Showing papers on "Job performance published in 1971"
2,418 citations
TL;DR: In this paper, the determination and correlates of scienti city's identification with the organization has been recognized as an important factor for understanding work behavior, and a study analyzes the determination of scientic...
Abstract: Recently, employees' identification with the organization has been recognized as an important factor for understanding work behavior. This study analyzes the determination and correlates of scienti...
340 citations
124 citations
TL;DR: Expectancy theory suggests that an individual's behavior can be predicted from the degree to which the behavior is instrumental for the attainment of outcomes multiplied by the evaluation of these outcomes as discussed by the authors.
113 citations
107 citations
IBM1
TL;DR: In this article, ratings of satisfaction and importance for the job content and context factors and overall job satisfaction were obtained from 200 engineers and 153 assemblers, and the conclusion is that both theories represent oversimplifications.
Abstract: Herzberg's theory was tested using Darley and Hagenah's rationale relative to occupational level. Ratings of satisfaction and importance for the job content and context factors and overall job satisfaction were obtained from 200 engineers and 153 assemblers. The proposed job factor dichotomy was not supported. However, satisfaction with the content factors made the greatest contribution to overall job satisfaction, regardless of occupational level. Conversely, ratings of job factor importance were a function of occupational level; content aspects were most important for engineers, and context for assemblers. Several demographic variables failed to influence the findings. The conclusion is that both theories represent oversimplifications. Recent job satisfaction research has been strongly influenced by the theory proposed by Herzberg, Mausner, and Snyderman (1959), which is based on a content-context job factor dichotomy. The main hypothesis states that favorable feelings toward content factors, like achievement, contribute primarily to overall job satisfaction, but do not generally contribute to job dissatisfaction per se. Hence, content factors act mainly as satisfiers. Conversely, positive feelings toward context aspects, like job security, contribute to neutralizing dissatisfaction, but do not generally contribute to job satisfaction per se. Thus, context factors act mainly as dissatisfiers . Moreover, these diverse and curvilinear relationships are asserted to hold regardless of occupational level. The results of research directed at the twofactor theory have been mixed. In essence,
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61 citations
TL;DR: In this article, the authors evaluated the relationship between satisfaction and performance in terms of static and dynamic research designs and found that cross-lag correlations indicated support for the Porter-Lawler model as opposed to the human relations model.
59 citations
TL;DR: In this paper, the authors compared the need satisfaction of 87 1st line supervisors with 123 top and middle managers and related need satisfaction to job performance in a steel mill and found that need satisfaction was correlated with job performance.
Abstract: Compared the need satisfaction of 87 1st line supervisors with 123 top and middle managers and related need satisfaction to job performance. A questionnaire was used to collect the data from managers in a steel mill. Findings support the E. Lawler and L. Porter (see pa, vol. 42:3043) model relating
01 Aug 1971
TL;DR: The authors found that among several levels of managers in a particular financial institution, the perceived contingencies between performance and organizational responses were factorable into the responses of the managers, and that the perceived responses were correlated with the perceived performance.
Abstract: This study has found that among several levels of managers in a particular financial institution, the perceived contingencies between performance and organizational responses were factorable into t...
TL;DR: In this paper, a 120-item moderator was empirically developed to test the thesis that different individuals perceive the same ambiguous job elements differently (as inputs or outcomes); this, in turn, either facilitates or attenuates the predicted main effects of under and over-reward in terms of job performance and attitudes.
TL;DR: The authors found that teachers in flat organizations perceived higher job satisfaction than their counterparts in tall and medium organizational types in three areas: community prestige, professional authority, and participation in determining school goals.
Abstract: Tall, medium, and flat public school organizations were tested for possible effects on job satisfaction of teachers. Comparisons between teacher groups in each of the three structural types showed significant differences in job perceptions. Although these differences were inconsistent in all areas tested, teachers in flat organizations perceived higher job satisfaction than their counterparts in tall and medium organizational types in three areas: community prestige, professional authority, and participation in determining school goals. Generally, the more administrative levels existing between higher administrative positions and teaching positions, the more these positions were perceived by the incumbents as restrictive, regimented, and formalized.
01 Jan 1971
TL;DR: In this paper, it is suggested that modification of performance quality may readily be understood as the behavioral consequences of modifying performance quality, rather than only emphasizing statistical techniques to control performance quality.
Abstract: Rather than only emphasizing statistical techniques to control performance quality, it is suggested that modification of performance quality may readily be understood as the behavioral consequences...