摘要:

AbstractTwo groups of part‐time employees were compared to full‐time employees on several organizationally relevant reactions and behaviours in order to replicate and extend research on potential employment status differences. After controlling for demographics, it was found that there were mean differences between the groups; however, no evidence was found for differences in how the various groups ‘process’ organizational experience. Based on the results, implications for managing part‐versus full‐time employees ar

ISSN:0894-3796    

DOI:10.1002/job.4030080102

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractCausal relationships involving role stressors, physical symptomatology, and turnover intentions were examined within three alternative specifications. These specifications stemmed from Beehr and Newman's (1978) and Schuler's (1982) models of role stress and Locke's (1976) theory of job satisfaction. The results, derived from LISREL VI analyses, indicate that a revised Schuler model is the most plausible specification. Findings are discussed in terms of implications for understanding role stress and employee withdrawal.

ISSN:0894-3796    

DOI:10.1002/job.4030080103

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractThis study examined differences in the importance of work outcomes between full‐time and part‐time hospital employees in a sample drawn from five western hospitals (N= 1,876). Work status was operationalized by classifying respondents into four categories based on hours worked per week. Exploratory factor analysis showed that work outcomes may be classified asextrinsic (pay and fringe benefits) and instrinsic(being informed about the job, participating in decision‐making, and doing the job well). Confirmatory factor analyses demonstrated that this two‐factor structure fits the data well for all four work status categories although the factor loadings differed across categories. Multivariate analyses of variance and covariance indicated that statistically significant differences in the importance of extrinsic and intrinsic outcomes exist for full‐time and part‐time employees and that these differences persist when various social and demographic variables are held constant. Employees who work fewer hours per week tend to assign less importance to the work outcomes measured in this study. The results suggest that theoretical models of variables such as job satisfaction should take into account work status differences in the importance of work‐related outcomes. In addition, managers may find that workers respond to different reward structures depending on the degree of their involvement in the

ISSN:0894-3796    

DOI:10.1002/job.4030080104

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractSixty‐seven MBA students were asked to provide salary increment recommendations for a set of employees. Contrary to past evidence of a preference for an adjustment system, the majority of respondents utilized an absolute merit system for determining salary increases (wherein employees of equal merit were assigned raises of equal dollar magnitude independent of initial base salary). Further analysis suggested the importance of an individual's value system in the decision to employ a particular approach to allocating raise

ISSN:0894-3796    

DOI:10.1002/job.4030080105

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractA review of past research revealed inconsistent findings concerning the relationship between job involvement and work‐family conflict. This study tested whether family involvement moderates the relationship between job involvement and work‐family conflict. Two types of family involvement (spouse and parent) and two types of work‐family conflict (job‐spouse and job‐parent) were assessed. Data were gathered via questionnaire from a sample of nonteaching professionals employed by a large public university in the northeastern United States. As hypothesized, job involvement and job‐spouse conflict were positively related for individuals high in spouse involvement and unrelated for individuals low in spouse involvement. Contrary to prediction, parental involvement did not moderate the relationship between job involvement and job‐parent conflict. Instead, job involvement was positively related to job‐parent conflict regardless of the level of parental involvement. Results are discussed in terms of standards for role performance and strength of role demands. Implications for future research are

ISSN:0894-3796    

DOI:10.1002/job.4030080106

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030080107

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

摘要:

AbstractResearch on the job involvement‐organizational tenure relationship has shown no consistent relationship, but recent job and career experience models suggest that a relationship should be found. Using data from three organizations (n= 216), polynomial regression analysis revealed a curvilinear job involvement‐organizational tenure relationship. This finding is discussed with reference to changes in workplace sensemaking that occur as work experience is accumula

ISSN:0894-3796    

DOI:10.1002/job.4030080108

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030080109

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030080110

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030080111

出版商:John Wiley&Sons, Ltd.    

年代:1987

数据来源: WILEY