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1. |
RELATIONSHIPS AMONG MEASURES OF SUPERVISORY BEHAVIOR, GROUP BEHAVIOR, AND SITUATIONAL CHARACTERISTICS1 |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 319-334
TREADWAY C. PARKER,
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ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01279.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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2. |
COMPARABILITY OF THE FACTORED DIMENSIONS OF PERSONNEL RATINGS OBTAINED UNDER TWO SETS OF INSTRUCTIONS1 |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 335-344
WILLIAM B. MICHAEL,
MARY L. TENOPYR,
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ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01280.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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3. |
PERFORMANCE SUITABILITY AND ROLE AGREEMENT, TWO FACTORS RELATED TO ATTITUDES |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 345-357
RICHARD S. BARRETT,
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摘要:
SummaryIt was the purpose of this investigation to examine the significance of the perceptions of incumbents on jobs regarding 1) how they did their work (Report of Performance), 2) how they thought their work should be done (Perceived True Requirements), and 3) how they thought their immediate supervisor wanted the work to be done (Perceived Supervisor's Requirements). It was predicted at the beginning of the study that different patterns of consistency and inconsistency among these three perceptions would be related to attitudes of the incumbents regarding themselves, their work, and their supervisors.The predictions worked out very much as expected, especially when the Perceived True Requirements were compared with the Perceived Supervisor's Requirements. This score is called “Role Agreement”, referring to the subject's report that the role requirements he has for the job agree with what he believes his supervisor requires. Subjects scoring high on Role Agreement rated their supervisors high. They also felt that they were free from pressure from their supervisors to do things the supervisor's way, and that they understood what their supervisors expected of them. They tended to be satisfied by their work and to see in it an opportunity to show what they could do.On the other hand, high Role Agreement had nothing to do with how a man rated his own work, or his basic qualifications to do the work. These attitudes were closely related to the amount of agreement between Perceived True Requirements and Report of Performance, called “Performance Suitability”. That is, people who reported that they were doing the job the way they thought it should be done tended to rate their work and their abilities high, and to derive satisfaction from their work. They felt also that their supervisors would rate their work high.A third comparison was made involving the Report of Performance and Perceived Supervisor's Requirements. To score high on this measure, a person reported that what he was actually doing was in line with what he believed his supervisor required of him. High scorers tended to rate high both their supervisor and their understanding of his requirements, and they tended to be satisfied with their work. The relationships between this type of agreement and positive attitudes were less pronounced than the others, and, in the case of over‐all job satisfaction, disappeared when the effects of Role Agreement and Performance Suitability were partialed out.The results lead to the hypothesis that the two orientations, Role Agreement and Performance Suitability, are independent, and each contributes to general satisfaction and to specific job attitudes. If this hypothesis is true, much of the difficulty in finding clear‐cut relations between gross measures of job satisfaction, and other variables such as productivity, and supervisory ratings may b
ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01281.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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4. |
WHAT FACTORS CONTRIBUTE TO SPECIALIZATION WITHIN PSYCHOLOGY? |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 359-371
MARGARET A. HOWELL,
SIDNEY H. NEWMAN,
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ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01282.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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5. |
A NEW VIEW OF INTER‐OBSERVER AGREEMENT1 |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 373-384
EUGENE I. BURDOCK,
JOSEPH L. FLEISS,
ANNE S. HARDESTY,
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ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01283.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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6. |
EFFECTS OF CONFIDENTIALITY ON PERFORMANCE RATINGS OF PROFESSIONAL HEALTH PERSONNEL1 |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 385-393
MARCIA B. CRESWELL,
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ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01284.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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7. |
DIFFERENCES IN DIFFICULTY OF FORMS A AND B OF THE OTIS SELF‐ADMINISTERING TEST OF MENTAL ABILITY1 |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 395-398
ARNOLD B. WOEHLKE,
DAVID H. WILDER,
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ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01285.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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8. |
Book Reviews Section |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 399-416
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摘要:
Book review in this ArticleGross, MartinL.The Brain Watchers.Hoffmann, Banesh.The Tyranny of Testing.Palmer, GladysL. Parnes, HerbertS., Wilcock, RichardC., Herman, MaryW.andBrainerd, CarolP.The Reluctant Job Changer: Studies in Work Attachments and Aspirations.Eyde, LorraineDittrich.Work Values and Background Factors as Predictors of Women's Desire to Work.Georgopoulos, BasilS.,andMann, FloydC.The Community General Hospital.Berne, Eric.The Structure and Dynamics of Organizations and Groups.Hower, RalphM.,andOrth, CharlesD., 3rd.Managers and Scientists: Some Human Problems in Industrial Research Organizations.Cooley, WilliamW.,andLohnes, PaulR.Multivariate Procedures for the Behavioral Sciences.
ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01286.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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9. |
Books and Materials Received |
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Personnel Psychology,
Volume 16,
Issue 4,
1963,
Page 416-419
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PDF (209KB)
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ISSN:0031-5826
DOI:10.1111/j.1744-6570.1963.tb01287.x
出版商:Blackwell Publishing Ltd
年代:1963
数据来源: WILEY
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