摘要:

AbstractOrganizational identification is defined as a perceived oneness with an organization and the experience of the organization's successes and failures as one's own. While identification is considered important to the organization, it has not been clearly operationalized. The current study tests a proposed model of organizational identification. Self‐report data from 297 alumni of an all‐male religious college indicate that identification with the alma mater was associated with: (1) the hypothesized organizational antecedents of organizational distinctiveness, organizational prestige, and (absence of) intraorganizational competition, but not with interorganizational competition, (2) the hypothesized individual antecedents of satisfaction with the organization, tenure as students, and sentimentality, but not with recency of attendance, number of schools attended, or the existence of a mentor, and (3) the hypothesized outcomes of making financial contributions, willingness to advise one's offspring and others to attend the college, and participating in various school functions. The findings provide direction for academic administrators seeking to increase alumni support, as well as for corporate managers concerned about the loyalty of workers in an era of mergers and takeov

ISSN:0894-3796    

DOI:10.1002/job.4030130202

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThere is a preponderance of theory postulating that the level of job satisfaction is a direct function of the perceived discrepancy between what the employee desires from a job and what the employee actually receives from it. To date, the only job satisfaction research program that has systematically examined the relationship between job satisfaction and the degree to which perceptions of job rewards match the expressed desires of the individual is that conducted by the Minnesota Work Adjustment Project (MWAP). Although the MWAP has had success in predicting job satisfaction some of the time, it also encounters many unpredictable cases. Based on research with industrial R&D personnel, Scarpello and Campbell (1983a) suggested that one reason for the unpredictable cases is that people's views of their occupations and careers help explain their reactions to current job situations. This paper discusses the limitations of the MWAP for job satisfaction research and reports the results of a study with 806 manufacturing plant employees, that assessed the external validity and thus, generalizability of Scarpello and Campbell's (1983a) findings. Results supported the external validity and generalizability of the previous findings. Implications for future job satisfaction research are discussed.

ISSN:0894-3796    

DOI:10.1002/job.4030130203

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThis study examines several different kinds of correlates of career‐oriented mentoring experiences among early career managers and professionals. Survey data were collected from 416 respondents employed in a wide variety of jobs, organizations, and industries. The respondents averaged 30 years of age, and 28 per cent were women. Results indicated that younger, more work‐involved respondents from higher socioeconomic origins received more career‐oriented mentoring. In addition, managers received more mentoring than professionals, as did those who were higher in the organization hierarchy. While gender of the protégé was unrelated to the amount of career mentoring received, reasons are offered for this result. Various boundary conditions likely to affect mentoring processes are discussed and several directions are recommended for future research on me

ISSN:0894-3796    

DOI:10.1002/job.4030130204

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractFrom additive models of overall quality of life, two hypotheses were derived about the relationships among work—family conflict, work—leisure conflict, job satisfaction, family satisfaction, leisure satisfaction and global life satisfaction. In supporting these two hypotheses, path analyses of survey data from a national probability sample of United States workers (n= 823) showed: (1) the direct paths between work—nonwork conflict and global life satisfaction were nonsignificant; and (2) the indirect paths between work—nonwork conflict and global life satisfaction, which are mediated by job satisfaction and nonwork satisfaction, were all significant. Further analyses indicated that, in general, the magnitude of these path coefficients was not significantly moderated by sociodemographic variables. Discussion considered the role of additive models as conceptual frameworks for studies concerned with the effects of work experiences on the overall quality

ISSN:0894-3796    

DOI:10.1002/job.4030130205

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThe literature on mentorship is briefly reviewed, revealing that many studies have documented the functions that mentors provide to proteges, including vocational and psychosocial support. This study investigates the link between these functions and the career mobility outcomes of proteges. Results from a random sample of 244 manufacturing managers supports previous research on the dimensions of mentoring. Further, vocational (coaching) and psycho‐social (social support) were found to be related to managers' salary level and promotions. Implications of these results for future studies of mentoring are discusse

ISSN:0894-3796    

DOI:10.1002/job.4030130206

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThis research examines the relations of the cognitive factors of beliefs and fears proposed by Price (1982) with the revised Jenkins Activity Survey (JAS) factors of achievement striving and impatience‐irritability as well as the outcome measures of job and class performance. Results provide support for Spence, Helmreich, and Pred (1987), and Spence, Pred, and Helmreich's (1989) findings of the positive association between achievement striving and class performance but provide limited support for Price's (1982) mode

ISSN:0894-3796    

DOI:10.1002/job.4030130207

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractWe conducted a longitudinal field experiment to examine whether sociometric and ability‐based assignment methods have different effects on multiple outcomes. We assigned subjects (N= 258) to sociometric or ability‐based conditions, and assembled them into three‐person workgroups. Subjects in the sociometric condition chose their own workgroup members; we assigned subjects in the ability‐based condition to groups on the basis of ability. The results show that sociometric workgroups report higher levels of communication, coordination, peer ratings, group cohesion, and job satisfaction than workgroups in the ability‐based condition. In addition, the results indicate that organizational forces tended to equalize the influence of ability on pe

ISSN:0894-3796    

DOI:10.1002/job.4030130208

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130209

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130210

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130201

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY