摘要:

The paper reports on a study of adjustment to change, a topic of fundamental importance in the development of individuals and organizations. The study, involving 2304 male and female British managers (extended longitudinally with 1100 of the original sample) reveals that between 34 and 50 per cent of job moves are into jobs for which there was no previous role incumbent. The character and outcomes of these job moves are related to Nicholson's (1984) theory of work role transitions and Van Maanen&Schein's (1979) theory of organizational socialization. The frequency, industrial contexts, main types, and role requirements of these moves are described. Satisfaction and personal change as outcome of moves into newly created jobs are related to role information sources, organizational culture, work characteristics, job characteristics, pre‐transition anxiety, self‐concept, work motivation and organizational commitment. These findings generally support Nicholson's predictions about how specific role requirements and personal characteristics will influence transition outcomes, but also suggest the need to refine some of the theory's constructs. The results further imply that proactive growth models of adjustment are more generally applicable to radical job change than reactive stress‐coping models. The paper concludes by considering the implications of the findings for organizational practice.New occasions teach new duties: Time makes ancient good uncouth …J. R

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00244.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Almost 4000 principal wage‐earners were surveyed to assess the main and interactive effects of undesirable and desirable life‐events, social support, and perceived and objective job security on psychological symptoms. Events and support were measured for both the job and non‐job spheres. Three methods of analysis were used. Ordinary regression was used as a preliminary analysis and to provide comparison with the customary approach. A second analysis was based on dichotomizing the continuous symptom variable at a point approximating a ‘case’ vs. non‐case distinction. The third analysis used a small panel to control for time 1 symptoms. The different methods produced somewhat different results but, in general, provided support for certain main effects including desirable life‐events and job security but little or weak support for the moderating effects of such variables as s

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00245.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

This longitudinal study investigated work‐related difficulties in young professional engineers after three years (n= 380) and four years (n= 350) work experience. Four areas of difficulty were identified as a result of factor analysis—people difficulties; information difficulties; technical difficulties; and report‐writing difficulties. Technical difficulties were less frequently mentioned than the other categories of difficulty at both time periods. Role stress, environmental frustration, engineering field, and perceived quality of training were related to people difficulties. Those who worked in engineering design and consultancy reported more technical difficulties. Role stress was related to report‐writing difficulties and, to a lesser extent, to information difficulties. A number of small but significant correlations were found between people difficulties and measures of psychological

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00246.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

The Worker Opinion Survey (WOS) is a multifaceted scale measuring job satisfaction with a simple yes/no/not‐sure mode of response. Exploratory techniques were originally used to define the scales and judgemental techniques were used to derive the scoring. In the present study, based on a broad sample of 636 government employees, three possible models for the dimensionality of the WOS were compared using confirmatory factor analysis, and variants on the scoring system were evaluated using a Rasch model. The six‐factor solution of Cross was confirmed as most appropriate (with correlated factors) but it was found that the scoring system could be improved by considering ‘not‐sure’ responses differently for different

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00247.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

A source of bias in performance evaluations is a rater's inability to differentiate an individual's (subordinate's) performance from his or her work group's performance. This paper describes an approach for specifying and assessing individual versus work group effects in performance evaluations. Multiple indicators of self‐ and supervisor ratings of performance were examined in two field samples. Study results suggest that the self‐ and supervisor ratings of individuals' performances were not biased by work group membership and that individual effects were pres

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00248.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Following Cotgrove's (1982) thesis that there is a stable relationship between political and economic beliefs and attitudes to science and technology this paper sets out to test the hypothesis that attitudes to science and technology have direct implications for individuals' job aspirations. Though attitudes to technology were found to be multidimensional the data provide evidence to support Cotgrove's thesis for those aspiring to technological jobs. Such individuals possess attitudes entirely congruent with their aspirations. However, the pattern of attitudes and beliefs for those aspiring to welfare oriented work, principally females, was less clear cut, thus providing only equivocal support for Cotgrove's position.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00249.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY

摘要:

Book reviewed in this article:Job Stress and Blue Collar Work. by C. L. COOPER&M. J. SMITH.Military Leadership: An Organizational Behavior Perspective. By DAVID D. VAN FLEET&GARY A. YUKL.Sex and the Workplace: The Impact of Sexual Behaviour and Harassment on Women, Men and Organizations. By BARBARA A. GUTEK.Current Research in Management. Edited by VALERIE HAMMOND.Personality Assessment via Questionnaires. Edited by A. ANGLEITNER&J. S. WIGGINS.Changing Conceptions of Leadership. Edited by C. F. GRAUMANN&S. MOSCOVICI.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1987.tb00250.x

出版商:Blackwell Publishing Ltd    

年代:1987

数据来源: WILEY