Showing papers on "Job performance published in 1980"
TL;DR: In this article, the authors postulated that perceived information overload would be associated with higher satisfaction and lower performance of decision makers than would perceived information underload, and found that perceived overload was associated with lower satisfaction and higher performance than perceived underload.
Abstract: Hypotheses were postulated that perceived information overload would be associated with higher satisfaction and lower performance of decision makers than would perceived information underload. The ...
508 citations
TL;DR: In this paper, the authors examine the literature addressing the empirical relationships between organization structure and performance, and draw distinctions between hard and soft performance criteria, subgroup versus organization units of analysis, and "structuring" versus "structural" dimensions of structure.
Abstract: We examine the literature addressing the empirical relationships, if any, between organization structure and performance, and draw distinctions between “hard” and “soft” performance criteria, subgroup versus organization units of analysis, and “structuring” versus “structural” dimensions of structure. Our concluding recommendations for future research are offered not as the inevitable prescription but rather in the interest of correcting marked deficiencies and imbalances.
475 citations
TL;DR: This article reviewed research on the evaluation of the qualifications and performance of men and women, and research on attributions about the causes of performance, and found that most studies show pro-male evaluation bias, contradictory evidence has also been found.
Abstract: Prejudicial evaluation is often cited as an explanation for the apparent failure of competent women to achieve as much success as men have. In this paper we review research on the evaluation of the qualifications and performance of men and women, and research on attributions about the causes of performance. Although most of the studies reviewed show pro-male evaluation bias, contradictory evidence has also been found. Three factors affecting these research findings are discussed: (1) the level of inference required in the evaluation situation, (2) the effects of sex-rote incongruence, and (3) the effect of level of qualifications and performance involved.
464 citations
TL;DR: In this paper, a model of commitment outcomes, simultaneously treating organization, job, and career commitments, was tested in two diverse occupational groups, and it was expected that the overall relationship between commitment and work outcomes would be stronger for staff professionals than for insurance salespersons, since the involvement of the former group with their organization is more normative and value based.
435 citations
TL;DR: In this paper, three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance, and found that architectural privacy was correlated with job satisfaction and performance.
Abstract: Three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance. Results of all three studies showed architectural priva...
342 citations
TL;DR: One hundred and eight recent Master's of Business Administration graduates were surveyed immediately after accepting jobs and again 6 months later as discussed by the authors, and the results showed both intrinsic and extrinsic decision factors to be positively related to subsequent satisfaction and commitment.
Abstract: One hundred and eight recent Master's of Business Administration graduates were surveyed immediately after accepting jobs and again 6 months later. It was hypothesized that subjects who made job choices on intrinsic bases (e.g., intrinsic interest in the job, opportunity for advancement) would be more satisfied and committed than those who made the decision based on extrinsic factors (e.g., external pressures such as family concerns and preference for geographic location). Results showed both intrinsic and extrinsic decision factors to be positively related to subsequent satisfaction and commitment. Canonical correlation analysis showed an extrinsic job feature (salary) to be positively related to future tenure intention and negatively related to job satisfaction. These findings suggest that job satisfaction and commitment may be related to both the intrinsic and extrinsic factors considered when the original job choice is made. In a recent article on organizational entry, Wanous (1977, p. 601) noted that much of the research literature on job choice was organizationally rather than individually oriented, that is, focused on the organizational activities associated with recruitment and selection rather than on the individual choice process. Although representatives of organizations need to devise methods for attracting and choosing new members, the individual must also make a decision to choose one firm and job over others offered. On what basis does an individual make this decision? The field of vocational psychology has contributed much to our understanding about how individuals choose particular occupations (e.g., Crites, 1969; Holland, 1973). The selection of an occupation, however, is typically a more extended process than the decision to accept a job. The latter activity, as Wanous (1977) observed, is far more of a conscious personal decision than the lengthy process involved in entering an occupation. Occupational entry is often in
241 citations
TL;DR: The amount of self-regulation and the perceived degree of autonomy are shown to be critical variables that link technology and job redesign principles.
Abstract: This paper proposes a theoretical model of technology that consists of three elements: workflow predictability, task predictability, and job interdependence. Various configurations of these three elements can be formed into "cells" that describe different technologies. The different modes of managerial control and self-regulation associated with each cell are discussed. The paper then combines the technology model with Hackman and Oldham's model of job redesign to form an integrated technology/job redesign model. Various relationships between technology and job characteristics are explored. A major conclusion develops from this discussion: in order to change the job characteristics that are associated with a target work system, the unavoidable introduction of uncertainty is necessary. The amount of self-regulation and the perceived degree of autonomy are shown to be critical variables that link technology and job redesign principles.
198 citations
TL;DR: In this article, the authors examined the relationship of actual similarity and perceptual congruence with job satisfaction and performance evaluation in 194 manager-subordinate dyads and found that actual similarity was positively associated with performance evaluation.
Abstract: This field study examined the relationship of both actual similarity and perceptual congruence with job satisfaction and performance evaluation in 194 manager-subordinate dyads. Among other finding...
194 citations
TL;DR: In this article, the authors tested four assumptions: satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered.
Abstract: The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects (n= 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.
192 citations
TL;DR: In this article, the lack of consistent findings on the satisfaction performance relationship is explained as an aggregation problem, and the authors suggest that specific attitude measures should be related to specific job behaviors, while general satisfaction measures are related to the favorableness or unfavorableness of an individual's total set of work-related behaviors.
Abstract: The lack of consistent findings on the satisfaction performance relationship is explained as an aggregation problem. I suggest that specific attitude measures should be related to specific job behaviors, while general satisfaction measures should be related to the favorableness or unfavorableness of an individual's total set of work-related behaviors.
189 citations
TL;DR: In this article, the influence of organizational recruiting on applicants' attitudes and job choice behaviors is examined. But, limitations of existing research necessitate caution in the interpretation of findings, and the likely generalizability of results presented here to all job seekers.
Abstract: The present paper reviews the research that has examined the influence of organizational recruiting on applicants' attitudes and job choice behaviors. It was found that recruiting representatives, administrative practices, and procedures used to evaluate applicant qualifications are all potentially important influences on job seeker attitudes and behaviors. However, limitations of the existing research necessitate caution in the interpretation of findings. Of particular concern is the likely generalizability of results presented here to all job seekers. The review concludes with recommendations for the conduct of subsequent recruiting research.
TL;DR: In this paper, the determinants of job satisfaction for male and female workers were investigated, and there is strong evidence of a direct connection between day-to-day job conditions and workers' satisjaction, regardless of gender.
Abstract: This study investigates the determinants of job satisfaction for male and female workers. There is strong evidence of a direct connection between day-to-day job conditions and workers' satisjaction, regardless of gender. Furthermore, causal models demonstrate that the effect ofjob conditions on job satisfaction is not the result of selective entry of workers into particular occupations or people adjusting performance on the job according to current satisfaction with their work. Although both men and women evaluate their jobs in terms of the immediate work environment, there are differences m the particular job conditions that influence their assessments. Some of these differences can be related to individual work values that may alter the subjective nature of work experiences. However, the nature of particular jobs and potential sources of gratification also suggest explanations for differential reactions to specific job conditions.
TL;DR: The authors assesses the apparent effects on job attitudes and organizational performance of recent conversions to employee ownership at three firms and find that favorable effects were most evident at the firm with the largest turnover.
Abstract: This paper assesses the apparent effects on job attitudes and organizational performance of recent conversions to employee ownership at three firms Favorable effects were most evident at the firm
TL;DR: In this paper, the authors explored the dimensionality of the feedback construct, the relationships of feedback to individual performance and satisfaction, and the moderating effects of trust on these associations.
Abstract: The feedback of performance appraisal information is a critical communication activity in organizations. Research on the topic, however, has generally been limited to (1) treating feedback as an undifferentiated construct, and (2) not examining the important moderating impact of trust of the receiver in the sender. Using a sample of 100 managers, this study explores the dimensionality of the feedback construct, the relationships of feedback to individual performance and satisfaction, and the moderating effects of trust on these associations. Results indicate that various aspects of feedback are differentially related to performance and satisfaction under conditions of high and low trut. Importantly, the communication of performance appraisal information is found to be a more important correlate of satisfaction and performance for subordinates who express low trust in their superiors.
TL;DR: This article identifies key variables and their interactions in a model designed to explain the productivity variance among similarly organized work groups and is developed from a sociotechnical systems perspective.
Abstract: An empirical study was conducted among eight similarly organized work groups numbering between 17 and 23 mechanics, operators, and supervisors each and employing similar and very sophisticated mechanical-harvesting equipment. Productivity of the higher-performing groups was double that of the lower performers. This article identifies key variables and their interactions in a model designed to explain the productivity variance. The model is developed from a sociotechnical systems perspective.
TL;DR: In this paper, an elaboration of Davis, England and Lofquist's (1968) work adjustment model is employed to explain how flexible working hours can influence employee satisfaiction, performance, absenteeism, tenure, organizational commitment, and job involvement.
TL;DR: In this article, the impact of managerial behavior on several variables reflecting constructs felt to be important to understanding subordinate motivation was examined, including effort expenditure, the perception of organizational contingencies, and most facets of job satisfaction.
Abstract: This study examines the impact of managerial behavior on several variables reflecting constructs felt to be important to understanding subordinate motivation. Data from a sample of 231 professionals and 15 assistant managers employed in the production department of a large information processing organization were found to support the role of supervisor behaviors in influencing effort expenditure, the perception of organizational contingencies, and most facets of job satisfaction. Supervisor behaviors were also related to job performance as well.
TL;DR: In this article, a model predicting relationships among individual, task design, and leader behavior variables was examined for 171 employees of a large manufacturing firm, and the results revealed significa...
Abstract: A model predicting relationships among individual, task design, and leader behavior variables was examined for 171 employees of a large manufacturing firm. Correlational analyses revealed significa...
TL;DR: The authors investigated the causal relationship between life and job satisfaction in a sample of males and females working in a variety of jobs and found that the life satisfaction causes job satisfaction hypothesis is more tenable than the reverse.
TL;DR: In this paper, a model categorizing job characteristics into action and information components was fitted to data from samples of shop, office, and management personnel, and the results showed that the effects of job characteristics on individual outcomes such as job satisfaction may be contingent upon the organizational setting.
Journal Article•
TL;DR: Perception of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly and a nurse's own characteristics are found to be more important than either structural attributes of nursing units or job characteristics in predicting job satisfaction.
Abstract: Data from a two-wave panel study of staff nurses in two hospitals are used to assess the relative importance of several types of independent variables as determinants of job satisfaction. Both organizational and nonorganizational determinants are examined, with the formed including both perceptual and structural measures. Job satisfaction is measured in two ways using both Overall and Multi-Facet indicators. The independent variables were measured five months before the dependent variables were measured in order to attenuate contamination problems. Findings indicate that perceptions of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly. In addition, a nurse's own characteristics are found to be more important than either structural attributes of nursing units or job characteristics in predicting job satisfaction.