摘要:

AbstractThis paper constitutes a review of the question whether unionization leads to deprofessionalization or whether deprofessionalization occurs first to be followed by union efforts to restore professional Matus to a profession under attack from social, political, and enconomic forces, including the bureaucracy. The evidence mustered from the historical literature appears to support the latter hypothesis, although it is questionable whether a union by itself can return an established profession to its original status prior to deprofessionalization.

ISSN:0894-3796    

DOI:10.1002/job.4030100202

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

摘要:

AbstractUsing survey data collected from 535 salespeople, a study comparing the career development models of Levinsonel at.(1978) and Super (1957) was conducted. Support was found for both models. The Levinsonet al.model is more closely related to individuals' career decisions, while the Supermodel is more closely related to individual's job attitudes. Implications and future directions are proposed.

ISSN:0894-3796    

DOI:10.1002/job.4030100203

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

摘要:

AbstractAs part of a study of the predictive utility of employee preferences for forms of supervisory inducements, a sample of 236 administrators and first‐line supervisors provided survey data regarding their individual superiors. The respondents' statements of preferred forms of social influence from their superiors were statistically adjusted for the reported level of influence used in order to determine more precisely whether discrepancies between actual and preferred forms of influence could uniquely predict criterion variance. Results indicated that these adjusted discrepancy values were inversely correlated with satisfaction with supervision, ingroup status, and superior's considerate‐ness. These supportive results suggest that discrepancies between preferences for inducements and reported forms of influence may be an important ingredient in a fuller explanation of the phenomenon of motivation and leaders

ISSN:0894-3796    

DOI:10.1002/job.4030100204

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

摘要:

AbstractTwenty managers and 125 subordinates participated in a field experiment performed in the Israel Airport Authority. The managers received intensive training in giving performance feedback and setting specific goals when conducting appraisals of their subordinates. Following training, the managers were assigned randomly to one of four conditions: feedback and goals using BOS‐based appraisal; feedback using BOS‐based appraisal with no goals; feedback and goals using GRS‐based appraisal; feedback alone using GRS‐based appraisal. Work satisfaction and organizational commitment were measured before and after the performance appraisals were conducted. A two‐way analysis of variance followed by univariate analyses by means of a studentized range test revealed that (1) the use of BOS‐based appraisal increased work satisfaction significantly more than the use of GRS‐based appraisal, (2) feedback followed by goal‐setting resulted in significantly higher work satisfaction and organizational commitment than feedback alone, regardless of the appraisal scale that was used, and (3) the combination of BOS‐based appraisal, feedback and goal‐setting led to significantly higher work satisfaction than was the case in the other expe

ISSN:0894-3796    

DOI:10.1002/job.4030100205

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

摘要:

AbstractA recursive causal model is presented in which individual and work factors are hypothesized to be predictive of workers' labelling an incentive compensation program as potentially injurious to their well‐being. The individual factors include the dispositional variable, negative affectivity, and financial needs and resources. The work factors consist of prior incentive compensation, experienced job insecurity, and experienced control. The model was tested using questionnaire responses of 165 managers and professionals. While it was found that the overall model did not fit the data that well, negative affectivity was found to be positively associated and experienced control negatively associated with the incentive compensation program being labelled negatively. The somewhat surprising finding that financial needs and resources were not found to be significantly associated with labelling is discussed. The importance of disposition and experienced control for the labelling of potentially threatening or harmful job conditions as well as some hypothesized antecedents of control also are discusse

ISSN:0894-3796    

DOI:10.1002/job.4030100206

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100207

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100208

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100209

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100210

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100211

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY