摘要:

A theoretical model is developed which looks at both performance evaluation and compensation decisions as feedback messages. Underlying and critical to the model is the role of causal attributions made by both the supervisor/source and recipient of feedback about the causes of the recipient's performance. Specific hypotheses are generated which account for discrepancies between supervisor and subordinate about these causes of performance. In addition, the presence and impact of external organizational constraints on feedback recipients' perceptions and performance are discussed.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00513.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Based on a sample of young professional engineers, this investigation studied the relationship between job change, job demands and psychological strain. Job change was studied by comparing those engineers who changed their employer (over a two‐year interval) with those who remained with the same employer. Respondents changing employer reported decreases in some job demand and psychological strain levels after their change, whereas those who stayed with their employer reported increases in demand and strain. Changing employer was also compared with other forms of job change, namely changes in work area and changes in field of engineering. Overall, the results lend more support to a ‘proactive growth’ model of job change than a ‘stress‐coping’ model (Nicholson&

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00514.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The study reported here investigated the effects of gender‐linked job title, percentage of female job incumbents, and inclusion/exclusion of current pay information on job evaluation scores. One hundred and sixty‐eight upper division business students rated five jobs on the five compensable factors of a job evaluation system used by a department of the Canadian government. Job title was manipulated by changing ‘special assistant‐accounting’ on one job description to ‘senior secretary‐accounting’ the stated number of male and female job incumbents was also altered experimentally on that job description. The results indicated that subjects assigned significantly lower job evaluation ratings to the manipulated job description with the female‐stereotyped title than the same description with the more gender‐neutral title. However, the stated percentage of women in the job did not appear to influence ratings on the manipulated job. Knowledge of current pay rates among the five jobs did not moderate the other effects. Implications of these findings for pay equity (comparable w

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00515.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

In a study involving 67 veteran New York City teachers five occupational coping scales were constructed: advice seeking, positive comparisons, selective ignoring, discipline and direct action. Multiple regression analyses with controls for social‐demographic factors and adversity in the job environment indicated that advice seeking and direct action were most consistently related to lower (depressive and psychophysiologic) symptom levels and that positive comparisons and direct action were most consistently related to higher morale (job satisfaction and motivation to continue in the profession). Selective ignoring appeared to buffer the impact of adverse work environments on symptoms. The results suggest that teaching may constitute an occupational role which is an exception to Pearlin&Schooler's (1978) more general findings on the lack of efficacy of work‐related coping behavio

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00516.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This study examined the relative effects of unemployment and quality of employment on the affective states, personal control and work values of school‐leavers. Initially, students were surveyed at school and then reassessed two years later when they were either unemployed, employed or continuing their education. Those in employment were categorized as being in good or poor employment on the basis of the degree to which their jobs allowed them to utilize their skills and education. When school‐leavers who obtained good quality employment were compared with those who were unemployed, they had lower depressive affect, higher life‐satisfaction, higher internal control and higher personal competence. However, there was little difference on these variables between the unemployed and the poor employment groups. Both of these groups, when compared with students and those in good employment, had higher depressive affect, lower work values and lower personal control. All of these results were confirmed when analyses controlled for testing effects and initial differences on the dependent variables. These results show that the relative effects of employment and unemployment upon adolescents depend on the quality of experienced emplo

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00517.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Recently researchers have begun to investigate distinctions between job and organizational commitment. The study reported here investigated the relationship between staff/line distinctions and the two categories of commitment. The degree of perceived fit between job and organizational goals was suggested as an intervening variable. A sample of 207 police officers responded to a questionnaire that measured moral and calculative organizational commitment and job commitment. Findings supported the hypothesis that line employees would show more job commitment than staff personnel. In addition, the perceived fit variable explained most of these observed differences. Limitations of the measures and comparisons with findings from related areas are presented.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00518.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The present study was designed to initiate evaluation of an in‐basket measure of managerial participative decision making, examine the organization of participative behaviours, and examine the relations between participative tendency and six personality traits selected from the Personality Research Form (PRF; Jackson, 1986) and the Jackson Personality Inventory (JPI; Jackson, 1976). In‐basket responses from 78 Canadian managers were coded for six participative behaviours: (1) delegation, (2) seeking advice, (3) following advice, (4) requesting to meet with an individual, (5) seeking non‐advisory information, and (6) asking to be kept informed as to how a problem is developing. Results showed that these behaviours are reliably measured with an in‐basket simulation, and supported a unidimensional interpretation of participative tendency as an individual difference variable. As predicted, PRF‐cognitive structure was negatively related to participative tendency; but contrary to prediction, both PRF‐autonomy and PRF‐dominance correlated positively with participative tendency. Interpretations of these findings call for research into the role of authority‐threatening situations in moderating the links between PDM and power‐based motives. Implications for personnel decision mak

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00519.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Book reviewed in this article:Doing Research in Organizations.Edited byAlan Bryman.Career and Corporate Cultures: Managerial Mobility in Large Corporations.ByHugh Gunz.Aviation Psychology.ByRichard S. Jensen.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00520.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY