摘要:

From a public health perspective, physical activity is seen as important for disease prevention and psychological well‐being. The purpose of the present study was to (a) examine the differences between members, those on the waiting list and non‐members of a British corporate health and fitness club and (b) explore the differences between male and female employees on measures of mood states, physical well‐being, job satisfaction and absenteeism. A total of 293 head office employees from a leading British food retail company agreed to take part in the study. The results tend to suggest that members of the club have better psychological mood states and physical well‐being than non‐members. Males were also physically healthier although there were no observed significant differences between males' and females' mood states. Analyses also indicated that members were more satisfied with their jobs and demonstrated fewer days absent from work than non‐members. There were no recorded gender differences in levels of job satisfaction or absenteeism. These results are discussed with respect to the role workplace exercise clubs may have in facilitating job satisfaction, levels of absenteeism and physical and psychological

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00604.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Prior research suggests that employees who receive unfavourable decision outcomes from their organization will have less negative attitudes towards the organization and organizational officials if they participated in the decision than if they did not participate. Questionnaire data from 220 academic accountants were analysed with regression to test for this proposed interaction between participation and outcome favourability in a performance evaluation context. In support of the proposed interaction, unfavourable outcomes had the least negative relationship with intent to stay with the organization and trust in immediate supervisor when participation was high. This phenomenon may be attributable to a belief on the part of employees that participation afforded them influence in decision making to ensure they received the best possible outcomes under the circumstances.

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00605.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

There is laboratory evidence of gender differences in causal attribution for performance, the nature of which may have deleterious consequences for women's career progression in management. There are, however, reasons to question whether these laboratory results generalize to organizational settings. The present study investigated the effect of gender on 87 managers' causal explanations for incidents of their successful and unsuccessful performance. Subjects occupied either junior or middle levels of management in two organizations, a hospital unit of a local health authority and a financial services firm. Based on the proportion of the managerial population who were women, the financial services firm was a more atypical environment for women managers than the health organization. Two null hypotheses were tested: one, that male and female managers would not differ in their attributional perceptions; and two, that the gender pattern of attribution would not vary by organizational setting. Results indicate that controlling for organization and level, women managers attribute their success significantly less strongly to ability. The organizational setting (or managerial level) did not significantly affect this tendency. There were no significant effects on explanations for unsuccessful performance. Research and practical implications of the results are discussed.

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00606.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Karasek (1979) proposed that job demands and decision latitude interact to cause psychological strain. Main effects of these job variables on strain have been often found, but the predicted interaction between them has been less consistently demonstrated. We argue that this lack of support results from inadequate specification and operationalization of the independent variables. In particular, most empirical tests of the interaction have been based on a general measure of decision latitude which encompasses a wide range of job properties including control, task variety and learning opportunities. Yet, theoretically, it is control which is the crucial factor. In this study we used more focused measures of demands and control, with a sample of 1451 manufacturing employees, and found clear evidence of the predicted interaction effect. Parallel analyses using a measure of decision latitude rather than of job control did not show an equivalent effect. It is recommended that greater attention be paid to congruence between theory and measurement.

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00607.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

This study is an attempt in assessment centre research to apply both criterion and construct validation strategies to a single sample and examine, simultaneously, a relatively comprehensive set of variables including assessor ratings, psychological test measures, supervisory ratings of job performance and actual promotions, hence allowing more direct comparisons of a variety of validities and explorations of previously unexamined issues. Results showed a lack of both internal construct validity as demonstrated by multitrait–multimethod analyses and factor analysis and external construct validity when placed in a nomological network of constructs independent of the centre. Assessment centre ratings were found to be predictive of subsequent promotion (r= .59,p<.001) but not of concurrent supervisory ratings of performance (r= .06, n.s.). Logistic regression analyses showed that assessment centre ratings produced a significant and substantial increment in validity in predicting promotionover and abovecurrent supervisory ratings of job performance (Δχ2(1) = 20.06,p<.001), which is an important relationship that has not been previously examined. Implications of these findings for the nature of constructs in assessment centres and future research are discussed in the context of Klimoski&Brickner's (1987) ‘performance consistency’ explanation and ‘subtle’ criterion contamination explanation as to why assessment c

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00608.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Findings from six qualitative research projects were combined to construct an evaluation of gender and equality of opportunity in public sector organizations in Northern Ireland. Through interviews and focus groups, these projects targeted equal opportunities officers, chief executives, general staff and trade unionists. In addition, a computer database containing all documentation relating to equal opportunities was developed. The evaluation addressed four primary areas, namely policy development and implementation; resources, channels of communication and organizational structures; where women figure and barriers to progress; and practical steps and positive action. The research found large differences in organizational responses to equal opportunities, with related activities often on the periphery of day‐to‐day management of the organization. Perceptions of the organizations' commitment to equality also varied considerably, with managers describing the proximity between the organization's value system and equal opportunities but employees and trade unionists being more sceptical of these claims. The implications for policy, structures and training needs are discussed in the light of these findi

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00609.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

The data in this study show that the degree to which computers have a positive or negative effect upon job characteristics depends upon the relative amounts of time spent at the computing and non‐computing components of a job, the nature of the work done on the computer, and the nature of the work done apart from the computer. The beginnings of a theoretical explanation for the effects of these variables upon job characteristics, and for the finding that different job characteristics are differentially affected by them, are also presente

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00610.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY

摘要:

Book reviewed in this article:Intercultural Communication Training: An Introduction.ByR. Brislin&T. Yoshida.Reframing Human Resource Management: Power, Ethics and the Subject at Work.ByBarbara Townley.

ISSN:0963-1798    

DOI:10.1111/j.2044-8325.1996.tb00611.x

出版商:Blackwell Publishing Ltd    

年代:1996

数据来源: WILEY