摘要:

A hypothesis of consistency in cognitive information processing of perceptions of psychological influence (perceived influence of decisions made by a supervisor) was proposed and tested. The hypothesis stated that if (a) having influence was of sufficient importance to a subordinate to effect selective attention to supervisor behaviors that reflected opportunities for influence, then (b) the subordinate would employ perceptions of influence in behavioral decisions (performance) and affective reactions (anxiety, satisfaction). The hypothesis received support in a study of 363 Navy enlisted aircraft maintenance personnel, where selective attentiveness to opportunities for influence was determined by assessing the fit between personal characteristics of a subordinate (e.g., achievement motivation) and the degree of overload in the work environment. Results suggested that relations between perceptions of influence and attitudes/performance should be expected only for those individuals who are attentive to opportunities for influence in the early stages of cognitive processing. Implications of these results for future scientific and professional endeavors are discussed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00489.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

A trait‐oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discusse

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00490.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Sixty‐five male sergeants in the U.S. Park Police, Department of Interior, competed for promotion to lieutenant in the fall of 1978. Candidates were rank‐ordered based on a weighted sum of a written job knowledge test score and an oral interview fitness and merit ranking. Five promotions would be made based upon the rank order; the top nine candidates were white. However, there was no difference in mean scores on either the test or the interview score between the group of 52 whites and the group of 12 blacks. There was also a negative relationship between age of candidate and score on written t

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00491.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Isolation of the influences behind neutral responses is the chief concern of this paper. A sample of 416 assembly‐line operators were asked to rate their supervisors according to an instrument which contained a list of positive supervisory traits and behaviors. Three rating options were provided: agree, don't know and disagree. It was hypothesized that over‐all dissatisfaction with the subjects would be a significant influence behind neutral responses. Several methods of classifying raters into satisfied/dissatisfied groups were experimented with. The results generally supported the hypothesis, with some qualifications. Dissatisfied raters were found to give significantly more neutral responses than satisfied raters. However, rater nationality and age were also found to be significant influen

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00492.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00493.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

The present study investigates the relationship between shift schedules and mental health, job satisfaction, social participation, organizational commitment, anticipated turnover, absenteeism and tardiness among nurses (N=440) in two hospitals and among rank‐and‐file workers (N=383) in a manufacturing organization. Results are generally supportive of the model which projected that workers on fixed work schedules (high routine‐oriented) would be better off than workers on rotating work schedules (low routine‐oriented) in terms of mental health, job satisfaction, organizational commitment and social participation. In addition, workers on fixed shift schedules are found to be lower on anticipated turnover, absenteeism and tardiness than workers on rotating shift schedules. Six potential moderators: age, marital status, place of socialization, cultural background, seniority and respondent's sex, were measured and their association with these relationships analyzed. Results are discussed in the light of the previous empirical e

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00494.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

This research examines the moderating effects of employee ability on the relationship of role conflict and ambiguity to intrinsic satisfaction. Data were collected from a sample of 89 middle‐lower managerial personnel from a large, heavy‐equipment manufacturing company in the Midwest. Moderated multiple regression was used in data analysis. Results obtained from the education and perceived ability‐job fit measures of employee ability are consistent with the ability‐adaptability phenomenon suggested and tested by Schuler (1977). Results obtained from the work experience measure of ability were contrary to prediction. Implications of the findings for work adjustment theory, stress management, and future research are di

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00495.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Schneier (1977) proposed that rater cognitive complexity interacts with format to affect the psychometric soundness of ratings. He also speculated that cognitive complexity may be enhanced by having raters participate in training and/or scale construction programs. This study was designed to test these latter hypotheses, while also providing a partial replication of Schneier's original research. Ninety‐six undergraduate students were assigned to four groups. One participated in the construction of a set of BARS and was trained in their use, a second participated in BARS construction only, a third received training only, and the fourth served as a control group. All subjects were administered a measure of cognitive complexity before and after the experimental treatments. Also, all subjects evaluated five simulated ratees using the BARS. A training × participation (2 × 2) ANOCOV indicated no change in cognitive complexity scores as a result of the experimental treatments. A training × participation × (nominalized) cognitive complexity (2 × 2 × 2) MANOVA on mean ratings for the five stimuli found no effects on leniency error. A similar MANOVA on variances of ratings provided little evidence for effects on halo error. These results, taken in conjunction with those of other investigators who have failed to replicate Schneier's findings, suggest that the cognitive reinterpretation should be accepted with caution

