摘要:

SummaryWhenan interested management asks “How can employee morale be measured satisfactorily”, …“How is morale in my organization”, …“How can morale be improved”?…, the personnel man is faced with a choice of definitions of morale, a choice of methods of measuring it, and a choice of recommendations on how it can be improved. A search of the published writings shows that there is yet no one best answer to these questions. The present article reports another attempt to answer them.At the beginning of the study it was proposed that high morale be defined as the feeling of well being that an individual experiences when his needs are being filled to his satisfaction. In order to measure how well the employee needs were being filled, a confidential questionnaire was administered to groups of clerical workers at a government installation. In addition, the production records and ratings of these groups were collected.It was found that there were three separate needs that were being filled with varying degrees of satisfaction and that each of these played a different role with respect to production and to morale. The definition of morale as proposed was tentatively supported. Further studies are being made to improve the measurement of need‐satisfaction and to relate these measures to turnover rate and to programs designed to improve morale, both in clerical

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01183.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01184.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryTheconstruction of a 99 item job satisfaction questionnaire is described as covering the following work areas: physical and mental exertion; relations with associates; relations with employer; security, advancement, and finances; interest in, liking for, and emotional involvement in the job; job information and status; physical surroundings and work conditions; future, goals, and progress toward goals; and evaluation in retrospect.The test‐retest reliability coefficient over a three‐week interval with 98 teachers was .90, while individual items averaged 91.4 per cent complete agreement between the two questionnaires. Internal consistence was indicated by item analysis, comparing the most and least satisfied 27 per cent of 844 female teachers and 242 male teachers respectively. Biserial correlations were significant for 97 of the 99 items for the female group, and for 87 out of 99 for the smaller male group. The average magnitude of the biserial correlations obtained was .45 for each sex group when all items were considered together, and ranged from .33 to .55 when items were grouped into the various work categories represented. Validity was inferred from the nature of the construction of the instrument, ratings of the individual items by ten judges, ratings of work characteristics for importance to job satisfaction by 1184 teachers, a correlation of .64 between self‐estimates of satisfaction and job satisfaction scores for 98 teachers and a correlation of .61 between paired‐comparison ratings of job satisfaction and scores for 18 teachers.Such an instrument should be of value in studying and diagnosing job satisfaction in both applied and research sit

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01185.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01186.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryThepurpose of this paper is to investigate the factors involved in ratings of Army officer efficiency. Check list, forced choice, and graphic ratings by superiors and graphic ratings by associates were factor analyzed. Eight factors which account for the relationships among those variables were extracted.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01187.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryOneof the most effective ways of evaluating complex behavior characteristics is the use of peer ratings. The method requires that the individual be rated by the members of a group in which he is an active member. This technique has been widely used in leadership studies and is being increasingly used as a measure of job performance.The typical technique involves obtaining both “positive” and “negative” evaluations. Often, there are difficulties inherent in obtaining unfavorable descriptions from group members about their associates. This study indicates that getting such unfavorable descriptions is not always ne

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01188.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryAttitudesurveys are widely used throughout industry today, as modern management has become aware of the value of sampling employee opinion both in connection with changes of policy or procedure and with current conditions within the organization. It has been found that more harmony can be achieved within an organization and serious labor trouble sometimes can be averted if employee opinion is determined and potential problems rectified before they become serious.Most attitude surveys utilize words as the vehicles by which attitudes are expressed. The items may require that the employee decide which of a series of phrases best expresses his feelings about a designated topic or, alternatively, whether or not a given sentence is indicative of his attitude. It is felt that a certain amount of distortion is an invariable result of this process which necessitates the translation of one man's feelings into another man's words. Error creeps in, both in the interpretation of the meaning of the items by the respondent, and in the selection of the item which most accurately indicates the true feelings of the respondent on the topic in question. This is particularly difficult for persons of low verbal facility to achieve with any accuracy.The present paper is an account of the development of a qualitative or projective attitude scale. Two series of faces have been constructed which run the gamut of feeling from extremely positive to extremely negative. These faces have been quantified so that attitude scales in which they are used can be scored in the same manner as can any other form of attitude measuring device. They have, however, the advantage of eliminating the necessity for translating feelings into words. The respondent is required only to check the face which “looks like he feels” rather than verbalizing his feelings. It is felt that the resulting measure provides a more accurate measurement of attitudes than is otherwise possi

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01189.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

摘要:

SummaryThisis the sixth in a series of validation studies designed to provide some information concerning the variables related to organizational effectiveness (1, 2, 3, 5, 6).2Questionnaires composed of groups of relatively homogeneous objective items were given to 213 workers, 244 supervisors, and 29 foremen at the California Division of the Lockheed Aircraft Corporation, Burbank, California. The homogeneous item groups, or dimensions, were designed to measure different characteristics of the organization and its personnel, e.g., supervisory practices, and attitudes toward each other, the work, and the company. The personnel surveyed were located in 29 distinct departments, each headed by a foreman. Criterion data relating to organizational effectiveness were obtained for each of the 29 departments. These data consisted of two quality control measures, production measures based on standard hours, and ratings by one of the company's staff executives. Responses to the questionnaires in the form of dimension scores were correlated with these four criteria. The present report is concerned with the analysis of questionnaires at the worker level. The other phases of this research will be reported at a later date.The results from the worker questionnaire may be summarized as follows:1. Ail correlations between questionnaire dimensions and the rating criterion were zero.2. Many substantial correlations were obtained between questionnaire dimensions and quality control measures, but the relationships were usually curvilinear or negative and hence difficult to interpret.3. The production criterion correlated in the expected manner with dimensions Communication Downward, Good Judgment, Lack of Arbitrariness and Safety Enforcement. Several other dimensions gave correlations of interest, though short of significance.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01190.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01191.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1955.tb01192.x

出版商:Blackwell Publishing Ltd    

年代:1955

数据来源: WILEY