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Showing papers on "Job performance published in 1992"


Journal ArticleDOI
TL;DR: This article investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance at the organizational level by collecting data from 13,808 teachers within these schools.
Abstract: Previous research has consistently shown little relationship between job satisfaction, job attitudes, and performance for individuals, but little work has investigated these relationships at the organizational level of analysis. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance. Organizational performance data were collected for 298 schools; employee satisfaction and attitude data were collected from 13,808 teachers within these schools. Correlation and regression analyses supported the expected relationships between employee satisfaction/attitudes and organizational performance

1,308 citations


Journal ArticleDOI
TL;DR: This paper investigated the retention rates of 904 college graduates hired in six public accounting firms over a six-year period and found that organizational culture values varied significantly among the firms, and that college graduates' retention rates varied significantly with respect to their education.
Abstract: This study investigated the retention rates of 904 college graduates hired in six public accounting firms over a six-year period. Organizational culture values varied significantly among the firms....

658 citations


Journal ArticleDOI
TL;DR: Using strict conformity with Porter and Steer's (1973) definition of met expectations, a subset of studies was identified that had nonsignificant between-studies variance for all correlations except job satisfaction and the mean correlations in these subgroups were very similar to those for the entire group.
Abstract: A review of research on the effects of met expectations for newcomers to organizations located 31 studies of 17,241 people. A meta-analysis found mean (corrected) correlations of .39 for job satisfaction and organizational commitment, .29 for intent to leave, .19 for job survival, and .11 for job performance. However, all of these mean correlations had significant between-studies variance. By using strict conformity with Porter and Steer's (1973) definition of met expectations, we identified a subset of studies that had nonsignificant between-studies variance for all correlations except job satisfaction. Furthermore, the mean correlations in these subgroups were very similar to those for the entire group. Future research should consider both the direction of the met expectations discrepancy (i.e., over- vs. underfulfillment) and alternative ways to measure organizational reality.

608 citations


Journal ArticleDOI
TL;DR: In this article, a study with 263 employed persons, identification with a psychological group or organization (IDPG) is defined as the perception of sharing experiences of a focal group and sharing characteristics of the group's members.
Abstract: Identification with a psychological group or organization (IDPG) is defined as the perception of sharing experiences of a focal group and sharing characteristics of the group's members. IDPG is conceptually distinct from the related concept of organizational commitment. In the present study with 263 employed persons, IDPG was shown to be empirically distinct from organizational commitment. In addition, IDPG was shown to have significantly less overlap than commitment with three related concepts: job satisfaction, organizational satisfaction, and job involvement.

520 citations


Journal ArticleDOI
TL;DR: The authors explored the relationship between job insecurity associated with a layoff and the work effort of employees who survived it and found that the relationship took the form of an in-depth field study.
Abstract: The field study reported here explored the relationship between the job insecurity associated with a layoff and the work effort of employees who survived it. The relationship took the form of an in...

450 citations


Journal ArticleDOI
TL;DR: This paper reviewed and summarized two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance and provided four guidelines for improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry.

377 citations


Journal ArticleDOI
TL;DR: In this paper, it was hypothesized and found that task visibility and intrinsic task involvement would each be negatively associated with social loafing in an ongoing organization, and individuals engaged in social...
Abstract: It was hypothesized and found that task visibility and intrinsic task involvement would each be negatively associated with “social loafing” in an ongoing organization. Individuals engaged in social...

340 citations


Journal ArticleDOI
TL;DR: In this paper, a sample of municipal employees from a large city in the southwestern United States reported substance use at or away from work and reported more frequently engaging in withdrawal activities and antagonistic work behaviors than did nonusers, although users and nonusers did not differ on positive work behaviors.
Abstract: Substance use and job behaviors were assessed in a sample of municipal employees from a large city in the southwestern United States. Job behaviors included psychological and physical withdrawal, positive work behaviors, and antagonistic work behaviors. Employees who reported substance use at or away from work were found to more frequently engage in withdrawal activities and antagonistic work behaviors than did nonusers, although users and nonusers did not differ on positive work behaviors. We tested hierarchical regression models to determine whether substance use contributed unique variance to the prediction of job behaviors after we controlled for variance associated with personal and job background domains. Substance use added unique variance to the prediction of psychological and physical withdrawal behaviors but not to positive or antagonistic work behaviors.

310 citations



Journal ArticleDOI
TL;DR: Based on London's and London and Mone's theory of career motivation and the extrawork literature, a hypothesized model of the antecedents and outcomes of career commitment was proposed and tested as mentioned in this paper.

280 citations


Journal ArticleDOI
TL;DR: In this paper, the impact of multi-faceted measures of job satisfaction on customer oriented behaviours demonstrated by service providers is discussed, together with recommendations for managers and suggestions for further research.
Abstract: Considers the impact of multi‐faceted measures of job satisfaction on customer‐oriented behaviours demonstrated by service providers. Reveals how overall job satisfaction, together with specific satisfaction related to supervision, colleagues, promotion and work are positively related to customer‐orientation, while satisfaction with pay is not of significance in this case. Discusses recommendations for management and suggestions for further research.


Journal ArticleDOI
TL;DR: In this paper, the authors focus on and develop a model for a particular aspect of self-leadership emphasizing self-talk and mental imagery, and propose that employees can influence or lead themselves by utilizing specific cognitive strategies that focus on individual self-dialogue and mental images.
Abstract: Self-leadership theory can be described as the ‘process of influencing oneself ’as opposed to the influence of leaders over followers (Manz, 1983, 1986). We focus on and develop a model for a particular aspect of self-leadership — thought self-leadership — emphasizing two primary elements, self-talk and mental imagery. The major thrust of this model is that employees can influence or lead themselves by utilizing specific cognitive strategies that focus on individual self-dialogue and mental imagery. It is proposed that constructive thought management through the effective application of cognitive strategies can lead to enhanced individual and organizational performance.

Journal ArticleDOI
TL;DR: Zenger et al. as discussed by the authors developed an efficiency explanation for commonly observed performance-based compensation contracts that aggressively reward extreme performance while largely disregarding performance distinctions for moderate performance levels in response to this reward-the-extremes contract.
Abstract: Todd R Zenger Washington University This study develops an efficiency explanation for commonly observed performance-based compensation contracts that aggressively reward extreme performance while largely disregarding performance distinctions for moderate performance levels In response to this reward-the-extremes contract, the paper predicts a relationship between performance and turnover that fluctuates by performance level Evidence of the hypothesized contract and the resulting pattern of turnover are provided empirically with data collected from 984 engineering employees of two large high-technology companies in the San Francisco Bay Area The data confirm that extremely high and moderately low performers are likely to remain in firms offering these contracts while moderately high and extremely low performers are likely to depart"

Journal ArticleDOI
TL;DR: In this article, the authors investigated the relationship between a code of ethics and sales force behavior and found that a well communicated code may be related to ethical sales force behaviour, and that a sales force that is employed in such an environment can be profiled as being relatively high in job performance and receiving equally high satisfaction from their positions.
Abstract: A growing public concern regarding ethical business conduct has stimulated marketing research in the ethics area. This study is the first empirical research to investigate the relationship between a code of ethics and sales force behavior. The findings present preliminary evidence that a well communicated code of ethics may be related to ethical sales force behavior. Furthermore, it appears that a sales force that is employed in such an environment can be profiled as being relatively high in job performance and receiving equally high satisfaction from their positions. Suggestions are made for future research and recommendations are offered for marketing practitioners.

Journal ArticleDOI
TL;DR: This article explored the contention that the concentration of women in certain jobs that accommodate parenting can help explain both occupational gender segregation and the lower wages received by women employed full time and found that the combination of both schedule flexibility and ease of job performance most clearly reduces job-family conflict for parents.
Abstract: This article explores the contention that the concentration of women in certain jobs that accommodate parenting can help explain both occupational gender segregation and the lower wages received by women employed full time. Evidence from the 1977 Quality of Employment Survey shows that the combination of both schedule flexibility and ease of job performance most clearly reduces job-family conflict for parents. However, mothers employed over 30 hours a week are not more likely to be in jobs with those characteristics, nor are predominantly female jobs in general likely to possess that cluster of characteristics shown to reduce job-family conflict.

Journal ArticleDOI
TL;DR: The results of this survey indicated that employees who had their performance electronically monitored perceived their working conditions as more stressful, and reported higher levels of job boredom, psychological tension, anxiety, depression, anger, health complaints and fatigue.

Journal ArticleDOI
TL;DR: This article examined the concept of intercultural effectiveness, which integrates five dimensions: language and interpersonal skills, social interaction, cultural empathy, personality traits, and managerial ability, and found that effective cross-cultural adjustment and job performance are moderately correlated.

Journal ArticleDOI
TL;DR: A test of the complete Job Characteristics Model (Hackman & Oldham, 1976, 1980) was conducted, with particular emphasis on the little-investigated mediating and moderating effects specified by the model as mentioned in this paper.

Journal ArticleDOI
TL;DR: In this article, the authors examined the impact of self-efficacy on the performance and attitudes of telecommunications field service technicians whose jobs had undergone a major technological change and found that TSE was positively correlated with satisfaction, commitment, and work quality and quantity and was negatively correlated with absenteeism and tardiness.
Abstract: We examined the impact of self-efficacy (the belief in one's ability to successfully perform a task) on the performance and attitudes of telecommunications field service technicians whose jobs had undergone a major technological change. Two hundred five technicians responded to a survey measuring technological self-efficacy (TSE) and job attitudes, behaviors, and performance. TSE was positively correlated with satisfaction, commitment, and work quality and quantity and was negatively correlated with absenteeism and tardiness. Job focus and TSE interacted to predict withdrawal behaviors.

Journal ArticleDOI
TL;DR: This paper examined the relationship of managers' expectations with repatriation adjustment and job performance and found that managers whose job and non-work expectations were met reported higher levels of adjustment adjustment and better job performance than those whose expectations were either underor overmet.
Abstract: Recently, the topic of expatriate cross-cultural adjustment has received increased scholarly attention; however, adjustment after an international assignment (repatriation adjustment) has received relatively little systematic investigation. This study examined the relationship of managers' expectations with repatriation adjustment and job performance. In general, managers whose job and nonwork expectations were met reported higher levels of repatriation adjustment and job performance than those whose expectations were either underor overmet. Both research and practical implications are discussed.

Journal ArticleDOI
TL;DR: In this paper, a model of the factors that enhance or hinder learning a new position is proposed and partially tested, and individual differences such as self-efficacy and immediate prior similar experience are strongly related to job learning.
Abstract: A model of the factors that enhance or hinder learning a new position is proposed and partially tested. Time on the job explained 27% of the variance in the facility with which a position was learned, and individual-differences, job-characteristics, context, and environmental factors explained an additional 24%. Job characteristics such as role complexity and lack of job challenge and individual differences such as self-efficacy and immediate prior similar experience were strongly related to job learning. In addition, contextual factors representing the organization's climate, pace, and stage contributed to the explanation of job learning along with the individual's marital status

Journal ArticleDOI
TL;DR: The hypothesis that working conditions influence psychological attributes and distress is supported, with workers in “active” jobs reporting the highest level of Type A behavior, job involvement, and positive attributional style.
Abstract: As a test of the “job strain” (job demands-control) model, 297 healthy men aged 30–60 were recruited at eight New York City worksites. The association among job demands and control, social support, and psychological outcomes was tested using both ANCOVA and moderated multiple regression, controlling for demographic variables. The job strain model was supported by various psychological outcome measures, with workers in “active” jobs reporting the highest level of Type A behavior, job involvement, and positive attributional style, workers in “low-strain” jobs reporting the lowest job dissatisfaction and trait anxiety, workers in “passive” jobs reporting the most external locus of control and trait anxiety, and workers in “high-strain” jobs reporting the highest job dissatisfaction. Low social support was associated with greater symptomatology, and a significant three-way interaction (demands×control×support) for job dissatisfaction was observed. While selection of subjects into jobs may partially explain these findings, the results support the hypothesis that working conditions influence psychological attributes and distress.


Journal ArticleDOI
TL;DR: A conceptual framework for the determinants of organizational turnover which identifies five panels of variables (job properties, affective/attitudinal reactions, intentions to leave/stay, job search behavior, and turnover occurrences) is presented in this article.

Journal ArticleDOI
TL;DR: In this article, the authors report on an empirical study of the job characteristics of public sector professionals and the impact of these characteristics on motivation, job satisfaction, and work involvement in the public sector.
Abstract: This article reports on an empirical study of the job characteristics of public sector professionals and the impact of these characteristics on motivation, job satisfaction, and work involvement. W...

Journal ArticleDOI
TL;DR: Age, organizational level, organizational tenure, job tenure, and number of years in the computer field are negatively correlated with the intention to leave the organization; education was found to be positively correlated with turnover intentions.

Journal ArticleDOI
TL;DR: A two-phase study was conducted to test the Situational Occurrences Theory of Job Satisfaction as discussed by the authors, which posits that job satisfaction is a function of a relatively finite and stable set of variables called situational characteristics and a broader based, fluid set of variable called SitU-Occurrences.
Abstract: A two-phase study was conducted to test the Situational Occurrences Theory of Job Satisfaction. The theory was designed to address the following anomalies: (1) why do employees holding seemingly excellent jobs in terms of the traditional job facets such as pay and benefits sometimes report low satisfaction, (2) why do employees holding similar jobs at the same or different organizations with similar pay, etc. have different job satisfaction levels, and (3) why do employee job satisfaction levels change over time when pay, etc. remains relatively stable? The theory posits that job satisfaction is a function of a relatively finite and stable set of variables called Situational Characteristics and a broader based, fluid set of variables called Situational Occurrences. It was hypothesized that overall job satisfaction could best be predicted from a combination of Situational Occurrences and Situational Characteristics than by either alone. It was also hypothesized that Situational Occurrences play a dominant ...

Journal ArticleDOI
TL;DR: The role that race plays in influencing the work experiences and career outcomes of MIS personnel has been neglected in the MIS human resource management literature to date, despite the significant demographic changes in the work force projected by the year 2000 and beyond as mentioned in this paper.
Abstract: The role that race plays in influencing the work experiences and career outcomes of MIS personnel has been neglected in the MIS human resource management literature to date, despite the significant demographic changes in the work force projected by the year 2000 and beyond. Thus, the need to understand and eliminate any barriers to advancement for various subgroups is essential if employers are to continue attracting the most qualified employees. This study examines relationships among race, organizational experiences, job performance evaluation, and career outcomes of black and white MIS employees in a large multi-national telecommunications company. Direct and indirect effects of race on job performance evaluations and career outcomes (i.e., advancement prospects, career satisfaction, and organizational commitment) are examined. Compared to white MIS employees, black MIS employees reported less job discretion, less career support, and lower levels of met expectations. In addition, blacks received lower job performance ratings and were less satisfied with their careers than whites. Among other things, it is recommended that organizations be sensitive to and work to prevent the disparate treatment of black and white employees in all areas of the company, especially by supervisors, which negatively affects black employees' opportunities for promotion and advancement and the quality of their experiences on the job. Employers cannot assume automatically that black and white employees, or other subgroups, have the same experiences on the job or that their perceptions of their experiences are the same. Suggestions for additional research are offered and human resource management implications are identified.

Journal ArticleDOI
TL;DR: This paper found that tests assessing competence in mathematical reasoning, science, and English have almost no impact on wage rates and earnings during the eight years following high school graduation in NLS-Youth and other data sets.