摘要:

AbstractAlthough the Kirton Adaption ‐ Innovation Inventory (KAI) has almost always been used as a single scale purporting to measure a dimension of cognitive style, the KAI Manual characterizes three factors. This paper provides further confirmatory evidence of the structure of the three‐factor model and of the high reliability coefficients of the three subscales. However, it questions whether three factors are sufficient and examines four‐ and five‐factor models. Evidence is provided that the ‘O’ subscale in the orthodox three‐factor model contains two conceptual elements, a major component concerned with idea generation and a minor component concerned with preference for stability/change. A four‐factor model of KAI is proposed and an argument is advanced which leads to concern about the idea generation element of the ‘O’ subscale as a measure purely of cognitive style. Some implications for the development of t

ISSN:0894-3796    

DOI:10.1002/job.4030100402

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

摘要:

AbstractDo proteges report having more positive job/career experiences than non‐proteges? Do male proteges report having more favorable job/career experiences than female proteges? Do high‐level proteges report having more favourable work experiences than low‐level proteges? To answer these questions, mentored and non‐mentored men and women in high‐ and low‐level positions were asked to evaluate, on a survey questionnaire, their level of satisfaction, career mobility/opportunity, recognition, security and promotion rate. The extent to which these career/job experiences varied as a function of their mentored status, sex and organizational level was examined. The results of the study revealed that mentored individuals reported having more satisfaction, career mobility/opportunity, recognition and a higher promotion rate than non‐mentored individuals. However, proteges' perceptions of their job/career situations were not affected by their sex or level. Whether systematic differences exist in theexperienceof being mentored has yet t

ISSN:0894-3796    

DOI:10.1002/job.4030100403

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

摘要:

AbstractSixty healthy non‐smoking white collar employees, aged 30–50, from a large corporation in Sweden participated in the study. There were four groups: 15 male and 15 female middle managers, 15 male and 15 female clerical workers. Each participant was examined individually with regard to cardiovascular and neuroendocrine functions and self‐reports for 12 consecutive hours under each of two conditions: (1) a normal day at work (9 a.m.–5 p.m.) and after work (6–9 p.m.), and (2) for the same time period during work‐free conditions at home. In addition, everyone was given a videotaped type A‐interview and a general health check‐up including blood‐lipid determination. Attitudes towards work, total workload (including responsibilities outside the paid work) and sex role identity were examined by questionnaires. As expected, all groups showed a moderate increase in cardiovascular and neuroendocrine activity during the day at work. After work, however, interesting group differences emerged, suggesting slower unwinding in female managers. Differences related to occupational level and/ or sex were found for autonomy and social support at work, competitiveness, sex role and reported conflict between demands from paid work and other responsibilities. The stress profile of the female managers was considered in terms of possible long

ISSN:0894-3796    

DOI:10.1002/job.4030100404

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

摘要:

AbstractUsing a sample of 267 bank employees, this study traced the paths to the job satisfaction of employees at the workplace through the quality of life factors of job involvement and sense of competence. Results indicated that personal, job, and organizational climate factors influenced the ego investment or job involvement of people in their jobs, which in turn influenced the intrapsychic reward of sense of competence that they experienced, which then directly influenced employees' job satisfaction. Implications of these findings for managers are discussed.

ISSN:0894-3796    

DOI:10.1002/job.4030100405

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100406

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100407

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100408

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100409

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100410

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030100411

出版商:John Wiley&Sons, Ltd.    

年代:1989

数据来源: WILEY