摘要:

This paper describes an investigation of the attitudinal and motivational effects of autonomous group working in a greenfield site. Through the use of multiple comparison groups, the study demonstrates that the planned manipulation of work design was successful, leading to greater perceived work role complexity as well as to commensurate differences in perceived leadership style. These manifest and experienced differences in work design are shown to result in significantly higher levels of job satisfaction. However, no effect was found for employee motivation, organizational commitment, trust or mental health.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00134.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

Four alternative techniques are commonly used for measuring the halo effect in performance appraisal: dimension intercorrelations, factor analysis, raters x ratees interaction, and rating dispersion. The study tested the equivalence of these techniques by measuring possible differences in their respective estimates of halo when two variables were manipulated: the global impression held by the ratee (poor vs. excellent) and status relative to the rater (superior, colleague, subordinate). Each of 125 Israeli managers was asked to assess on a seven‐dimension form one outstanding and one poor superior, colleague and subordinate with whom they had worked. Findings indicate that the different measures of halo were differentially influenced by the manipulated variables. The intercorrelation and factor analysis measures yielded no significant differences among ratee groups, while both the standard deviation and the interaction measures were affected by the two manipulated variables. These findings suggest that the halo effect may be divided into two distinguishable types: covariance, reflected by intercorrelation and factor analysis methods, and co‐occurrence, measured by the interaction and dispersion methods. The article discusses the conceptual meaning of these types of halo and the factors to which they are differentially sensit

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00135.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

The performance of 10 experienced and 10 inexperienced pilots was compared under normal and reversed control stick conditions. Using the T‐11 (F‐80) flight simulator, the pilots ‘flew’ a tracking mission under the normal stick condition, and then with the control stick polarity reversed. Performance was good for both groups under the normal condition, although the experienced pilots were notably more accurate for altitude control. Under the reversed control condition both groups performed poorly. However, the experienced pilots' mean tracking error was four times greater than the inexperienced group's for altitude and two times greater for heading. The results were interpreted as further supporting the design principle of not violating occupational stereotypes, and as demonstrating the problems of cross‐training experienced operators to different contro

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00136.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

Two investigations are described into the graduate recruitment interview held in one British University over two years. It was found that: interviewers' judgements of applicants were less favourable after the interview than before; interviews were used to amend impressions, and that these, especially the unfavourable ones, predicted judgements of suitability; applicants and interviewers had different prior expectations about the amount of time to be spent on various topics in the interview; the extent to which these expectations were experienced as met predicted interviewers' judgements of suitability; and both this variable and the impressions formed of the applicant predicted judgements of suitability over and above the initial judgements made on the basis of the application form only.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00137.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

Many conceptualizations of job satisfaction view job satisfaction as a function of the match between the rewards offered by the work environment and the individual's pattern of needs for those rewards. However, the correlation between the need/reward match and job satisfaction typically is not very high, resulting in a considerable number of ‘ off‐quadrant ’ cases (i.e. dissatisfied people whose expressed needs are met by the work situation and vice versa). The purpose of this study was to determine if people who have higher or lower job satisfaction than their need/reward match would predict view their careers differently from those whose job satisfaction can be predicted. Subjects were 185 volunteers employed by research and development units of two multinational corporations. They were classified into quadrants using measures of job satisfaction, need importance, and reward availability developed as part of the Minnesota Work Adjustment Project. Information about vocational and career issues was collected by a half‐hour open‐ended interview. Results indicate that individual differences in aspiration level and different views of career progression help explain current job satisfaction over and above the match of needs an

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00138.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

Several personality measures, assessing sensation‐seeking, socialization, locus of control, and trait anxiety, were administered to a representative sample of US Navy divers and the results compared to data obtained from published norms. The divers had significantly lower Internality‐Externality scores, were more poorly socialized, and had lower levels of trait anxiety than the norm groups. Findings for the five subscales of the sensation‐seeking measure showed that, compared to the norm group, divers scored significantly higher on the Thrill and Adventure Seeking subscale and significantly lower on the Experience Seeking and Disinhibition subscales. These findings correspond well to constructs of diver personality derived from earlier research. While the data indicate that these measures may be useful in screening and selecting personnel for hazardous occupations, future research should determine the reliability of these differences using appropriate comparison groups (e.g. non‐diving Navy personnel). Inasmuch as moderate correlations were found among the five subscales of the sensation‐seeking measure, the statistical independence of these subscales should be revalidated prior to using these subscales for screening and selection

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00139.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

The study examined the performance of 145 British miners on the Group Embedded Figures Test. Scores for this group are provided and compared with those currently available for other samples.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00140.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

This study compares the scores of managers within a local authority on the Kirton Adaptor‐Innovator Inventory with previously published work. The results support the view that adaptors are more likely to progress within local authority work than are innovators, unless selected for some specific purpos

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00141.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY

摘要:

Book reviewed in this article:Essentials of Industrial and Organizational Psychology, By William C. Howell,&Robert L. Dipboye.Progress in Applied Social Psychology, Edited by Geoffrey M. Stephenson&James H. DavisThe Transition from School to Work. By Michael West&Peggy Newton.Surveys at Work: A Student Project Manual. By Tom Kynaston Reeves&Don Harper.Scientific Management, Job Redesign and Work Performance. By J. E. Kelly.Improving Group Decision Making in Organizations: Approaches from Theory and Research. Edited by R. A. Guzzo.Employment and Unemployment. By Marie Jahoda.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1983.tb00142.x

出版商:Blackwell Publishing Ltd    

年代:1983

数据来源: WILEY