Showing papers on "Job performance published in 1978"
TL;DR: In this article, the authors reviewed the empirical research that has been done within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress-employee health research domain.
Abstract: Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.
1,145 citations
TL;DR: In this paper, the authors present a model of employee attendance in work organizations, based on a review of 104 empirical studies, and suggest that attendance is directly influenced by two primary factors: (a) attendance motivation; and (b) ability to come to work.
Abstract: : Based on a review of 104 empirical studies, this paper presents a model of employee attendance in work organizations. It is suggested, based on the literature, that attendance is directly influenced by two primary factors: (a) attendance motivation; and (b) ability to come to work. Attendance motivation, in turn, is largely influenced by: (a) satisfaction with the job situation; and (b) various internal and external pressures to attend. The model attempts to account for both voluntary and involuntary absenteeism. Moreover, the model argues against earlier assertions that absenteeism is principally caused by job dissatisfaction and that absenteeism and turnover share common roots. Available literature is largely consistent with the model but not sufficient to validate it. Hence, the model is proposed here to stimulate and guide further systematic efforts to study attendance behavior. (Author)
811 citations
TL;DR: In this article, the authors present a model designed to explain the performance, job satisfaction, and other behavioral outcomes experienced by salespeople by building on the model of man proposed by Lewin and Moore.
Abstract: The author presents a model designed to explain the performance, job satisfaction, and other behavioral outcomes experienced by salespeople. By building on the model of man proposed by Lewin and mo...
312 citations
287 citations
TL;DR: In this article, the authors explored Leniency errors, halo effects, and differential dimensionality in an analysis of superior, self-, and peer performance ratings of 107 managerial and 76 professional employees in a medium-sized manufacturing location.
Abstract: Leniency errors, halo effects, and differential dimensionality were explored in an analysis of superior, self-, and peer performance ratings of 107 managerial and 76 professional employees in a medium-sized manufacturing location, representing 95% of the managerial and professional staff. Self-ratin
269 citations
TL;DR: The analysis shows that the strength of the relationships between job satisfaction and each of the task dimensions depends on both the job longevity and organizational longevity of the sampled individuals.
Abstract: This study investigates the relationships between overall job satisfaction and the five task dimensions of skill variety, task identity, task significance, autonomy, and feedback-from-job for employees at different stages of their careers, as measured by their length of employment on their current jobs, as well as in their current organizations. Basically, the analysis shows that the strength of the relationships between job satisfaction and each of the task dimensions depends on both the job longevity and organizational longevity of the sampled individuals. For employees new to an organization, for example, only task significance is related positively to job satisfaction, while autonomy has a strongly negative correlation. The study presents other significant correlational differences and discusses the implications of its findings for task design, as well as for managing new employees. Approximately 3500 respondents from four different governments--two metropolitan, one county, and one state--participated in the collection of survey data.
267 citations
TL;DR: This article found that participative goal setting resulted in more difficult goals being set than was the case when the goals were assigned, however, were not significantly different in the two goal-setting conditions.
Abstract: Engineers/scientists (n = 76) either participated in the setting of, or were assigned, specific behavioral goals during their performance appraisal. Participative goal setting resulted in more difficult goals -being set than was the case when the goals were assigned. Perceptions of goal difficulty, however, were not significantly different in the two goal-setting conditions. The analysis of the performance data collected 6 months later (n— 132) revealed main effects for both goal setting and anticipated rewards. Only participative goal setting led to significantly higher performance than a "do your best" and a control group condition. There was no significant difference between the performance of the latter two conditions despite the fact that the individuals in the do-your-best group received knowledge of results.
260 citations
TL;DR: In this paper, a model that describes the effects of frustration on individual behavior in organizations is presented, including increased and decreased job performance, organizational aggression (e.g., sabotage, strikes, work slowdowns, and stealing), absenteeism and turnover).
Abstract: A model that describes the effects of frustration on individual behavior in organizations is presented. Included is a discussion of the definitional problems with the frustration construct as well as a brief overview of laboratory research. This research is used to develop a model of organizational frustration and its behavioral effects, including increased and decreased job performance, organizational aggression (e.g., sabotage, strikes, work slowdowns, and stealing), absenteeism and turnover. Supporting evidence is supplied by the few studies which have investigated frustration in field and simulated organizational settings. Finally, frustration is shown to provide an alternative explanation to the effects of job dissatisfaction, inequity and participation in organizational change.
228 citations
189 citations
TL;DR: In this paper, 60 males were hired to work individually on a 2-hour construction task and were assigned to one of two pay conditions (piece-rate vs. hourly) and one of three goal-setting conditions (no goal, quantity, or quality) resulting in a 2 X 3 crossed analysis of variance design.
Abstract: Some experimenters often test predictions from theories of motivation using performance outcomes as dependent variables. We argue that observable behaviors that are likely to be affected by motivation manipulations should be used in combination with performance outcomes. Such procedures would be sensitive to differential effects of manipulations on various behaviors and would allow for investigation of relationships among behaviors and performance outcomes. For this experiment, 60 males were hired to work individually on a 2-hour construction task. Subjects were assigned to one of two pay conditions (piece-rate vs. hourly) and one of three goal-setting conditions (no goal, quantity, or quality) resulting in a 2 X 3 crossed analysis of variance design. Dependent variables included three measures of effort, three measures of direction of behavior, and both quantity and quality performance. Method of payment affected quantity performance and effort. Goal setting affected quantity and quality performance and direction of behavior. Implications for designing and testing work motivation systems are discussed.
170 citations
TL;DR: In this article, eight performance review interview characteristics were related to seven interview outcomes and five of the interview characteristics are related to most of the outcomes, replicating earlier research as well as adding new findings.
Abstract: Eight performance review interview characteristics were related to 7 interview outcomes. Several of these individual variables had been examined in previous research. Two hundred seventy nursing personnel described their last review interview. Five of the interview characteristics were related to most of the outcomes, replicating earlier research as well as adding new findings. Implications for improving the conduct of appraisal interviews in organizations are offered.
TL;DR: This article explored the relationship of both work-related and extra-workplace variables to four subjective quality of life measures: life satisfaction, life satisfaction, life satisfaction and life satisfaction satisfaction.
Abstract: A probability sample survey (n = 1,041) explored the relationship of both work-related and extra-workplace variables to four subjective quality of life measures: life satisfaction, life satisfactio...
TL;DR: In this paper, the authors examined the validity of job satisfaction measures applied to organizational research and presented a number of details on the job satisfaction measure dev ect. The study focused on a study that examines the validity and applicability of these measures.
Abstract: The article focuses on a study that examines the validity of job satisfaction measures applied to organizational research. The study presents a number of details on the job satisfaction measure dev...
TL;DR: In this article, the authors reviewed literature on sex differences in three areas of importance to leadership research and found few differences between male and female leaders, and suggested the use of a framework based on Schein's (68) career stages for further analysis of the sex structuring phenomenon.
Abstract: Attempting to account for the sex structuring of organizations, this article reviews literature on sex differences in three areas of importance to leadership research. Finding few differences between male and female leaders, the article suggests the use of a framework based on Schein's (68) career stages for further analysis of the sex structuring phenomenon.
TL;DR: In this article, the differences between females and males in the industrial salesforce have been investigated, and women and men are comparably compared to each other in terms of their performance.
Abstract: Empirical investigations of differences between females and males in the industrial salesforce have not been published. This study is an attempt to begin to fill this void. Women and men are compar...
TL;DR: This article made a case for the refocusing of research away from the search for additional determinants of individual performance, turnover, and absenteeism, as now practiced in organizational resourcing.
Abstract: This paper builds a case for the refocusing of research away from the search for additional determinants of individual performance, turnover, and absenteeism, as now practiced in organizational res
TL;DR: In this article, the effects of changes in the motivational properties of jobs on work attitudes and behaviors were assessed in a quasi-experimental design, and the results showed that general satisfaction, growth satisfaction, and internal motivation were affected by changes in job characteristics.
TL;DR: This paper examined the relationships between organizational loyalty, professional commitment, and research productivity of 84 professors at a large Midwestern university and found that loyalty, commitment and productivity correlated with research productivity.
Abstract: This study examined the relationships between organizational loyalty, professional commitment, and research productivity of 84 professors at a large Midwestern university. Likert scales and counts ...
TL;DR: Questions were raised concerning the value of the concept of work as an information environment and the possible use of this concept as an aid to understanding job enrichment and participative management programs.
TL;DR: The authors examines the relationships among internal-external (IE) locus of control, behaviors characteristic of internal versus external personality types, and leader and group performance, and examines the relationship among internal and external locus.
Abstract: This paper examines the relationships among internal-external (IE) locus of control, behaviors characteristic of internal versus external personality types, and leader and group performance. Result...
TL;DR: In this paper, it is argued that the relationship between power and political behavior and effective managerial performance needs examination, with particular emphasis on the way in which sex role stereotypical thinking may limit a woman manager's opportunity to acquire or utilize work-related power acquisition behaviors.
Abstract: Although there is a reasonable body of research pointing up the negative impact of sex role stereotypical thinking on selection decisions, limited attention has been paid to the impact of such thinking on the perceived and actual performance of women in management. Among the suggested new research avenues are the ways in which sex role stereotypical thinking impacts on organizational factors, such as through differential placement, tokenism and supervisory bias, so as to impair on-the-job performance. Furthermore, it is argued that the relationship between power and political behavior and effective managerial performance needs examination, with particular emphasis on the way in which sex role stereotypical thinking may limit a woman manager's opportunity to acquire or utilize work-related power acquisition behaviors.
TL;DR: In this paper, the authors investigated the moderating influence of job longevity and growth-need strength on the relationships between overall job satisfaction and the five task dimensions of skill variety, identity, significance, autonomy, and feedback.
Abstract: The present study investigated the moderating influence of job longevity and growth-need strength on the relationships between overall job satisfaction and the five task dimensions of skill variety, identity, significance, autonomy, and feedback. Basically, it was found that the strength of the task dimension-job satisfaction relationships are significantly affected by job longevity regardless of age and growth-need strength. More specifically, three separate stages of job longevity are deduced, i.e., a learning, a responsive, and an unresponsive stage. Only during the responsive stage were the satisfaction reactions of employees significantly correlated with all of the task characteristics. Furthermore, satisfaction was related most significantly to the outcomes of performance and turnover during the responsive stage. Individual differences, as measured by growth-need strength, were also investigated within the job longevity framework. Survey data from 3,085 public sector employees belonging to four diff...
TL;DR: The results of this study indicate that the relationship between performance and a particular dimension of job satisfaction may be a function of an individual's career stage within the organization.
Abstract: The relationship between performance and dimensions of job satisfaction is studied among 132 employees of a public agency located in a large southwestern city. The results of this study indicate th...
TL;DR: The impact of realistic job previews (RJP's) as a moderator of the ability-performance relationship is evaluated in this paper. But, the impact of RJP's on job satisfaction and voluntary turnover is unknown.
Abstract: The impact of realistic job previews (RJP's) as a moderator of the ability-performance relationship is evaluated. First, the research evidence from experimental studies in business, education, and hospital organizations indicates that RJP's have no impact on either the level of job performance or the ability-performance relationship. The primary reason for this is that the RJP concerns the matching of human needs to organizational climate, and thus is designed to influence job satisfaction and voluntary turnover rather than job performance. Second, the potential impact of RJP's on the ability-performance relationship is the subject of speculation.
TL;DR: In this paper, the authors conceptualize and assess that portion of the variation in job satisfaction that is generated by job satisfaction, which constitutes an important form of social inequality in the US.
Abstract: Differences in job satisfaction constitute an important form of social inequality. In this paper, we conceptualize and assess that portion of the variation injob satisfaction that is generated by d...
TL;DR: In this paper, the relative importance of each of three role variables (role conflict, ambiguity, and overload) as sources of stress and dissatisfaction among managerial-level personnel, and the moderating effects of job enrichment characteristics on the relationships between role stressors and intrinsic job satisfaction, involvement, and anxiety were examined.
Abstract: This research examines (a) the relative importance of each of three role variables—role conflict, ambiguity, and overload—as sources of stress and dissatisfaction among managerial-level personnel, and (b) the moderating effects of job enrichment characteristics on the relationships between role stressors and intrinsic job satisfaction, involvement, and anxiety. Data were collected from a sample of 89 managerial personnel of a large, heavy-equipment manufacturing company in the Midwest. Results show that role ambiguity has the strongest relationships with role responses in the predicted directions. Further, significant interactions are obtained between each of role ambiguity and role overload, but not role conflict, and job characteristics. The two role stressors tend to be more aversive for individuals on low-enriched rather than high-enriched jobs. Implications of the findings for work design and the management of stress are discussed.
TL;DR: In this paper, the relationship between job satisfaction and length of employment in a particular job was investigated and the hypothesis that the change in job satisfaction with job seniority resembles a U-shaped curve was confirmed.
Abstract: This paper deals with the relationship between job satisfaction and length of employment in a particular job. The hypothesis that the change in job satisfaction with job seniority resembles a "U"-shaped curve is confirmed. It is suggested that intrinsic satisfaction is a major contributor to changes in the overall satisfaction of employees over time.