摘要:

AbstractThe study tested predictions derived from Korman (1977) and from Sarason (1977) about factors leading to alienation among occupationally‐successful young adults. The sample consisted of 434 college graduates (median age = 29 years), 85 per cent of whom were employed full‐time. Respondents completed self‐report questionnaires including measures of family and college background; expectations at college graduation for positive outcomes in personal, interpersonal, and work areas; current fulfilment in each of these areas; and alienation (estrangement from self, other people, and occupation or profession). Results of subgroup analysis showed that respondents whose backgrounds included high socio‐economic status and graduation from elite colleges were more likely than other subjects to experience alienation when encountering lack of fulfilment. However, moderator regressions failed to show similar moderator effects, indicating that family and college backgrounds may produce discontinuous and qualitatively different subgroup effects. One implication of this study is to suggest more care in selecting individuals for high‐risk job assignments with low probability o

ISSN:0894-3796    

DOI:10.1002/job.4030060302

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

摘要:

AbstractThis research examined the ways police officers appraise and cope with naturally occurring stressful events. We utilized interview and questionnaire instruments to obtain descriptions of the stressful events, how the events were appraised, and the ways in which officers coped. Analyses tested the situational specificity of the Type A behaviour pattern. As hypothesized, Type A officers selected strategies that were more active and narrowly focused on the problem than did Type B officers. For the Type A officer coping was relatively independent of appraisal, whereas for the Type B officer coping and appraisal were interdependent processes.

ISSN:0894-3796    

DOI:10.1002/job.4030060303

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

摘要:

AbstractThe present study attempted to assess the extent to which job incumbents engage in performance relevant self‐regulatory activities. Specifically, the degrees to which 62 insurance salespersons; (1) set performance goals, (2) monitored performance levels, and (3) exercised contingent self‐reward or punishment with respect to goal achievement or goal failure were measured; and, the consequences that such activities had on performance were examined. The results of this study indicate that, in general, subjects set goals, but typically of a distal/result‐orientated, as opposed to a proximal/behaviourally orientated‐nature. Goal settingper sehad no effects on sales performance, although an objective measure of goal difficulty was related to this criterion. With respect to self‐monitoring, it was discovered that the greatest amount of performance feedback came from oneself and one's supervisor, as opposed to one's co‐workers. In terms of performance, there was an interaction of feedback source and feedback preference such that the ability to generate internal feedback was related to performance only for individuals who had a preference for such internal feedback. There appeared to be no substantial amount of contingent self‐reward occurring within this organization, although contingent self‐punishment (in the form of self‐criticism) was in evidence; and, such self‐admonishment seemed to have detrimental effects on performance. While the three classes of variables independently explained 26 per cent of the variance in performance, the interactive effects suggested by theories of self‐regulation (Bandura, 1977; Kanfer, 1971)

ISSN:0894-3796    

DOI:10.1002/job.4030060304

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

摘要:

AbstractA questionnaire based on a facet definition of achievement motive was devised to assess achievement tendencies amongst managers. The facet definition provided guidelines for the creation of items and the formulation of hypotheses concerning the structural relations among components of achievement motive. The questionnaire was then administered to a sample of 190 middle managers in a large industrial corporation in Israel.As hypothesized, results reflected three facets of achievement motive.(1) type of confrontation.(2) time perspective of task performance and.(3) behavioural modality.Six measures formed from a combination of items related to the first two facets were found to be internally reliable. Moreover, three of these measures dealing with readiness to confront uncertainty, to solve problems and to take calculated risks were found to predict at a significant level actual manager performance. Discussion focused on a multifaceted rather than unitary approach to achievement motive and implications for assessing its relationship to performance in various settings.

ISSN:0894-3796    

DOI:10.1002/job.4030060305

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

摘要:

AbstractAn approach to the study of social support at work is presented emphasizing nature and type of social support. One hundred employees in a range of occupations rated the frequency of engaging in 12 types of social and work‐related activity with each of four work colleagues varying in degree of intimacy. They also rated levels of job satisfaction and work stress. The results confirm the usefulness of this approach and also suggest that type of work relationship is associated with different sorts of socially supportive activities, and that these affect stress but not satisfaction. These findings were discussed in terms of the interaction between type of support given, source of support, and outcom

ISSN:0894-3796    

DOI:10.1002/job.4030060306

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060307

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060308

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060309

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060310

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060311

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY