摘要:

The study examined the effects of job change characteristics on perceived career change and attitudes toward the new job. The job change characteristics examined were content of change, magnitude of change, direction of change, volitionality of job choice, and duration of the unemployment period between the two jobs. The subjects were 222 university educated men and women. It was found that perceived career change was firmly related to job change characteristics reflecting both “internal” and “external” career perspectives. After controlling for the direction of change, the magnitude of change had a negative impact on satisfaction with the new job, while the volitionality of job choice and the duration of unemployment were positively associated with job satisfaction. Contrary to expectation, the volitionality of job choice and the duration of unemployment did not increase the commitment to continue in the

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb01253.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

An exploratory study was conducted to examine the organization of three often used measures of job satisfaction. Employing a convenient sample of 144 workers, who also were enrolled in evening graduate school courses, relationships between these job satisfaction measures and affective (positive and negative) and cognitive attitudinal components were assessed. The job satisfaction measures were found to vary considerably in terms of their affective and cognitive content. These results were discussed in terms of their relevance to the study of job attitudes.

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb01254.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

Current evidence indicates that people are less likely to make work‐related moves when their spouses are employed, perhaps reflecting the expected adverse effects of the move on the earnings of the tied spouse. These studies investigated people's expectations about the effect of a job‐related move on the employment opportunities of the tied spouse. Subjects expected that tied moves would have especially adverse consequences for the careers of well paid spouses, with those effects expected to be greater for moves to small towns than to big cities. Findings are discussed in relation to the actual moving trends of two‐earner co

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb01255.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

The contribution of job content and job title to the gender‐related perceptions of a job and an incumbent was examined. Two hundred thirty subjects were asked to rate job descriptions that varied in job title (masculine or feminine) and in the proportion of masculine and feminine tasks, using four dependent measures. Results indicated a job title and a job content main effect for three of the four dependent measures (ratings of the gender‐type of the job, of most probable incumbent, and of probable success). There were no job title × job content interactions. The findings suggested that job title and job content contributed independently to the overall perceptions of a job. Implications for future research are discu

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb01256.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

On the basis of previous research on college satisfaction and Cohen and Wills'(1985) social support framework, we hypothesized that structural social support has a main effect on college satisfaction and that the effect of positive college events on college satisfaction is boosted by self‐esteem and belonging functional social support. Analyses were based upon a convenience sample of 392 community college students enrolled in psychology courses. Structural social support had a main effect on college satisfaction, and positive college events interacted with self‐esteem functional social support. The beneficial effect of positive college events on college satisfaction increased as the level of self‐esteem functional social support incr

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb01257.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

The present study examined the role of social support and locus of control as determinants of job satisfaction and as moderators of the job stress—job satisfaction relationship. Support from a variety of sources focusing on problems at work was found to be stress buffering for internals whereas supervisory support was directly related to job satisfaction for externals. Type of support (integration) was associated with job satisfaction depending on perceptions of locus of control. In addition, different dimensions of locus of control (internal, external‐chance, external‐powerful others) had differing effects on job satisfaction independent of levels of social support. It is concluded that the buffering effect of social support may be applicable to job stress only when that support is content specific (issues at work) and individuals receiving such support believe they can impact their outcomes (internals on locus of control). The implication of these findings are discussed in terms of practical application in work organiza

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb01258.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY