Showing papers on "Job performance published in 1976"
TL;DR: In this paper, a model is proposed that specifies the conditions under which individuals will become internally motivated to perform effectively on their jobs, focusing on the interaction among three classes of variables: (a) the psychological states of employees that must be present for internally motivated work behavior to develop; (b) the characteristics of jobs that can create these psychological states; and (c) the attributes of individuals that determine how positively a person will respond to a complex and challenging job.
7,444 citations
TL;DR: In this article, a perceptual instrument called the Job Characteristic Inventory (JCI) was developed and validated for measuring six job characteristic dimensions, and the JCI was used to measure job performance.
Abstract: Perceptual methods of measuring six job characteristic dimensions were developed and validated. A perceptual instrument, called the Job Characteristic Inventory (JCI), demonstrated construct validi...
810 citations
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01 Jan 1976
TL;DR: In this article, the authors present methods and ethics of industrial and organizational psychology for predicting job satisfaction in industrial settings and their application in the context of job analysis and the measurement of performance.
Abstract: Introduction. Methods and ethics of industrial and organizational psychology. Prediction in industrial settings. Job analysis and the measurement of performance. Judgmental measures of performance. Tests and testing techniques. Interviews and other predictors. Personnel decisions. Personnel training and development. The motivation to work. Job satisfaction: the meaning of work. The supervisor as leader. The organization of behavior. Work and well being. Designing work for people. Index
430 citations
TL;DR: In this paper, the impact of several organizational climate variables on job satisfaction of a cross-section of industrial salesmen was investigated, and it was shown that climate affects job satisfaction.
Abstract: This report concerns the impact of several organizational climate variables on the job satisfaction of a cross-section of industrial salesmen. To gain greater insight into how climate affects salem...
388 citations
219 citations
TL;DR: In this paper, a two-phase research project investigated the effects of job enrichment and goal setting on worker productivity and satisfaction in a well-controlled, simulated job environment and found that people with unenriched jobs worked under the enrichment conditions and people originally without goals were assigned goals.
Abstract: : A two phase research project investigated the effects of job enrichment and goal setting on worker productivity and satisfaction in a well-controlled, simulated job environment. In the first phase, two conditions of goal setting (assigned goals versus no goals) and two conditions of job enrichment (enriched versus unenriched) were established, producing four experimental conditions. In the second phase (after 2 days work) people with unenriched jobs worked under the enrichment conditions and people originally without goals were assigned goals. Results are discussed in terms of the current theoretical approaches for understanding employee motivation on the job.
184 citations
178 citations
TL;DR: In this article, the meaning and measurement of the concepts of organizational climate and job satisfaction are examined and three questions are examined: (1) Are organizational climate, job satisfaction and organizational climate operationally the same? (2) Is organizational climate a concept applicable to organizations or individuals? (3) Are measures of organizational climates descriptive or affective? These three problem areas are taken as facets and facet analysis (Foa 1965) is used to explicate the nature of concepts.
159 citations
29 Apr 1976
TL;DR: Suttle et al. as mentioned in this paper examined the relationship between job and leisure satisfaction and their contributions to the perception of quality of life and found that job satisfaction contributed relatively less than leisure satisfaction to the life quality of minorities and other often "disadvantaged" subgroups compared to "advantaged", workers.
Abstract: This study examines the relationships between job and leisure satisfaction and their contributions t* the perception of quality of life. The data were collected from -> national probability sample of 1297 adult Americans interviewed In May 1972. The magnitude of the correlations between job and leisure satisfaction measures was low; however, both accounted for meaningful variation In perceived quality of life for the total sample. Separate analyses for demographic subgroups were also performed. They Indicated that job satisfaction contributed relatively less than leisure satisfaction to the life quality of minorities and other often "disadvantaged" subgroups compared to "advantaged" workers. Implications of the results for the application of motivational strategies in the work setting are discussed. The Contribution of Job and Leisure Satisfaction to Quality of Life Recently, Interest In the quality of work life has been stimulated by claims of widespread worker dissatisfaction (e.g., Work In America , 1973). There Is now an emerging trend to Identify and improve job characteristics that contribute to the quality of work life. (Hackman S Suttle, in press; Walton, 1973). Concern for the general quality of life has also increased (t.g., Campbell, 1976; Campbell, Converse S Rogers, 1976; Land, 19/1) end has been discussed as a national policy goal in the political arena (e.g., Environmental Protection Agency, 1973; Executive Office of the President, 1973). This paper begins to integrate the research on quality of work life and general quality of life. Specifically, the contributions of facets of job and leisure satisfaction to quality of life are examined. Research on quality of life encourages a broader view of the individual than that traditionally taken by Industrial/organizational psychology. Thl~, view suggests that job satisfaction and attitudes toward work cannot be understood in isolation. One important aspect of life quality which may be Important to work and has been generally overlooked by psychologists is leisure. While the job may bs the central life interest of some workers, leisure may be a primary concern for others. This may mean that understanding the relationship between work and leisure Is necessary for understanding worker attitudes. Some individuals who are dissatisfied with their jobs compensate by seeking satisfaction in their leisure
158 citations
TL;DR: A study of interrelationships among role variables, locus of control, and subordinate satisfaction and performance revealed that internals perceived less role conflict, but were neither more satis...
Abstract: A study of interrelationships among role variables, locus of control, and subordinate satisfaction and performance revealed that: (a) internals perceived less role conflict, were neither more satis...
TL;DR: In this paper, the authors examined the relationship between the internal work motivation of employees and their job performance, and the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation.
Abstract: This research examined: (a) the relationship between the internal work motivation of employees and their job performance; and (b) the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation. Results showed positive, significant relationships between the measure of internal motivation and employees' rated work quality, quantity, and effort. In addition, significant relationships between the job characteristics and internal motivation were obtained for employees who were desirous of growth satisfactions and who experienced high satisfaction with their supervisors and co-workers. Implications of the results for future research on job design were discussed.
TL;DR: The results generally confirmed the previous conclusions of Hackman and Lawler (1971) that individuals who have higher self-actualization need strength are potentially better candidates for job enrichment.
TL;DR: In this paper, a model linking task scope to employee motivation and performance is presented, focusing on the importance of objective, environmental (versus psychological) conceptualizations of task scope.
Abstract: A model is presented linking task scope to employee motivation and performance. Emphasis is given to the importance of objective, environmental (versus psychological) conceptualizations of task scope. Psychological reactions to variations in task scope are depicted as dependent on intervening constructs. Through an expectancy model, a formulation of a task scope/performance relationship leads to a complex, situationally specific set of predictions. Additional refinements of the model are suggested.
01 May 1976
TL;DR: A summary of the Herzberg two-factor theory of job satisfaction can be found in this article, where the authors present a systematic study of a representative sample of the literature available on the theory and its possible application to an organization as a means of increasing worker productivity.
Abstract: : This report presents a summary of the Herzberg two-factor theory of job satisfaction. The purpose of the study is to develop the Herzberg theory and its possible application to an organization as a means of increasing worker productivity. The study was conducted by means of a systematic research of a representative sample of the literature available on the theory.
TL;DR: In this paper, the authors investigated the impact of a job incumbent's race and sex on managerial performance evaluations, and found that race and gender had a significant impact on performance evaluation.
Abstract: The article focuses on a study which investigated the impact of a job incumbent's race and sex on managerial performance evaluations. Subjects consist of undergraduate students enrolled in an intro...
TL;DR: Expectancy-type models are the dominant paradigm for research in work-related motivation, although empirical support for these models has been uneven as mentioned in this paper, and the variability of empirical support is probably due to problems of concept and methodology associated with these formulations.
Abstract: Expectancy-type models are the dominant paradigm for research in work-related motivation, although empirical support for these models has been uneven. Part of the variability of empirical support is probably due to problems of concept and methodology associated with these formulations. Drawing on the critical literature, the apparent central problems are identified and directions for their resolution are suggested.
TL;DR: In this paper, the authors present findings of a study on the relationship of day care to selected employee work behaviors in the U.S. The data for this study were gathered at the Northside Child Development Center (NCDC).
Abstract: The article presents findings of a study on the relationship of day care to selected employee work behaviors in the U.S. The data for this study were gathered at the Northside Child Development Cen...
TL;DR: In this article, goals for high and minimum acceptable performance were manipulated under three incentive conditions: piece-rate, fixed rate, and no incentive, and the nature of the incentive system and the difficulty of the difficulty to achieve them were discussed.
Abstract: Goals for high and minimum acceptable performance were manipulated under three incentive conditions: piece-rate, fixed rate, and no incentive. The nature of the incentive system and the difficulty ...
TL;DR: Three national firms’ salesmen’s perceptions of their control system were related to the salesmen's performance to identify the most important control system characteristics.
Abstract: Conceptualization and empirical investigation of marketing management control systems have not developed to the point where terms, concepts, and methods are clear enough to provide reliable guideli...
TL;DR: This article found boundary-spanning activity unrelated to role conflict or ambiguity and positively related to job satisfac-tion for the total sample of 192 managers, engineers, and supervisors in a large manufacturing company.
Abstract: Boundary-spanning activity was studied in a large manufacturing company through a sample of 192 managers, engineers, and supervisors. Contrary to prior theory and research, this study found boundary-spanning activity unrelated to role conflict or ambiguity and positively related to job satisfac-tion for the total sample. Boundary-spanning activity was also positively related to a number of job characteristics for the total sample. Marked dif-ferences in boundary-spanning activity and its relationships with other variables, however, were found across occupational levels. While managers and engineers generally had boundary-spanning activity related to high levels of job satisfaction and job characteristics, first-level supervisors had boundary-spanning activity related to higher role conflict and lower job satisfaction with opportunities for promotion.
TL;DR: In this paper, the authors examined the impact of five boundary conditions on work motivation and job performance, and found that the predictions were strengthened by taking into account the effects of boundary conditions.
Abstract: Expectancy theory predictions of work motivation and job performance are examined. As hypothesized, predictions were materially strengthened by taking into account the effects of five boundary cond...
TL;DR: In this paper, the relationship between positive and punitive leader rewards and employee role conflict and ambiguity, expectancies, and job satisfaction was investigated, and the data showed positive leader rewards to...
Abstract: Relationships between positive and punitive leader rewards and employee role conflict and ambiguity, expectancies, and job satisfaction were investigated. The data showed positive leader rewards to...