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00496.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

This study examined the degree to which salary satisfaction can be predicted using company‐maintained information commonly available to salary administrators. Predictors included years of continuous service, educational level, annual performance rating, an estimate of career potential, monthly salary, a measure of the most recent salary increase, and employee gender. A variety of hypotheses derived from Lawler's (1971) model of pay satisfaction also were tested, focusing on the relative contribution of perceived performance, perceived job demands, certain non‐monetary outcomes, and external and internal pay equity. The research utilized a sample of managerial, professional, and technical employees from a large national oil company. The results suggest that without the inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction can be accounted for, with salary and sex representing the primary objective predictors. Perceived performance, perceptions regarding supervision, advancement opportunity, and the company's benefit package, and both external and internal pay equity, were related to pay satisfaction in the direction predicted by Lawler's model. The implications of not being able to estimate pay system perceptions using company‐maintained sources of information are discussed along with the results supporting certain key components of Lawler's model of pay satisfa

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00497.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Book Reviewed in this article:Brown, J. A. C.The Social Psychology of Industry: Human Relations in the Factory.Lee, JamesA.The Gold and the Garbage in Management Theories and Prescriptions.Livernash, E. Robert. (Editor)Comparable Worth: Issues and Alternatives.Elizur, Dov.Job Evaluation: A Systematic Approach.Latham, GaryP.andWexley, KennethN.Increasing Productivity through Performance Appraisal.Lykken, DavidThoreson.A Tremor in the Blood: Uses and Abuses of the Lie Detector.Shaycoft, MarionF.Handbook of Criterion‐Referenced Testing: Development, Evaluation, and Use.Ferner, JackD.Successful Time Management: A Self‐Teaching Guide.Henrici, StanleyB.Salary Management for the Nonspecialist.Ronen, Simcha.Flexible Working Hours: An Innovation in the Quality of Work Life.Katz, Daniel, Kahn, RobertL.andAdams, J. Stacy. (Editors)The Study of Organizations.Easterby‐Smith, Mark, Braiden, Elizabeth andAshton, David.Auditing Management Development.Lorentzen, JohnF.The Manager's Personnel Problem Solver: A Handbook of Creative Solutions to Human Relations Problems in Your Organization.Gerberg, RobertJ.The Professional Job Changing System: World's Fastest Way to Get a Better Job.Michael, StephenR., Luthans, Fred, Odiorne, GeorgeS., Burke, W. Warner andHayden, Spencer.Techniques of Organizational Change.Olson, RichardF.Managing the Interview: A Self‐Teaching Guide.Bailyn, Lottein Collaboration with Edgar H. Schein.Living with Technology: Issues at Mid‐Career.Dolan, S.andArsenault, A.Stress, Santé et Rendement Au Travail.VanDijkhuizen, N.From Stressors to Strains: Research into Their Interrelationships.Freudenberger, HerbertJ. with Geraldine Richelson.Burn‐Out. The High Cost of High Achievement.Potter, BeverlyA.Beating Job Burnout.Cooper, C. L.andMarshall, J. (Editors)White Collar and Professional Stress.Weinshall, TheodoreD. (Editor)Managerial Communication: Concepts, Approaches and Techniques.Mankin, Don, Ames, RussellE., Jr.andGrodsky, MiltonA. (Editors)Classics of Industrial and Organizational Psychology.Yohalem, AliceM. (Editor)Women Returning to Work: Policies and Progress in Five Countries.Federico, Pat‐Anthony, Brun, KimE.andMcCalla, DouglasB.Management Information Systems and Organizational Behavior.Barker, Dave.T. A. and Training: The Theory and Use of Transactional Analysis in Organizations.Falcione, RaymondL., Greenbaum, HowardH.andAssociates.Organizational Communication: Abstracts, Analysis, and Overv

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1981.tb00498.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY