摘要:

AbstractWe tested a data‐driven ‘traditional’ model and a schema‐driven ‘categorization’ model of rater cognitive processes. Raters viewed one of two videotaped lectures on economics. Next, they completed dimensional and overall performance ratings, and scales designed to measure performance‐based and non‐performance‐based aspects of raters' general impressions. We tested model predictions using a combination of confirmatory factor analysis and single‐equation regression estimates of structural parameters. Neither model received unequivocal support, though results favored the categorization model. We conclude that (a) performance‐based and non‐performance‐based aspects of a rater's general impression can be distinguished empirically, (b) raters' overall impressions of ratees may substantially reflect the integration of performance‐based information, and (c) performance evaluation may be better viewed in the context of ‘evaluation‐based’ rat

ISSN:0894-3796    

DOI:10.1002/job.4030120102

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractSeveral years ago a research project on work values was originated. The study strived to examine the relative importance of work value items and to analyze the structure of the domain for samples from various cultural environments. A facet definition of work values was suggested that provided guidelines for constructing the Work Values Questionnaire and the formulation of hypotheses regarding the structure of relationships among components of work values. Based on data collected from 2280 respondents in eight countries the hypotheses were tested by means of Guttman's Smallest Space Analysis. The results support the hypotheses. An empirical double‐ordered conceptual system, a radex structure, was obtained in each of the samples reflecting the facets of the definition: modality of outcome — cognitive, affective and instrumental, and system ‐ performance contingency — reward, resource.In terms of the issue of cultural differences the results indicate the presence of cultural differences in the rating of a limited number of specific values. These differences are only minor variations within a much broader pattern of structural similarity. The fact that essentially the same structure was obtained in eight independent samples lends substantial support to the definitional framework of work values su

ISSN:0894-3796    

DOI:10.1002/job.4030120103

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractUsing structural equation modeling, this paper compares a more traditional, unmediated model of work‐based role stress and its consequences on job satisfaction and burnout to two models in which the role stress‐affective work outcome relationship is mediated (partially and completely) by work‐home conflict across two samples of public sector professionals: engineers and nurses. The findings indicate that a model in which role conflict and overload have both direct and indirect effects—via work‐home conflict—on job burnout and satisfaction (‘Partial Mediation’ model) achieves a better overall ‘fit’ than two alternative models. Furthermore, the findings suggest that while the two groups perceive many aspects of the work‐home relationship differently, for both groups, work‐based role conflict is an important antecedent of work‐home conflict, and increased burnout an important direct consequence of work‐home conflict. Finally, on the basis of the findings, the authors conclude that perspectives which view the work and non‐work realms as independent must be reconsidered, and that the nature of the work‐home relationship may, to a great extent, be contingent upon the way different occupational groups

ISSN:0894-3796    

DOI:10.1002/job.4030120104

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030120105

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

摘要:

AbstractThe generalizability (to a Canadian sample) of the four‐factor commitment to the union scale developed by Gordon, Philpot, Burt, Thompson and Spiller, (1980) was assessed. Four groups of subjects were utilized, two from Canada (white and blue‐collar workers) and two from the United States (white and blue‐collar workers). Confirmatory factor analysis indicated that the four factor solution of Gordonet al., (1980) generalized to the sample of Canadian workers. Differences between mean levels on these four factors (union loyalty, responsibility to the union, willingness to work for the union, and belief in unionism) for Canadian and United States workers were then investigated. The results identified as many intra country differences between white and blue‐collar workers as inter country differences. Differences in economic base, labor relations climate etc., between the two countries did not seem to influence the levels of commitment to the union. Explanations for the differences in means which did occur are postulated and further research is su

ISSN:0894-3796    

DOI:10.1002/job.4030120106

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030120107

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030120108

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030120109

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030120101

出版商:John Wiley&Sons, Ltd.    

年代:1991

数据来源: WILEY