摘要:

AbstractIt was expected that there would be informal rules of several kinds for working relationships. In the first study subjects rated 33 common rules and a number of relationship‐specific rules for three work roles. It was found that certain rules were strongly endorsed for work‐mates, superiors and subordinates. These provide a maintenance function by regulating general and relationship‐specific sources of conflict. Rules about cooperation, help and fairness applied strongly to work‐mates, rules about consideration and skilful use of power to supervisors, rules about using initiative and accepting orders and criticism to subordinates. Rules about reward were also obtained and these tended to be task‐focused rather than intimacy sustaining.In the second study one hundred and twenty‐four subjects rated the degree of dissatisfaction which they would feel for 11 types of rule violation by each of four work colleagues varying in degree of intimacy. Some level of dissatisfaction was expressed for each rule violation particularly maintenance rules, and the degree of expressed dissatisfaction increased with increased closeness to the work colleague.Study I was replicated in three other countries — Italy, Hong Kong and Japan, and cross‐cultural comparisons were made. While there was some cross‐cultural consistency for certain maintenance rules, there were cultural differences both in the type of rules endorsed and the strength of endorsement. Japanese relationships in particular were most dissimilar to other countries, characterized by greater homogeneity of overall rule structure within the four work roles, and by lower levels of intimacy and emotional expressiveness towards the other person in

ISSN:0894-3796    

DOI:10.1002/job.4030070402

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY

摘要:

AbstractPrior research on employees' views of various criteria for obtaining a desirable intrafirm transfer has conceptualized these perceptions on an individual level of analysis (i.e. has examined psychological transfer climates). It is argued that the identification of aggregate transfer climate dimensions on an organizational (subsystem) level of analysis is important for improving the effectiveness of R&D via better transfer policies. Factor analyses of questionnaire data obtained from 729 R&D professionals in 11 FRG industrial firms and 141 R&D professionals in three U.K. industrial firms revealed that both FRG and U.K. subjects perceived three broad means (overall task performance, publication and patent productivity, favouritism) for obtaining a desirable job transfer. Empirically the idea was supported that, for certain transfer criteria (overall task performance, manifest professional output, educational level, luck), individuals' scores can be meaningfully aggregated to obtain organizational transfer climate measures. Remarkable differences in the importance of company tenure and educational level as criteria for transfers in R&D were found between FRG and U.K. organizations. Using the FRG data set differences in the performance responsiveness of organizational transfer climates were shown to be significantly related to work‐related outcome variables. Implications are sketched for R&D transfer policies and for explaining U.K./FRG differences in the corporate treatment of R&D activitie

ISSN:0894-3796    

DOI:10.1002/job.4030070403

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY

摘要:

AbstractThis investigation provides an examination of the validity of the Job Diagnostic Survey (JDS) and the Job Characteristics Inventory (JCI). The verbal content of the two measure is examined, as are the contrasts between the verbal content of these scales and the verbal content of three popular measures of job satisfaction. The Minnesota Contextual Content Analysis program is used to examine the ideas emphasized by these research scales. Both measures of job characteristics were found to discriminate from certain measures of job satisfaction, to emphasize an instrumental and not an affective context, and to possess some internal dimensionality problems.

ISSN:0894-3796    

DOI:10.1002/job.4030070404

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY

摘要:

AbstractThe impact of the additivity of three aspects of person‐environment congruence — vocational, avocational and skill utilization — to well‐being was assessed by four measures: occupational satisfaction, work satisfaction, somatic complaints and anxiety. Subjects were 74 female teachers. Findings showed: (a) the three congruence aspects were not interrelated; (b) all congruence aspects were correlated with all well‐being measures in the expected direction; and (c) combinations of the three congruence aspects had an additive effect: the higher the number of congruence aspects the higher the well‐being. The implications of congruence additivity to stress research and to vocational counselling wa

ISSN:0894-3796    

DOI:10.1002/job.4030070405

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY

摘要:

AbstractThis study examines the relationship between dimensions of job and non‐job activity, job satisfaction and mental health among veterinary professionals and tests specific predictions arising from the work of Broad bent (1985) and Karasek (1979). Results are based on an analysis of 411 questionnaires returned in a postal survey. Job and non‐job activities contributed a significant proportion of unique variance in total mental health as measured, and related differently to anxiety and depression. Support for Broadbent's (1985) predictions was mixed. Pacing related distinctively to anxiety, but depression showed no relationship to social aspects of activity. Both lack of control over the speed of activities and discretion were related to mental health indices, but support was found for the role of discretion as a buffer in an interactive sense on one outcome measure only. Results are discussed in terms of ideas arising from the clinical literature, and suggestions offered for the potential use of carefully chosen activity in controlling levels of anxiety, depression and well‐

ISSN:0894-3796    

DOI:10.1002/job.4030070406

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030070407

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030070408

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030070401

出版商:John Wiley&Sons, Ltd.    

年代:1986

数据来源: WILEY