Showing papers on "Job performance published in 1979"

Some correlations of communication roles in organizations.

Abstract: This paper is part of a large-scale research program concerned with organizational communication. The purpose here is to examine a set of variables possibly associated with the communication roles ...

Personal and organizational strategies for handling job stress: a review of research and opinion

Abstract: The medical and psychological literature pertaining to personal and organizational strategies for handling Job stress is reviewed The paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists Many strategies for managing job stress exist but their effectiveness has not been evaluated It is important that such strategies receive the immediate, scientific attention of I/O psychologists Issues that must be faced before significant progress can be achieved are discussed

No Fat Persons Need Apply: Experimental Studies of the Overweight Stereotype and Hiring Preference

Abstract: Two studies explored reactions to the overweight by isolating the effects of weight from other characteristics of the job applicant. The first study, which established the existence of a stereotype, shows that the overweight are viewed consistently more negatively than others on variables considered important for successful job performance. The second study experimentally investigated occupational discrimination in a simulated hiring setting. Overweight applicants were less highly recommended than average-weight persons despite objectively identical performances. The findings are discussed m the context of current research on cognitive processes.

Source credibility, information favorability, and job offer acceptance

Abstract: The impact of the favorability of information about a job and the source of information upon applicant perception of source credibility and upon job offer acceptance was examined. Results showed th...

The Similarity of Individual Directed and Group Directed Leader Behavior Descriptions

Abstract: The similarity between individual directed and group directed leadership descriptions of subordinates was examined among 308 public utility employees. The correlations among the variables revealed ...

Job Enrichment Versus Social Cues: A Comparison and Competitive Test

Abstract: Forty-one part-time student employees were randomly assigned in a 2 X 2 factorial research design including 2 types of social cues and 2 levels of job enrichment to investigate the effects of the independent variables on perceptions of job enrichment, job ambiguity, job satisfaction, and productivity. All employees worked in a simulated organizational setting involving a routine clerical task. The results showed that both the cues given off by co-workers as well as the physical properties of the task have an effect on employee perceptions of job enrichment and job ambiguity. In addition, people receiving positive social cues from co-workers were more satisfied and more productive than people receiving negative social cues from co-workers. These results are discussed in terms of their relevance for current theories of job motivation. Job enrichment has become an increasingly important issue in both the empirical and practical literature about the quality of work life in America. It is argued that job enrichment will increase commitment and satisfaction as well as the productivity of employees (e.g., Hackman & Oldham, 1975; Herzberg, 1966). These benefits supposedly result from increased levels of certain job characteristics such as task variety, task identity, significance of the job, job autonomy, and feedback (Hackman & Lawler, 1971; Hackman & Oldham, 197,6; Turner & Lawrence, 1965). It is also argued that these effects are strongest for those individuals who have high needs for achievement and growth (Oldham, Hackman, & Pearce, 1976; Steers & Spencer, 1977; Stone, Mowday, & Porter, 1977). Thus, job enrichment, when properly applied, may be

The Effects of Job Enrichment on Employee Satisfaction, Motivation, Involvement, and Performance: A Field Experiment

Abstract: The effect of job enrichment on employee responses was investigated in a field experiment conducted in a federal agency among clerical employees, who were randomly assigned to either an enriched or unenriched condition. In the enriched condition, a systematic attempt was made to increase the extent to which the jobs of the employees possessed each of the dimensions of skill variety, task identity, task significance, autonomy, and feedback. In the unenriched condition, the employees performed their original duties and tasks. After a 6-month experimental period, the effect of enrichment was examined. The results showed that: (1) Employees in the enriched condition perceived their jobs as more enriched than before; (2) enrichment caused significant increases in employee job satisfaction, job involvement, and internal motivation; (3) enrichment led to significant decreases in absenteeism and turnover; but (4) enrichment had little impact on performance, whether assessed by superiors' ratings or by actual outp...

Organizational Structures and Processes, Perceived School Effectiveness, Loyalty, and Job Satisfaction

Abstract: The purpose of this study was to build on the literature dealing with school configurations, interpersonal processes, and performance indicators. The findings suggest that more effective schools, a...

Self-evaluations of male and female managers

Abstract: Two separate samples of males and females holding first-level management positions in United States organizations completed questionnaires which asked for self-evaluation on a number of job-related characteristics and for attributions of causality for successful and unsuccessful job experiences. In support of previous research, results indicated that males evaluated their performance more favorably than did women, and rated themselves as having more ability and greater intelligence. Men also saw ability as more responsible for their success than did women, but the sexes did not differ in attributions to luck, effort, or task. Implications for equal opportunity and potential for change are considered.

Organizational Stressors and Heart Disease: A Research Model

Abstract: This paper presents an analytical framework for examining the relationships between organizational stress and coronary heart disease (CHD). The model presented integrates behavioral and medical science perspectives of the etiology of CHD. Propositions emerging from the model and the reviewed literature are presented and managerial implications are discussed.

Sex, Locus of Control, and Job Involvement: A Six-Country Investigation

Abstract: Attitudinal data on industrial workers in six countries supported the hypothesis that locus of control is significantly related to job involvement, i.e., that internals are more involved in their j...

Social Systems Structure, Job Design, and Growth Need Strength: A Test of a Congruency Model

Abstract: An eight cell congruency framework for social system structure (mechanistic-organic), job design (simple-complex), and employee growth need strength (low-high) was used to predict employee satisfac...

Performance Evaluation and Directed Job Effort: Model Development and Analysis in a CPA Firm Setting

Abstract: A number of recent studies in the accounting literature have dealt with the motivation of Certified Public Accountants (CPAs).' These studies are based on the premise that an individual's motivation to exert job effort combines with an individual's ability to determine actual job performance. At this time, we know very little about the factors which influence the motivation of CPAs. Several authors in accounting (Ferris [1977], Maher et al. [1976], Ross and Bomeli [1971]) as well as in psychology (Campbell et al. [1970]) have suggested that an expectancy theory of motivation (Vroom [1964]) provides a useful framework for analyzing the factors which motivate individuals. Although the correlations between expectancy model predictions and measures of performance motivation are usually significant, sizable variance remains unexplained (Mitchell [1974], Turney [1974]). Error variance probably contributes to the relatively low predictive power, but it is also likely that much of the unexplained variance can be attributed to variables not included in the traditional expectancy models (Pritchard and Sanders [1973], Turney [1974]). As stated by Kopelman and Thomson [1976, p. 255]: "So long as

Job Survival of New Employees.

Abstract: The job survival of 1,736 newly hired workers across a variety of organizations is examined. Voluntary and involuntary turnover are analyzed separately over the first 29 weeks on the job. Moderate support is found for a theory of job survival which distinguishes between the effects of job attitudes on voluntary withdrawal and job performance on involuntary withdrawal. Organization related factors such as pay and training are better predictors of job survival than are individual variables such as race, sex, age, and education.

Linking Behavioral and Attitudinal Commitment: A Longitudinal Analysis of Job Choice and Job Attitudes.

Abstract: The purpose of this study was to empirically demonstrate the theoretical linkage between behavioral and attitudinal approaches to the study of commitment processes. A longitudinal investigation of ...

Job involvement, internal motivation, and employees integration into networks of work relationships / BEBR No. 542

Abstract: Abstract In the study reported here, hypotheses regarding social determinants of internal motivation and job involvement are generated and tested against data gathered from 522 employees of an assembly and packaging plant. Specifically, it is hypothesized that integration into networks of work-based relationships will be positively associated with internal motivation and negatively associated with job involvement. It is also hypothesized that the strength of these relationships will vary with the employees' orientation toward growth and development. Consistent with the hypotheses, it is found that integration is associated with internal motivation; however, isolates who are growth oriented are more internally motivated than isolates who are not growth oriented. There is no main effect of integration on job involvement; however, isolates who are not growth oriented are more involved in their jobs than are isolates who are growth oriented. It is concluded that internal motivation and job involvement can be alternative sources of meaning and identity, particularly for people who are isolated from work relationships and therefore are unlikely to be highly involved with the organization.

Effects of Job Peripherality and Personal Characteristics on the Job Satisfaction of Part Time Workers

Abstract: Sixteen groups of part time employees in a retail sales organization were created by classifying employees by the number of hours they worked per week and whether they were employed on a seasonal o...