摘要:

AbstractThis study examined the predictive contribution of occupational and marital stress to the development of symptomatolgoy, affective disorder, and alcohol‐related problems in a sample of 325 male power plant employees interviewed at baseline and one‐year follow up. After controlling for known clinical and social risk factors, we found statistically significant predictive effects of job demands on affective disorder and job decision latitude on alcohol problems. In addition, the specific combination of high job demands with low decision latitude was important in predicting the occurrence of alcohol problems. Marital stress was not predictive of poorer mental health. The analyses provided only minimal support for a stress‐buffering rote of social su

ISSN:0894-3796    

DOI:10.1002/job.4030090102

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThe Finnish labor market is sharply segregated by sex. This is a statistically well‐documented fact and holds true for all Western European market economies. The aim of this article was to find out whether women profit (regarding the quality of their work) from performing the same sort of work as men. The qualitative aspects of work were the following: autonomy at work; lack of routinization of work; the compulsory rhythm of work; and the demands for social skills. We also analyzed monthly pay and its variation according to functional segregation of work. The empirical data came from the Finnish Study on Working Conditions (1984) which is a representative sample of the Finnish wage‐earning population with 4502 persons of whom 48 per cent were women and 52 per cent men. Our results indicate that women often profit from the fact that they perform the same sort of work as men. This profit was more apparent for white‐collar than for blue‐collar women. For men the effects of segregation on job characteristics were the opposite. They often profit from sex segregated work. Social status played a major role regarding the qualitative aspects

ISSN:0894-3796    

DOI:10.1002/job.4030090103

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThis study explored the effects of union membership versus nonmembership on role based stress (i.e. ambiguity, overload, and interrole conflict), somatic complaints, and on the relationship between role stress and somatic complaints. The data analyzed came from the 1977 Quality of Employment Survey (Quinn and Staines, 1979). Only those respondents (N= 251) who held full‐time nonsupervisory jobs in manufacturing were included in our sample. On the average, relative to nonmembers, union members reported higher levels of ambiguity and interrole conflict, but similar levels of overload and of somatic complaints. Union membership moderated the relationship between overload and somatic complaints. For union members, higher perceived performance of the union was associated with lower perceived stress and strain. We discuss the implications of those findings for further research on the impact of unions on stress, strain, and their interrelationshi

ISSN:0894-3796    

DOI:10.1002/job.4030090104

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThere are two predominant views of organizational commitment: instrumental and affective. The purpose of the paper is to explore the extent to which an adapted version of Etzioni's macro organizational model of involvement may serve as a single model of both affective and instrumental perspectives of organizational commitment. Moral commitment and alienative commitment are treated as affective forms of organizational attachment, and calculative commitment is treated as an instrumental form of organizational attachment. The paper employs five samples for the investigation. It develops scales for measuring each of the three dimensions of commitment. The paper concludes that organizational commitment is multidimensional. It also concludes that employees report a mixture of commitment types. Evidence is offered in support of the affective character of moral and alienative commitment. Although the evidence is equivocal, there is support for the independence of the two dimensions of affective commitment: moral and alienative. Evidence is also offered for the differential association of the three dimensions of organizational commitment with related aspects of organizational behavior. The paper extends our understanding of organizational commitment by providing a place for both instrumental and affective forms of psychological attachment to organizations. It offers scales which may be used for future research, and it suggests research which may extend the adapted model in this paper as well as provide direction for practising managers.

ISSN:0894-3796    

DOI:10.1002/job.4030090105

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractThis study investigates whether departments performing the same functions in different firms incur similar changes in structural configuration in response to industry‐wide stimuli. Based on the proposition that the context of functional departments is similar across firms, changes in differentiation, integration, and perspective are hypothesized. Managers' perceptions of the validity of a series of statements to conditions five to 10 years ago and to present conditions are contrasted and show statistically significant shifts in these structural configurations. This change is confirmed by the analysis of responses of other managers in different departments within the same firms. Correlation analysis shows significant agreement among alternative measures of the same aspects of structure, and significant comovement among different structural dimensions. The later result supports the quantum theory of organization

ISSN:0894-3796    

DOI:10.1002/job.4030090106

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

摘要:

AbstractA scale measuring computer dispositions was used in order to examine whether computerization of work affects employees similarly or differently in Canada and the United States. The study explores the possibility that employees may differ intraculturally, that is, according to gender, hierarchical level in the firm, and whether they work with intelligent work‐stations or main‐frame terminals. The data indicates that intracultural differences are apparent according to type of computer used, gender, and hierarchical level of the respondents. What concerned U.S. female respondents about computer‐mediated work did not necessarily apply to their Canadian counter

ISSN:0894-3796    

DOI:10.1002/job.4030090107

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090108

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090109

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090110

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030090101

出版商:John Wiley&Sons, Ltd.    

年代:1988

数据来源: WILEY