational tenure and job tenure.
Abstract: This study employs a global measure for job satisfaction on the following ten work and worker related variables: affective commitment, continuance commitment, job involvement, job autonomy, job feedback, role clarity, role conflict, age, organizational tenure and job tenure. A survey was conducted to investigate how much of the variance in job satisfaction can collectively be explained by these variables in a Malaysian academic library setting. The survey was administered on 279 academic librarians from eight university libraries in West Malaysia. Findings were based on the responses from 139 usable questionnaires. The findings revealed that only six of the ten work and worker related variables were significantly correlated with job satisfaction: affective commitment, job autonomy, job performance feedback, role conflict, role clarity and organizational tenure. Findings also revealed that of these six correlates, only two have predictive relationship with job satisfaction: affective commitment and organizational tenure. Collectively these two predictors explain about 26% of the variance in job satisfaction. Although this study did not examine all the possible correlates and predictors of job satisfaction that have been identified in the organizational behavior/psychology and management literature, it nevertheless provides an empirical glimpse of the job satisfaction phenomenon among Malaysian academic librarians.
IBM1