摘要:

This paper examines the status of higher‐order need strength as a moderator of the relationship between job characteristics and employees' attitudes towards their jobs. It is argued that previous empirical work has been deficient in two important respects: (a) the measurement of the moderator has not been sufficiently independent of the measurement of the other variables in question, thus allowing response consistency to account for the results; and (b) analytical procedures have been employed which are severely restricted in their scope. The present investigation was designed to avoid both these deficiencies, and shows that higher‐order need strength moderates the relationship between job characteristics and job satisfaction. Comment is also offered on alternative statistical techniques for analysing data in which repeated measures of the moderator variable are used, or where the moderator is not linear in its effe

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00039.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Several studies, simulated and actual, have found that job applicants return higher scores on distortion scales in personality questionnaires than similar people who are not undergoing selection; this has been attributed to motivation. This study examines the test results of more than 700 male and female subjects in a variety of real‐life selection programmes. It concludes that distortion is related to the stress of the circumstances in which testing takes place, and suggests a modified interpretation of the role of lie scale

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00040.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Two experiments investigated the effects of employers' brochures and selection interviews upon the intentions of students. It was found that some brochures increased the intentions of engineering students to apply to the organization they represented; and that interviews decreased students' intentions to accept jobs if offered them. These effects could not be attributed to changes in the mediating variables of decision theory. The effect of interviews, however, was related to the extent to which students' expectations of the interview were proved incorrect by their experience of it.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00041.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

The study looks at membership activity and intra‐union relations in one branch of NALGO, the local government union, organizing across all job levels of the white‐collar hierarchy, including managerial grades. From the findings of research on small‐group behaviour and studies of blue‐collar unions, it was hypothesized that members' job status in the managerial system would be positively related to their union activity, and that status would also moderate the predictability of grievance‐raising behaviour from attitudes. The results broadly support these expectations and are discussed in terms of transfer between management and union systems of competence, commitment and

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00042.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Twenty unemployed managerial/professional staff were interviewed in depth to investigate from an individual perspective the psychological impact of unemployment in relation to three broad areas: (a) feelings about becoming unemployed; (b) the process of structuring time and (c) the job search. The experience of unemployment varied according to individual circumstances but some broad trends could be identified. Overall, the same phasic reaction as reported previously was being experienced but the phases were being passed through more slowly. Some possible reasons were suggested. The need was reiterated for further information on the psychological impact of unemployment and the factors moderating it as a basis for action.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00043.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

This paper reports data from a field experiment which suggest that ingratiating tactics are used to control and limit the decision freedom of another person who has power to give pay‐off

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00044.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

摘要:

Book reviewed in this article:The Analysis of Social Skill. Edited by w. T. SINGLIITON, P. SPURGEON and R. 13. STAMMERS.Training in Organizations. By c. EDENs,. JONES&D. SIMS.Whatever Happened to Shell's New Philosophy of Management?By F. H. M. Nlacki. ER&c. A. BROWN.Current Concerns in Occupational Stress. Edited by c. L. COOPER&R. PAYNE.Executives under Pressure. By J. MARSHALL&c. L. COOPERJob Satisfaction and Motivation: An Annotated Bibliography. Compiled and edited by R. M. WAISH and s. J. BIRKIN.How to Interview. By D. MACKENZIE DAVEY&P. MCDONNELL.Man in Extreme Environments. By A. w. SLOAN. Springfield, IL: Charles C. Thomas.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00045.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1981.tb00038.x

出版商:Blackwell Publishing Ltd    

年代:1981

数据来源: WILEY