摘要:

This article presents the findings of a case study which describes the impact of word processing technology on the characteristics of typing jobs in an engineering consultancy. Examination of company documents and interviews with managers indicated that the decision to adopt this technology was influenced by pressures and people within the organization, rather than by external forces. Interviews with typists indicated that the change from copy typing to word processing had reduced task variety, meaning and contribution, control over work scheduling and boundary tasks, feedback of results, involvement in preparation and auxiliary tasks, and communication with authors. The change had increased pay and promotion opportunities, and control over typing quality. The overall pattern of skills and knowledge required by typists had altered. These changes were determined weakly and indirectly by the technology of word processing, and strongly and directly by management decisions about the way in which the typists' work was reorganized and controlled. Management felt that closer control over typing work would increase productivity. The new work organization achieved this control, but appeared to restrict the typists' ability to exploit fully the potential benefits of the new technology.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00073.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

This paper describes the development of a measure of work anxiety. The construction of the measure was guided by the interactionist position that behaviour is determined by situations in interaction with individual responses. In developing the measure it was also possible to test two hypotheses relating to interactional theory and a third hypothesis about whether previous experience of situations leads them to be seen as more, or less, threatening. The first interaction hypothesis was that the proportions of variance accounted for by main effects and interactions is determined by the variation designed into the measure itself and by variations within the subject sample. The second hypothesis tackled a point made by Olweus (1977) that the existence of statistical interactions which account for sizable proportions of variance does not itself demonstrate that behaviour is a function of interaction in any general sense. Testing this hypothesis involved the application of a technique combining clustering procedures based on an analysis of variance model with a variant of multidimensional scaling called INDSCAL. The results were favourable to the interactionist perspective and to the use of the interactionist position in guiding the construction of measures.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00074.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

The Worker Opinion Survey, developed by Cross (1973), is a useful job satisfaction instrument with many desirable features. However, it has not been validated to any extent. The present paper reports a study which examined the convergent and discriminant validity of the Worker Opinion Survey in relation to the Job Descriptive Index in a variety of ways. The results supported the validity of the Worker Opinion Survey and strengthened its usefulness as a research instrument.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00075.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

The usefulness of reference reports has tended to be neglected in personnel selection research, and available evidence is not encouraging. In the study reported, ratings on the headteacher's report form used in Royal Navy Officer selection were examined and compared with training performance. Although the ratings of candidates (n= 263) were subject to restriction of range and possible leniency effects, amongst entrants (n= 103) a total score derived from the seven individual scales had a correlation (corrected for restriction) of ***0–36 with overall training performance. It is concluded that under some circumstances head‐teacher's reports can make a useful contribution to the selection process. It is suggested that such predictive power as the ratings have derives from their providing, within carefully constructed format, samples of characteristic behaviour similar to the criter

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00076.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

In a national probability sample of the adult working population in the United States, 1515 Americans participated in a structured interview. This survey provided data on individual job perceptions and occupational characteristics. Occupational information was coded using the skill codes employed by the Department of Labor'sDictionary of Occupational Titles:the Data, People, and Thing hierarchies originally developed by Fine (1968). Analysis of the data indicates that perceived job characteristics are correlated with the level of data‐oriented and people‐oriented skills used in the job. Further, task characteristics such as autonomy and variety correlate more highly with the skill codes than do role characteristics such as conflict and ambiguity. Results also suggest that task characteristics are linearly related to data‐ and people‐oriented skills; but non‐linearly related to thing‐oriented skills. Based on these results, it is concluded that the type and level of skill used on the job contribute significantly to employee work

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00077.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00078.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

The construct ‘work involvement’ was viewed as having three dimensions:job involvement, or psychological identification with the position or job occupied;specialization involvement, or psychological identification with the career or specialization of which the present job is a part; andimportance of performance to self‐esteem, an individual difference variable akin to the Protestant ethic. Two studies of professional Army officers are described (n= 100, andn= 384). Factor analysis of questionnaire items supported the hypothesis that the three attitudes are distinct. Scales were developed to measure the attitudes, and assessments of their validity and reliability are pres

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00079.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

摘要:

Book reviewed in this article:Competence and Power in Managerial Decision Making. By F. A. HELLER&B. WILPERT with P. DOCHERTY, J. M. FOURCADE, P. FOKKING, R. MAYS, B. ROIG, T. WEINSHALL, w. T'HOOFT.Culture's Consequences: International Differences in Work‐Related Values. By G. HOFSTEDE.Managing Large Research&Development Programmes. By HENRY W. LANE, RODNEY G. BEDDOWS&PAUL R. LAWRENCE.White Collar and Professional Stress. Edited by C. L. COOPER&J.Organizational Psychology, 2nd ed. By BERNARD M. BASS&EDWARD C. RYTERBRAND.Open Employment after Mental Illness. By NANCY WANSBROUGH&PHILIP COOPER.People, Work and Organizations. By B. M. BASS&G. V. BARRET

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00080.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1982.tb00072.x

出版商:Blackwell Publishing Ltd    

年代:1982

数据来源: WILEY