Showing papers on "Job performance published in 1973"
TL;DR: The effects of organizational climate on job performance and satisfaction as well as the effects of interactions between climate and individual needs on performance as discussed by the authors have been examined for 76 managers from two organizations and it was found that climate was influenced by both the overall organization and by subunits within the organization.
612 citations
01 Jul 1973
Abstract: Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)
497 citations
TL;DR: In this paper, the authors found that expectancy attitudes were significantly related to some measures of effort and performance, such as ability and role perception, and this led to a significant multiple correlation with performance.
327 citations
TL;DR: In this article, a field experiment was conducted in a telephone company to assess the effects of a realistic job preview vs an unrealistic (i.e., "traditional" or "traditional") preview.
Abstract: A field experiment was conducted in a telephone company to assess the effects of a realistic job preview vs an unrealistic (i.e., “traditional”) preview. Of 80 newly hired female telephone operators, those who saw a realistic job preview film subsequently had more realistic job expectations, fewer t
266 citations
221 citations
197 citations
TL;DR: In this article, a study of the relationship of the received role (that is, a person's perceptions of what other organization members expect of him) to satisfaction with one's job presents four plausible models based on four variables: role accuracy, compliance, performance evaluation, satisfaction.
Abstract: This study of the relationship of the received role (that is, a person's perceptions of what other organization members expect of him) to satisfaction with one's job presents four plausible models based on four variables: role accuracy, compliance, performance evaluation, satisfaction. These models are evaluated by the Simon-Blalock technique according to how well they fit correlational data from a field study. Compliance and performance evaluation are shown to be important variables mediating the relationship between role accuracy and satisfaction. A revised model is presented that treats rewards and performance separately.'
168 citations
TL;DR: This paper investigated the relationship between participation in decision-making and job involvement for subsamples of employees from six manufacturing organizations and found that job involvement was significantly correlated with personal background, personal background and job behavior.
146 citations
137 citations
TL;DR: The authors explored role assimilation processes by the use of repeated assessments of critical variables at several points in time during the first few months tenure of new employees, and discovered role orientation as an important variable in understanding the assimilation process.
127 citations
TL;DR: In this paper, a model for job attitudes and job performance is proposed which hypothesizes that relationships occur in situations where job behaviors are primarily worker controlled, and data collected in two union representation elections are presented as a test of the proposition that when an employee is free of situational constraints in choosing among behavioral alternatives, his attitudes predict his performance.
TL;DR: A telephone company project to redesign the job of directory assistance operator was studied in order to determine the effects on workers of "job enrichment" programs as mentioned in this paper, which increased the amount of variety and the decision-making autonomy in the operator's job.
Abstract: A telephone company project to redesign the job of directory assistance operator was: studied in order to determine the effects on workers of “job enrichment” programs. The change increased the amount of variety and the decisionmaking autonomy in the operator's job. However, no change in work motivation, job involvement, or growth need satisfaction occurred as a result of the changes; instead, the changes had a significant negative impact on interpersonal relationships. After the changes, the older employees reported less satisfaction with the quality of their interpersonal relationships, and those supervisors whose jobs were affected by the changes reported less job security and reduced interpersonal satisfaction. Implications of these findings for the theory of job redesign proposed by Hackman and Lawler (1971) are discussed.
TL;DR: Three ways of evaluating the quality of language translations were run: back translation, knowledge testing, and performance testing to demonstrate the impact of translation quality on performance, the value of working in one's native language, and the importance of providing high-fidelity translations where a complex task is to be done.
Abstract: Experiments were run to assess three ways of evaluating the quality of language translations: back translation, knowledge testing, and performance testing. Twelve professional English-to-Vietnamese translators processed approximately 10,000 words of technical material (i.e., a helicopter maintenance manual). Subjects took knowledge tests or performed a difficult maintenance task using translated materials. Vietnamese Air Force technicians and U.S. Army technicians served as primary subjects and controls, respectively. The analysis of back translations showed the frequency and types of translation errors that occurred. Knowledge test scores satisfactorily discriminated different quality levels of translations. The performance tests demonstrated (a) the impact of translation quality on performance, (b) the value of working in one's native language (vs. having to learn English), and (c) the importance of providing high-fidelity translations where a complex task is to be done.
TL;DR: Work values of 110 disadvantaged persons differ from those of 180 unskilled and semiskilled employees, identified biographical correlates of work values, and examined changes in work values following training as mentioned in this paper.
Abstract: This study described how work values of 110 disadvantaged persons differ from those of 180 unskilled and semiskilled employees, identified biographical correlates of work values, and examined changes in work values following training. When compared with regular employees, hard-core trainees placed less emphasis on the tendency to keep active on the job, taking pride in their work, and subscribing to the traditional Protestant Ethic, but placed more emphasis on making money on the job. Significant relationships were found between background characteristics and work values of the hard core. Changes in work values of disadvantaged subjects after 8 weeks of training did not differ from those of 2 52 controlled subjects (insurance agents and college students). Persons classified as disadvantaged or hard core represent a subculture of our society with an indigenous life style and value system. One aspect of this value system that is of particular interest to social scientists is the concept of work values-—an individual's attitude toward work in general rather than his feelings about a specific job. Many authors have speculated about the development of attitudes of the hard core, but they have presented few data to support their conclusions. From a series of intensive interviews of 600 middle- and working-class families in Chicago, Davis (1946) identified three factors that may produce the behavior and set of values characteristic of the ghetto subculture. First, the necessity for survival forces the child of the lower-class family to seek immediate gratification of the most basic physical needs (food, clothing, and shelter), and it inhibits his striving for less urgent goals. Second, Davis argued that when a person becomes
TL;DR: This article examined relationships between perceived participation in the budget process and both motivation to achieve the budget and level in the organizational hierarchy and found that the need for authoritaria and the desire for authority were correlated.
Abstract: This research examined relationships between perceived participation in the budget process and both motivation to achieve the budget and level in the organizational hierarchy. Need for authoritaria...
TL;DR: In this article, data on several types of assimilation variables was collected during the first five months of employment of 62 nonacademic employees of a large university and compared with those employees who rejected their organizational role and quit within a matter of months and those who remained on the job.
TL;DR: This paper assessed the relationship between job satisfaction, job involvement, and marital adjustment for married female teachers and their husbands and found that teachers and husbands follow different patterns concerning the job satisfaction-marital adjustment relationship and were more than moderately successful at preventing their job involvement from interfering with their marital adjustment.
Abstract: This study attempts to assess the relationships between job satisfaction, job involvement, and marital adjustment for married female teachers and their husbands. The two major conclusions of this study were: (1) teachers and their husbands follow different patterns concerning the job satisfaction-marital adjustment relationship, and (2) teachers and their husbands were more than moderately successful at preventing their job involvement from interfering with their marital adjustment. The results suggested the continued importance of distinguishing between attitudes (job satisfaction) and behavior (job involvement) when assessing the impact of work on family life.
01 Aug 1973
TL;DR: In this paper, the relationship between job satisfaction and employee performance is investigated and it is suggested that employee performance leads to better job satisfaction, while job satisfaction is correlated with job satisfaction.
Abstract: The article reports on the relationship between job satisfaction and employee performance. The author focuses on proving that employee performance leads to ob satisfaction. It is suggested that emp...
TL;DR: In this article, the possibility of employing the indirect feedback contained within a superior's behavior to obtain information about the relative effectiveness of current performance is explored, and the results demonstrate that indirect feedback can be used to evaluate the performance of a system.
Abstract: The possibility of employing the indirect feedback contained within a superior’s behavior to obtain information about the relative effectiveness of current performance is explored. The results demo...