摘要:

Participation can either be ‘imposed’ on an organization or be encouraged to develop from within through fostering an atmosphere of trust and cooperation between employees and management. This is an account of the implementation within the Port of London Authority of a scheme whose objectives were to enhance communications between all levels of the workforce in the hope that an atmosphere of mutual trust and support would develop. The Work Group Discussion Scheme, as it was called, provided a mechanism whereby problems could be tackled at local level using vertically structured discussion groups. The scheme was assessed over an 18 month period and the results indicated an improvement in communications, more constructive attitudes amongst the workforce, and a drop in industrial dispu

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00012.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Skill is discussed in terms of efficient ‘strategies’ for relating demands of jobs to human physical and mental capacities. Strategies differ between individuals and within individuals on different occasions. Also, for most normal tasks, not one but several strategies are employed to map different aspects of demand on to corresponding capacities, performance being limited by the capacity most fully used. Strategies tend to be organized hierarchically, with longer‐term strategies coordinating shorter‐term. It is the former which constitute what are commonly regarded as higher‐order skills. Similar principles appear to underlie both shop‐floor skills and those involved in management, intellectual and other non‐manual activities.Much laborious research is needed to determine the basic capacities important in various types of work and how far training can be given which is general rather than specific to particular jobs. However, present knowledge already provides important implications for training flexibility of skill, and for the selection

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00013.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Research into interviews has largely been ignored by organizations, perhaps because the findings are fragmented and difficult to translate into meaningful improvements. The initial research concern was with the outcome of the interview, which was superseded by an interest in its content, with little attention being paid to the interview process. This has led to erroneous assumptions by researchers concerning the nature of the interview, assumptions that have ‘dehumanized’ the process.Considering the ‘good’ interviewer as one who possesses some of the attributes of the ‘good’ counsellor might be fruitful. If this is the case, organizations wishing to improve their interview efficiency would at least have an identifiable solution at their disposal: they could either recruit only interviewers believed to possess these attributes, or develop them in their existing sele

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00014.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Seventy‐two male and female graduate students in management evaluated 12 fictitious job applicant resumés with respect to three types of jobs (Black‐held, neutral, White‐held). Four resumés per job were evaluated, which represented a high qualifications White, a high qualifications Black, a low qualifications White, and a low qualifications Black. The subjects rated the job applicants as to hirability and starting salary assignment. Additionally, the subjects indicated theonejob applicant they would hire for each job if only one applicant could be hired. Analyses of variance revealed that Blacks received significantly higher hirability and salary assignment ratings than Whites for the Black‐typed job, while Whites were rated more favourably than Blacks for the White‐typed job. The ‘one choice’ data indicated a

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00015.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

The main aim of the study was to investigate whether job satisfaction was more strongly associated with congruency between desired and perceived job attributes than with job attributes alone. The perceived and desired job attributes of skill‐utilization, influence, variety, pressure and social interaction were measured for a cluster sample of 1383 employees in metropolitan Adelaide. The sample was a representative one with respect to occupation, sex and national origin. The congruency hypothesis was supported for the attributes of skill‐utilization and variety but not for influence, pressure or social interaction. Perceived job attributes accounted for up to 38 per cent of the variance in job satisfaction whereas the product term between perceived and desired attributes accounted for less than 3 per cent of variance. If job values are defined as desired attributes of an employee's job system, the results indicated that the importance of job values as predictors of job satisfaction has been overestimated in theories of work values. Implications of the findings for job redesign were briefly discus

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00016.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Trainability testing is examined in the context of more general research on work‐sampling. Links between trainability testing and theoretical issues concerning point‐to‐point correspondence between predictor and criterion are discussed. Results of an experiment examining the value of trainability tests in six craft trades are presented. They indicate that, in general, the tests used exhibit acceptable levels of predictive validity over a 3 week follow‐up period. Potential uses and areas where further research is needed are also di

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00017.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

This study is an exploration of some of the factors important in determining a man's subjective reaction to the experience of unemployment. Goldberg's General Health Questionnaire was used as a normative measure of mental health, and a Present Life Satisfaction Scale was used as a measure of subjective well‐being. Length of unemployment was inversely correlated with mental health and well‐being; and semi‐skilled and unskilled men had poorer psychological well‐being during unemployment than those of higher occupational status. The best single predictor of mental health during unemployment was whether or not a man felt his time was o

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00018.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Previous writers have suggested that a major psychological consequence of job loss and unemployment is a lowering of self‐esteem, although there has been little contemporary investigation, particularly at the managerial and professional level. The empirical validity of the proposition was assessed through the comparison of 87 unemployed middle and senior managers with 64 employed managers, and through both longitudinal and cross‐sectional analysis of the relationship between level of self‐esteem and length of unemployment at the time of research contact. Self‐esteem was assessed through a self‐report questionnaire and through interviews with some of the managers and their wives. The results failed to support the proposition: self‐esteem was not lower amongst the unemployed managers and did not decline with longer unemployment. The qualitative analysis suggested a variety of reactions, in terms of self‐esteem, to unemployment. It would appear that a more complex understanding of the psychological processes in unemployed managers is needed. In particular there is a need to use the term self‐esteem in a more discriminating manner; to recognize individual differences in circumstances and reactions to unemployment; and to acknowledge the assumptions and values attached to the concepts of work a

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00019.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

TheJournal of Occupational Psychologyis publishing a number of invited personal accounts by psychologists who have made their mark on the history of the subject. This contribution is by John Parry, a pioneer in aviation psychology.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00020.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY

摘要:

Book reviewed in this article:Designing Organisations for Satisfaction and Efficiency. Edited by K. LEGGE&E. MUMFORD.Toward a Post‐Industrial Psychology: Emerging Perspectives on Technology, Work, Education, and Leisure. By DON MANKIN.Industrial Relations: A Social Psychological Approach. Edited by G. M. STEPHENSON&c. J. BROTHERTON.Training in Small Groups. Edited by B. BABINGTON SMITH&B. A. FARRELL.Exploring Individual and Organizational Boundaries: A Tavistock Open Systems Approach. Edited by w. GORDON LAWRENCE.Using the Social Sciences. By ALBERT CHERNS.Putting Participation into Practice. Edited by DAVID GUEST&KENNETH KNIGH

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1980.tb00021.x

出版商:Blackwell Publishing Ltd    

年代:1980

数据来源: WILEY