摘要:

AbstractThree different studies examine moderating effects of focus of attention at work on leader‐follower relationships, using the typology developed by Howell, Dorfman, and Kerr (1986). Survey data were collected from over 1300 subjects. Results indicate that: (1) high focus on the supervisor while at work enhances leader behaviour‐subordinate satisfaction and behaviour relationships, (2) high focus on off‐job factors while at work enhances leader behaviour‐subordinate satisfaction relationships, and (3) high focus on off‐job factors while at work weakens leader behaviour‐subordinate behaviour relationships. Theoretical implications for the study of organizational behaviour are discussed, as well as practical issues for enhancing leader behaviour effectiveness in work or

ISSN:0894-3796    

DOI:10.1002/job.4030080402

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractFour hypotheses were investigated. The results substantially support and extend the usefulness of Schuler's role and expectancy participation model (1980). Schuler's model posits that participation intervenes to attenuate the relationships between job objectives and role conflicts and ambiguity. Also, participation, role conflict and role ambiguity are assumed to intervene to attenuate the relationships between job objectives and job satisfaction. The four hypotheses were tested using a sample of 187 retail store managers. Results revealed that job objectives were related to the role variables and satisfaction. Participation significantly attenuated the job objectives, role conflict and job satisfaction relationships. Implications for the use of the attributes of job objectives approach to integrate other objective setting paradigms are discussed.

ISSN:0894-3796    

DOI:10.1002/job.4030080403

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractThis paper examines socialization and adjustment processes of newcomers to organizations. While scholars in this area agree that the socialization process is a stressful event, few have empirically approached the process from this perspective. In addressing this problem, a theoretical synthesis of the literatures of organizational socialization and organizational stress is proposed. From this integration, a model is developed which facilitates an examination of the task, role, and interpersonal demands which individuals face in the stages of socialization and an analysis of the interrelationships of these demands and their effects upon individual and organizational outcomes of the socialization process. Finally, directions for future research are proposed for extending understanding of this crucial part of organizational entry.

ISSN:0894-3796    

DOI:10.1002/job.4030080404

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractPrior to a relocation of a governmental organization in Israel, 155 workers responded to a questionnaire tapping three criteria: the intention to relocate, positive feelings, and stress reactions. The questionnaire also addressed potential correlates: biographical data, family‐related variables, perceived attitudes of co‐workers, job satisfaction and centrality, and anticipations regarding work and nonwork aspects. The intention to relocate was associated mainly with the perceived attitude of the spouse and the children. Stress experienced was most strongly related to the future job prospects, and the positive emotions were mostly correlated with the perceived favourability of the anticipated changes. The family‐related variables were found to be significantly correlated with all the criteria. These results suggest that organization should direct efforts on spouse and children in order to influence employees' decisions and feelings regarding relocation. This and other implications are disc

ISSN:0894-3796    

DOI:10.1002/job.4030080405

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractSeveral hypotheses suggested by the theoretical literature on burnout were empirically tested in an attempt to identify the organizational conditions associated with employee burnout. Public service lawyers in the U.S. (N= 391) completed a survey designed to assess (a) three components of burnout, namely, emotional exhaustion, depersonalization, and feelings of low personal accomplishment; (b) perceptions of several job conditions predicted to be associated these three components of burnout, including workload, role conflict, social support, decision‐making policies, and autonomy; and (c) organizational commitment. Results indicate that emotional exhaustion is most strongly associated with role conflict and quantitative workload. Feelings of personal accomplishment were associated with supervisory social support and job level. Depersonalization was associated with role conflict and decision‐making policies. Finally, each burnout component is significantly related to organizational commitm

ISSN:0894-3796    

DOI:10.1002/job.4030080406

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractThis paper is concerned with whether long‐term unemployment (6‐24 months) affects people's attitudes to employment once they have found a new job. One hundred and forty men aged 25‐40 were asked whether they felt various aspects of employment (e.g. job security, pay) are more important to them as a result of being unemployed. The effects of mental well‐being when unemployed on attitudes to employment are explored. Unemployment is reported to have made most aspects of employment more important to people. Those whose mental health was worst when unemployed report that job security is most important

ISSN:0894-3796    

DOI:10.1002/job.4030080407

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030080408

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030080409

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030080401

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY