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Showing papers on "Job performance published in 1984"


Journal ArticleDOI
TL;DR: In this article, a meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean validity of.53.
Abstract: Meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a mean validity of .53. For selection on the basis of current job performance, the work sample test, with mean validity of .54, is slightly better. For federal entry-level jobs, substitution of an alternative predictor would cost from $3.12 billion (job tryout) to $15.89 billion per year (age). Hiring on ability has a utility of $15.61 billion per year, but affects minority groups adversely. Hiring on ability by quotas would decrease this utility by 5%. A third strategy—using a low cutoff score—would decrease utility by 83%. Using other predictors in conjunction with ability tests might improve validity and reduce adverse impact, but there is as yet no data base for studying this possibility.

2,099 citations



Journal ArticleDOI
TL;DR: In this article, an integrative model of the antecedents and consequences of salesforce role stress is proposed, with particular emphasis on two outcomes important to sales reps and firms alike.
Abstract: This research proposes an integrative model of the antecedents and consequences of salesforce role stress, with particular emphasis on two outcomes important to sales reps and firms alike: salesfor...

727 citations


Journal ArticleDOI
TL;DR: In this paper, the authors analyzed the relationship between individual job satisfaction and individual performance using the meta-analysis techniques of Hunter, Schmidt, and Jackson (1982) and found higher and more consistent correlations between overall job satisfaction with performance than those previously reported.
Abstract: The correlational literature concerning the relationships between individual job satisfaction and individual performance was analyzed, using the metaanalysis techniques of Hunter, Schmidt, and Jackson (1982). Higher and more consistent correlations between overall job satisfaction and performance were indicated than those previously reported. Relationships between JDI measures of job satisfaction and performance were not as high or as consistent as those found between overall job satisfaction and performance.

701 citations


Journal ArticleDOI
TL;DR: In this paper, the boundary spanning activity of the entrepreneur is used to examine the strategic management process in small business, and a sample of 82 owner/operators was found to have intensive boundary-spanning activity.
Abstract: The boundary spanning activity of the entrepreneur is used to examine the strategic management process in small business. In a sample of 82 owner/operators, intensive boundary spanning activity was...

422 citations


Journal ArticleDOI
TL;DR: Data were more supportive of the negative linear relationship between stress and performance than for positive linear or curvilinear relationship, but the stressor role ambiguity did exhibit a monotonic nonlinear relationship with a number of criterion variables.

419 citations



Journal ArticleDOI
TL;DR: In this paper, a model and several hypotheses/propositions that suggest how job performance may relate (!) directly to various forms of employee turnover and (2) to precursors of turnover are presented.
Abstract: Numerous attempts have been made to explain the processes leading to the decision to change jobs, but such efforts generally have not given attention to the possible influence of job performance on these processes. Presented here are a model and several hypotheses/propositions that suggest how job performance may relate (!) directly to various forms of employee turnover and (2) to precursors of turnover. The potential theoretical and applied relevance of the work is discussed.

347 citations


Journal ArticleDOI
TL;DR: In this article, a model of the expected effects of the mediating variables on organizational behavior is presented, and a set of derived hypotheses concerning the structure-technology-behavior relationship is developed.
Abstract: The properties of organized or team production affect three phenomena--free riding, shirking, and task visibility--that mediate the relationship between organizational structure and technology, on the one hand, and employee performance and satisfaction, on the other. Using transaction cost theory, a model of the expected effects of the mediating variables on organizational behavior is presented, and a set of derived hypotheses concerning the structure-technology-behavior relationship is developed.

282 citations


Journal ArticleDOI
TL;DR: In this article, the organizational commitment or withdrawal process was investigated for a sample of 85 individuals using a longitudinal research design and path analysis for career exploration activity two months prior to their departure.
Abstract: The organizational commitment or withdrawal process was investigated for a sample of 85 individuals using a longitudinal research design and path analysis. Career exploration activity two months pr...

271 citations


Journal ArticleDOI
TL;DR: Three dimensions of technology, three of structure, and two measures of workgroup effectiveness were use to assess the effectiveness of workgroups.
Abstract: The effectiveness of workgroups should be affected by decisions on technology and structure. Three dimensions of technology, three of structure, and two measures of workgroup effectiveness were use...


Journal ArticleDOI
TL;DR: A field investigation and a follow-up study suggest that pro-male bias may not prevail in middle management and women managers seem to be promoted faster and are more satisfied in their job as mentioned in this paper.
Abstract: Results of a field investigation and a follow-up study suggest that pro-male bias may not prevail in middle management. Women managers seem to be promoted faster and are more satisfied in their job...

Journal ArticleDOI
TL;DR: It is hypothesized that certain aspects of relationships with co-workers, project leaders, and users will also be significant correlates of job satisfaction and that the addition of role and leadership variables to job characteristics significantly increases the explained variance in job satisfaction.
Abstract: In the past, research examining the work-related correlates of job satisfaction in programmer/analysts has focused on the relationship between characteristics of the job itself and job satisfaction. It is hypothesized that certain aspects of relationships with co-workers, project leaders, and users will also be significant correlates of job satisfaction. Specifically, the relationship between job satisfaction, role conflict, role ambiguity, and quality of leadership provided by supervisors and peers is examined. A questionnaire measuring job characteristics, role conflict and ambiguity, leadership characteristics, and job satisfaction was administered to 118 programmer/analysts at four companies. The results indicate that both role and leadership variables correlated at least as highly with job satisfaction as job characteristics and that the addition of role and leadership variables to job characteristics significantly increases the explained variance in job satisfaction.

Journal ArticleDOI
TL;DR: In this paper, the role of performance and absenteeism in predicting labor turnover relative to other predictors was discussed, and it was shown that absenteeism may have played the dual role of e...
Abstract: The article discusses research pertaining to the role of performance and absenteeism in the prediction of labor turnover relative to other predictors. Absenteeism may have played the dual role of e...

Journal ArticleDOI
TL;DR: In this article, the authors examined the relationship between professionalism, organizational commitment and job satisfaction in an organization setting involving several field offices of a “Big Eight” U.S. accounting firm.
Abstract: With growth in the number of professionals employed in organizations, concern has been expressed over potential conflict between the professionalism of these employees and their commitment to the organization. Empirical studies examining the relationships between professionalism, organizational commitment and job satisfaction have reported inconsistent results. This paper examines these variables in an organization setting involving several field offices of a “Big Eight” U.S. accounting firm. Accountants who reported high levels of professionalism also reported high levels of organizational commitment. Additionally, both professionalism and organizational commitment were strongly related to job satisfaction.

Journal ArticleDOI
TL;DR: In this article, the dual attachment model is proposed for the integration of the job characteristic model and the leader-member exchange model, based upon the framework of organizational role theory, for the prediction of job attitudes and performance.


Journal ArticleDOI
TL;DR: In this paper, the consequences of person-environment congruence at work in terms of Holland's model of vocational preference were investigated, and it was predicted that those with a poor P-E fit would have higher levels of mental distress and lower levels of job satisfaction than those who experienced a good fit.
Abstract: This study was concerned with the consequences of person-environment (P-E) congruence at work in terms of Holland's model of vocational preference. Whereas there has been some work on P-E fit and job satisfaction, and P-E fit and stress, few studies have looked at the relationship between P-E fit, job satisfaction and mental health. It was predicted that those people with a poor P-E fit would have higher levels of mental distress and lower levels of job satisfaction than those who experienced a good P-E fit. The results substantiated the major hypotheses of this study and are discussed in terms of the measurement and causes of job satisfaction. Criticisms and limitations of this type of approach are also considered.

Journal ArticleDOI
TL;DR: In this article, the importance of various demographic and job specific attitudes in predicting job satisfaction among patrol officers was determined, and the impact of affirmative actions was shown to be highly associated with job satisfaction under certain circumstances.
Abstract: The central issue of this study involves determining the importance of various demographic and job specific attitudes in predicting job satisfaction among patrol officers. Findings contradict much of the previous literature that suggested a predictable association between specific factors and officer attitudes. Instead this study supports a Situational approach to predicting job satisfaction. In addition, the impact of affirmative actions was shown to be highly associated with job satisfaction under certain circumstances.

Journal ArticleDOI
Jay S. Kim1
TL;DR: In a field experiment, goal setting and feedback involving both behavior and outcome simultaneously was found to be superior to that involving either behavior or outcome alone on sales performance as mentioned in this paper, and was used to evaluate the impact of both goal-setting and feedback on performance.
Abstract: In a field experiment, goal setting and feedback involving both behavior and outcome simultaneously was found to be superior to that involving either behavior or outcome alone on sales performance,...

Journal ArticleDOI
01 Aug 1984
TL;DR: The authors examined the relationship between organizational commitment, union commitment, and worker behavior among unionized newspaper employees and found that organizational commitment was related to job performance and union commitment was associated with job performance.
Abstract: Interrelationships between organizational commitment, union commitment, and worker behavior were examined among unionized newspaper employees Organizational commitment was related to job performan

Journal ArticleDOI
TL;DR: In this article, a field experiment was conducted to assess the effects of three types of job previews (realistically general, realistic general, and no preview) on newly hired bank tellers.
Abstract: : A field experiment was conducted to assess the effects of three types of job previews (realistically general, and no preview) on newly hired bank tellers. The N=249 new hires were monitored for 43 weeks after entry into the bank. The Specific Job Preview clearly and significantly lowered initial job expectations compared to the other two groups. There were no significant differences among job preview groups in terms of their initial attitudes toward the organization, nor their job performance. The major criterion of interest, overall job survival rates, was also unaffected by previews. However, the rate at which turnover did occur was significantly different. Among those who ultimately left the bank, those in the Specific and General job preview groups tended to leave during the first three weeks (during formal, off-the-job training), whereas the No Preview leavers departed more often during the first 20 weeks after training (during the acquisition of job competence up to standard). (Author)

Journal ArticleDOI
TL;DR: In this article, the authors investigated the relationship between Type A behavior and sales performance, as well as job satisfaction, among a sample of 355 life insurance agents and found that no significant differences were found between type A and B agents.

Journal ArticleDOI
TL;DR: In this article, the authors discuss the negative impact that many features of bureaucratic organization have on the job satisfaction of professionals and the theoretical question of whether professional job values and bureaucratic requirements are inherently in conflict.
Abstract: when professionals become employees of organizations. Scholarly debate deals not only with the negative impact that many features of bureaucratic organization have on the job satisfaction of professionals but also with the theoretical question of whether professional job values and bureaucratic requirements are inherently in conflict. This issue has particular relevance for the study of physicians working in organizations because physicians have historically worked in traditional settings, such as solo practices or partnerships, but now are working in formal organizations with greater frequency (Donabedian, Axelrod and Wyszewianski 1980). As an increasing number of physicians eschew the solo, private practice setting and assume positions in organizations ranging from small


Journal ArticleDOI
TL;DR: In this article, a sample of 401 branch managers from a large lending institution performed a conventional self-appraisal and an appraisal containing instructions referencing supervisory feedback (Feedback Based Self-Appraisal).
Abstract: Self-appraisals of job performance have historically proven to be weakly related to appraisals conducted by supervisory personnel. Two studies sought to facilitate rater agreement by invoking supervisory performance feedback as a frame of reference for subordinate raters. In the first study, a sample of 401 branch managers from a large lending institution performed a conventional self-appraisal and an appraisal containing instructions referencing supervisory feedback (Feedback Based Self-Appraisal). Feedback Based Self-Appraisals exhibited significantly smaller leniency error, greater total rating variance, and more agreement with superior ratings than conventional self-appraisals. FBSAs produced small improvements over conventional self-appraisals in predicting objective criteria of managerial job performance. Study 2 examined FBSA-supervisory appraisal agreement for two samples of military organization personnel. The relative degree of feedback available in a work environment was found to moderate FBSA-superior agreement.


Journal ArticleDOI
TL;DR: The Work Opinion Questionnaire (WOQ) as discussed by the authors is a measure of job-related attitudes, which was developed to predict job performance in entry level positions in a large midwest city.
Abstract: This study outlines the development of the Work Opinion Questionnaire (WOQ), a measure of job-related attitudes. The 35-item attitude measure was validated on 670 C.E.T.A. workers in a large midwestem city. The WOQ was effective in predicting job performance in entry level positions. Potential applications and limitations of the WOQ are discussed.

Journal ArticleDOI
TL;DR: In this paper, the authors examined the ability of McClelland's trichotomy of needs theory to provide a conceptual explanation of the job satisfaction and work performance of CPA firm professionals.
Abstract: This paper examines the ability of McClelland's trichotomy of needs theory (need for affiliation, need for power, need for achievement) to provide a conceptual explanation of the job satisfaction and work performance of CPA firm professionals. Seventy-seven of the 89 professionals at an office of a large international CPA firm participated in the study. For partners and managers, need for affiliation correlated negatively with job satisfaction. For partners and managers, junior-level audit/tax specialists and junior-level management consultants, need for power correlated positively with job satisfaction. Job satisfaction correlated positively with the intent to remain with their current firm for all three categories. Need for achievement correlated positively with hours devoted to work for junior-level audit/tax specialists, and with the firm's work performance ratings for partners and managers and junior-level audit/tax specialists. The results suggest that McClelland's theory, which has not been previously applied to examine job satisfaction, might provide a conceptual explanation of why some individuals experience relatively high job satisfaction in an environment where their contemporaries experience relatively low job satisfaction.