摘要:

The workplace has been examined as a source of potential stressors, e.g., role conflict and ambiguity, and the relationship between these stressors and job satisfaction has been empirically demonstrated. The relationship between job satisfaction and health, however, has not been clearly established empirically. Data were collected from 416 experienced Air Traffic Controllers to examine the hypothesized positive relationship between job satisfaction and psychiatric symptomatology. Job satisfaction was measured with self‐report instruments while psychiatric symptomatology was assessed via a standardized diagnostic interview. The results provide strong support for the existence of the hypothesized relationship. Satisfaction with the work itself for the ATCs, followed closely by coworker satisfaction, showed the most frequent relationships to the presence or absence of different psychiatric symptoms. The results are discussed in terms of their relationship to research on job related stres

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01424.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

A monte carlo computer study was conducted where the statistical power of the univariate repeated measures ANOVA design proposed by Arvey and Mossholder (1977) to detect job differences was investigated. Also investigated was the relative value and usefulness of omega‐squared estimates to indicate job similarities and differences. Job profile means and covariance structures were generated by using data from six relatively similar jobs and six dissimilar jobs based on Position Analysis Questionnaire (PAQ) data bank information. Different combinations of job differences (4 conditions), number of job raters (2 conditions), and violations of statistical assumptions (3 conditions) were generated (1000 sets for each of the 24 combinations) and each data set analyzed using the ANOVA design. Results indicate that testing for statistical significance is not as useful in determining job differences as examining the omega‐squared estimates. Specifically, the omega‐squared estimates for the interaction of the Jobs × Dimension effect is a relatively sensitive and stable indicator of job differences regardless of the number of raters and violations of the statistical assum

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01425.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

There has been a recent trend in research seeking the most appropriate statistical technique for determining job similarities/differences. Monte Carlo methods were used to analyze more closely the repeated measures analysis of variance and the multivariate analysis of variance in order to add further insight into the viability of these techniques for this purpose. The conventional univariate analysis of variance, the ε‐adjusted univariateFtest, and the ε‐adjusted univariateFtest were compared to three multivariate tests (Roy's largest‐root criterion, Wilk's likelihood ratio, and the Pillai‐Barlett trace) in terms of power and control for Type I error when (1) circularity and homogeneity were met, (2) homogeneity was met but circularity was violated, (3) homogeneity was violated but circularity was met, and (4) both homogeneity and circularity were violated. The efficacy of the techniques was shown to be contingent upon whether the assumptions were met or not. The univariate test proved to be the better technique when circularity was met. The multivariate technique proved to be the better test when homogeneity was met while circularity was violated. The results were mixed when both circularity and homogeneity were violated. Guidelines for selecting a statistical technique which tests for job differences ar

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01426.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

It is argued that Fiedler and Mahar's (1979a) conclusion that Leader Match is a promising method for improving leadership effectiveness is unjustified. The core assumption of Leader Match is that congruence between leaders' LPC score and their situations accounts for a major proportion of the variance in group performance. This assumption does not seem sustainable in view of what we currently know about the determinants of group performance, and furthermore it has not been demonstrated by research using the Contingency model. Contingency model research has shown only that leadership style may affect productivity when a number of other structural/situational variables are controlled for. A brief review of empirical research using Leader Match indicates that evidence for the model is unconvincing because of the serious problem of identifying appropriate criteria of leader effectiveness and the prevalence of a number of alternative explanations for the results of many of the studies. The implications of this critique for leadership research in general are then considered.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01427.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Some problems with the use of the LPC score in the Fiedler, Chemers, and MaharLeader Matchself‐teaching book were identified and examined. The cutting scores defining high and low LPC were questioned because of inadequately developed norms and the alteration of the LPC scale from 16 to 18 items. The current procedures were estimated to create a substantial bias toward being inappropriately categorized as a high LPC individua

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01428.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Demographic and psychological characteristics of 479 job leavers from two plants were processed, and work stability of 110 previously tested subjects was followed up for up to eight years. The study revealed that job quitting is a career decision depending upon career type, career stage and the characteristics of the organization, from the career development point of view. These variables make it possible to predict leaving decisions by employees, and also job stability.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01429.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

The purpose of this study was to determine the extent to which direct judgments of similarity by supervisors and incumbents could provide the same job classification results as a more elaborate job analysis procedure involving measures of task overlap among jobs. To accomplish this, 8 foreman jobs in a chemical processing plant were analyzed and compared on 237 task statements. In addition, 15 foremen incumbents and 17 supervisors evaluated the similarities among the same 8 foremen jobs in a paired comparisons rating task. The task‐oriented job analysis required hundreds of man‐hours to complete; the rating task took 15 minutes. Results using hierarchical cluster analysis and multidimensional scaling analysis revealed that the global judgments and the task‐oriented data led to identical conclusions. Also, it was found that incumbent ratings produced the same results as ratings from supervisors. Uses, advantages, and disadvantages of the procedure are out

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01430.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

One of the continuing problems that employers face is the validation of their personnel decisions. While a major emphasis of validation has concerned hiring decisions, it is also clear from the 1978 Uniform Guidelines that other decisions concerning individuals are subject to scrutiny. The purpose of this paper is to explore the various option available for the validation of selection procedures when criterion‐related validity is technically infeasible and to present a conceptual framework, theJ‐Coefficient, within which all validation options can be conside

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01431.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

In this paper, the effects of a flexible working hours schedule on the arrival and departure times of 162 public sector employees are examined. The results indicate that workers, when given the opportunity to schedule their own workday, deviate only moderately from their pre‐flexitime arrival/departure times. In addition, they tend to develop relatively stable arrival/departure patterns. The results also indicate that the number of late arrivals has been virtually eliminate

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01432.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

The effects of realistic job previews (RJPs) were studied with a sample of 842 candidates for telephone service representative. Two types of preview, a film and job visit, were used. Results showed no significant differences between RJP candidates and control candidates with respect to job acceptance, met expectations, job commitment and turnover. Because the findings were at variance with the conclusions of previous RJP research the data from previous studies were reexamined. Based on pooled data from eleven studies the average effect of RJPs on turnover rate was estimated as six percentage points overall. Neither the type of media used nor the length of time turnover is studied appears to interact with RJP effectiveness. RJPs appear to be more effective with more complex jobs, however. Explanations of RJP effects on turnover have not been consistently supported. Though data are limited, self‐selection, met expectations and coping ability do not appear to be impacted by RJPs. There is some evidence that RJPs result in more positive job related attitudes, but the explanation for this is not clear. Difficulties in interpreting job preview research are noted, including insufficient statistical power, differences in organizational roles and the lack of a clear operational definition of realis

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb01433.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY