摘要:

AbstractQuality circles programmes are based on the assumptions that employee participation leads to valued outcomes such as intrinsic satisfaction and recognition, and that it also results in the implementation of changes which enhance productivity and satisfaction. An in‐depth case study of one such programme finds that generally favourable testimonials by participants may be misleading. This programme yielded a few minor changes but little impact on productivity and attitudes in the unit as a whole. Causes for its demise are discusse

ISSN:0894-3796    

DOI:10.1002/job.4030060202

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

摘要:

AbstractThe Hawthorne Studies on social influences in the workplace have weathered decades of scholarly attack. Hawthorne critics have generally misunderstood or misrepresented the modest ideological and methodological presumptions of this pioneering research, which was intended to generate, not verify, hypotheses. This article reviews the decades of controversy within the historical context of the discipline of organizational behaviour. Original research records, and recent interviews with the actual study participants support the validity and importance of the original research reports.

ISSN:0894-3796    

DOI:10.1002/job.4030060203

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

摘要:

AbstractSupervisors in five organizations and subordinates in three organizations were asked how important four primary causes of behaviour—motivation, ability, luck and task difficulty—were as causes of subordinate performance. Consistent across all eight samples, organizational members perceived motivation and ability as more important causes of subordinate success than failure. Task difficulty was perceived as a more important determinant of failure than task ease was of success. Luck was the least important cause of both success and failure. Factor analysis revealed that supervisors and subordinates utilized the internal‐external locus of causality dimension to explain subordinate success and failure. It was concluded that organizational members rely upon similar causal schemata to explain performance out

ISSN:0894-3796    

DOI:10.1002/job.4030060204

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

摘要:

AbstractA sample of 135 female human service professionals completed the Maslach Burnout Inventory (MBI) and the Staff Burnout Scale for Health Professionals (SBS), along with measures of job satisfaction, role stress, self‐esteem, alienation, and locus of control. Principal components factor analysis of this battery indicates considerable covariation of self‐reported burnout with job dissatisfaction and perceived role stress, and moderate overlap with more general feelings of alienation and low self‐esteem. Item factor analysis of the 22 MBI items resulted in two independent factors, one defined by the Emotional Exhaustion and Depersonalization items, the other by the Personal Accomplishment items. Item factoring of the SBS produced one large factor which was highly correlated with the MBI exhaustion‐depersonalization factor. Implications of these findings for the construct validity of the MBI and SBS are di

ISSN:0894-3796    

DOI:10.1002/job.4030060205

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060206

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060207

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060208

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030060201

出版商:John Wiley&Sons, Ltd.    

年代:1985

数据来源: WILEY