bluuebunny/crossref_metadata_2025_split huggingface dataset:
Generalizing the importance of occupational and career views to job satisfaction attitudes
Authors: Scarpello Vida , Vandenberg Robert J. 
Published: July 2007

AbstractThere is a preponderance of theory postulating that the level of job satisfaction is a direct function of the perceived discrepancy between what the employee desires from a job and what the employee actually receives from it. To date, the only job satisfaction research program that has systematically examined the relationship between job satisfaction and the degree to which perceptions of job rewards match the expressed desires of the individual is that conducted by the Minnesota Work Adjustment Project (MWAP). Although the MWAP has had success in predicting job satisfaction some of the time, it also encounters many unpredictable cases. Based on research with industrial R&D personnel, Scarpello and Campbell (1983a) suggested that one reason for the unpredictable cases is that people's views of their occupations and careers help explain their reactions to current job situations. This paper discusses the limitations of the MWAP for job satisfaction research and reports the results of a study with 806 manufacturing plant employees, that assessed the external validity and thus, generalizability of Scarpello and Campbell's (1983a) findings. Results supported the external validity and generalizability of the previous findings. Implications for future job satisfaction research are discussed.
The relations of personality and cognitive styles on job and class performance
Authors: Lee Cynthia 
Published: July 2007

AbstractThis research examines the relations of the cognitive factors of beliefs and fears proposed by Price (1982) with the revised Jenkins Activity Survey (JAS) factors of achievement striving and impatience‐irritability as well as the outcome measures of job and class performance. Results provide support for Spence, Helmreich, and Pred (1987), and Spence, Pred, and Helmreich's (1989) findings of the positive association between achievement striving and class performance but provide limited support for Price's (1982) model.
Sociometric and ability‐based assignment to work groups: Some implications for personnel selection
Authors: Colarelli Stephen M. , Boos Amy L. 
Published: July 2007

AbstractWe conducted a longitudinal field experiment to examine whether sociometric and ability‐based assignment methods have different effects on multiple outcomes. We assigned subjects (N = 258) to sociometric or ability‐based conditions, and assembled them into three‐person workgroups. Subjects in the sociometric condition chose their own workgroup members; we assigned subjects in the ability‐based condition to groups on the basis of ability. The results show that sociometric workgroups report higher levels of communication, coordination, peer ratings, group cohesion, and job satisfaction than workgroups in the ability‐based condition. In addition, the results indicate that organizational forces tended to equalize the influence of ability on performance.
Work technology and the needs for achievement and nurturance among nurses
Authors: Medcof John W. , Wegener John G. 
Published: July 2007

AbstractCritical care nursing units have less routine work technology and provide greater opportunities for nurses to satisfy the need for achievement than do chronic and rehabilitative units. There is no difference between the types of units in opportunities to satisfy the need for nurturance. On units which have non‐routine work technology, nurses with a high need for achievement have greater work satisfaction than nurses with a low need for achievement. On routine work technology units there is no correlation between need for achievement and work satisfaction.
Unraveling the mysteries of gender differences in intentions to leave the organization
Authors: Miller Jane Giacobbe , Wheeler Kenneth G. 
Published: July 2007

AbstractThe anticipated labor shortages of the 1990's will intensify organizational needs to retain their existing employees. Women represent an increasingly important segment of the labor force and their turnover rates are thought to exceed men's. Earlier studies of turnover and its psychological antecedent, the behavioral intention to leave, suggest that work‐related factors may contribute to women's relatively higher turnover rates. The current paper reports the results of a study of the intentions of male and female executives, managers and professionals to leave their organizations. The results support the pattern of findings in earlier studies that gender differences disappear when job satisfaction is controlled in the analysis. Further analysis highlights the importance of two components of job satisfaction — meaningful work and opportunities for promotion. The authors conclude that organizations might improve their retention rates of female managers through job enrichment and by enhancing their advancement opportunities.
Coping with job stress: A conceptual evaluation framework for coping measures
Authors: Latack Janina C. , Havlovic Stephen J. 
Published: July 2007

AbstractIntense interest in stress had led to a proliferation of coping measures. To aid researchers in choosing or developing coping measures applicable to job stress, this paper provides a conceptual evaluation framework. The framework serves to evaluate the extent to which coping measures are comprehensive (focus and method of coping) and specific (coping behaviors versus coping effectiveness, coping style, or coping resources; and stress management applications). Both theoretical and organizational stress management perspectives are incorporated.
Workload and psychological strain: A test of the French, Rodgers, and Cobb hypothesis
Authors: Kaldenberg Dennis O. , Becker Boris W. 
Published: July 2007

AbstractThis study of a random sample of self‐employed and non‐self‐employed dentists tests the French, Rodgers, and Cobb (1974) hypothesis, which predicts a curvilinear relationship between psychological strain and person‐environment fit. Self‐employed dentists had lower strain scores (based on measures of job satisfaction and self‐esteem) and greater congruency in P‐E fit (based on comparisons of preferred and typical hours in practice) than dentists who were not self‐employed. The relationship between strain and P‐E fit among self‐employed dentists was curvilinear. Both self‐esteem and job satisfaction were higher for dentists with a congruent fit between typical and preferred workload and lower for dentists with incongruent fit.
Predictors of willingness to relocate for managerial and professional employees
Authors: Landau Jacqueline C. , Shamir Boas , Arthur Michael B. 
Published: July 2007

AbstractThis study explored possible determinants, both inside and outside the job sphere, of willingness to relocate. Data were collected from a large sample of managerial and professional employees in one organization. Unlike previous research, this study investigated willingness to relocate for three different purposes: (1) for a better job or career development; (2) to help the organization; or (3) to remain employed. However, only two factors of willingness to relocate emerged: willingness to relocate for career enhancement or company needs, and willingness to relocate to remain employed. Results showed that the strongest predictors of willingness to relocate to remain employed were job sphere variables such as satisfaction with career development opportunities and propensity to remain, while family and community variables were much more important in predicting willingness to relocate for career enhancement or company needs. The implications of these results for both the organization and individuals are discussed.
Thought self‐leadership: The influence of self‐talk and mental imagery on performance
Authors: Neck Chris P. , Manz Charles C. 
Published: July 2007

AbstractSelf‐leadership theory can be described as the ‘process of influencing oneself ’as opposed to the influence of leaders over followers (Manz, 1983, 1986). We focus on and develop a model for a particular aspect of self‐leadership — thought self‐leadership — emphasizing two primary elements, self‐talk and mental imagery. The major thrust of this model is that employees can influence or lead themselves by utilizing specific cognitive strategies that focus on individual self‐dialogue and mental imagery. It is proposed that constructive thought management through the effective application of cognitive strategies can lead to enhanced individual and organizational performance.
A further examination of managerial burnout: Toward an integrated model
Authors: Lee Raymond T. , Ashforth Blake E. 
Published: July 2007

AbstractA model of managerial burnout was examined among 148 human service supervisors and managers. The findings suggest that emotional exhaustion plays a central mediating role in the burnout process. Social support and direct control were associated with exhaustion through role stress. Job and life satisfaction, and time spent with clients and subordinates were also related to exhaustion. In turn, exhaustion was related to depersonalization, professional commitment, and turnover intentions. An expected reciprocal relation between exhaustion and helplessness was not found, as the former had only a weak impact on the latter. Implications for stress coping are discussed.
Status inconsistency in organizations: From social hierarchy to stress
Authors: Bacharach Samuel B. , Bamberger Peter , Mundell Bryan 
Published: July 2007

AbstractThis paper adopts the concept of status inconsistency from the wider sociological literature in order to explain one of the social psychological processes possibly underlying the linkage between organizational demography and occupational stress. In doing so, we review the methodological and theoretical difficulties that arise in applying status inconsistency to an organizational setting. After explicitly discussing our assumptions, we develop out of the literature a series of propositions explicating the nature of the relationships between demography, status, status inconsistency and occupational stress. In offering these propositions we not only attempt to show how status inconsistency may be used to explain many of the empirical relations found to exist between demography and occupational stress, but also try to show the potential value of the status inconsistency concept as both an independent and dependent variable in general organizational research.
The measurement properties of the role conflict and role ambiguity scales: A review and extension of the empirical research
Authors: Smith Carlla S. , Tisak John , Schmieder Robert A. 
Published: July 2007

AbstractThe measurement properties of the Rizzo, House and Lirtzman (1970) role conflict and role ambiguity scales have been debated in the research literature for several years. The criticisms are that the scales do not measure separate constructs and are contaminated by method variance. However, some researchers have presented evidence supporting the scales' continued use as independent measures. We attempted to clarify the running debate by re‐examining these issues and presenting additional data, which focused on the item level of analysis. Using confirmatory factor analyses and item statistics, we show discriminant validity for the role conflict and ambiguity scales across three diverse samples of workers. We also contend that the evidence for method bias is not as strong as previously argued.
The proactive component of organizational behavior: A measure and correlates
Authors: Bateman Thomas S. , Crant J. Michael 
Published: July 2007

AbstractThis study investigated a personal disposition toward proactive behavior, defined as the relatively stable tendency to effect environmental change. We developed an initial scale to assess the construct and administered it to a sample of 282 undergraduates. Factor analysis led to a revised, unidimensional scale with sound psychometric properties. A second sample of 130 undergraduate students was used to determine the relationships between the proactive scale and the ’Big Five‘ personality domains: neuroticism, extraversion, openness, agreeableness, and conscientiousness. In a third sample of 148 MBA students, we assessed the proactive scale's relationships with three personality traits and three criterion measures. Consistent with hypotheses, scores on the proactive scale correlated with need for achievement, need for dominance, and independent measures of the nature of subjects' extracurricular and civic activities, the nature of their major personal achievements, and peer nominations of transformational leaders. We discuss the potential of the proactive construct to enhance our understanding of, and ability to predict, a wide range of behaviors.
A four‐year validation study of an assessment center in a financial corporation
Authors: Tziner Aharon , Ronen Simcha , Hacohen Dafna 
Published: July 2007

AbstractRatings on 18 assessment dimensions formulated independently by assessors (psychologists and high‐level managers), consensus ratings on the same dimensions, and overall assessment ratings were collected for 329 assessees. Two hundred and seventy‐four of the assessees were promoted based on their scores obtained in the assessment process. For 240 of these we succeeded in obtaining ratings on two criterion measures over a period of four years. These criterion data were provided by their superiors who were unaware of the scores obtained in the assessment process.Multiple regression analyses were run on the data from all the assessment ratings and criterion measures. The results demonstrated a long‐term validity for the assessment center. However, we were not able to discern a consistent pattern of statistically significant differences between the predictive validities of high‐level managers and psychologists as assessors. Possibly, the type of criterion measure moderates the predictive validity of managers' and psychologists' ratings. Further, theoretical and practical implications of the findings are discussed.
A test of reciprocal causality for absenteeism
Authors: Tharenou Phyllis 
Published: July 2007

AbstractThe aim of the study was to test reciprocal causality hypotheses for absence, investigating self‐ and supervisor‐attitudes and behaviors as consequences, as well as antecedents of absence. Reciprocal relationships were proposed between absence and each of job satisfaction, performance, training achievement, and supervisory style. Questionnaire data on job satisfaction and supervisory style and organizational data on employee performance and absence were collected at time 1 from the 262 apprentices of an electricity authority and a year later at time 2 from the 241 then employed apprentices. The repeated data collection (n = 200) consisted of the time 1 first, second and third year apprentices, who became the second, third and fourth years at time 2. Causal tests indicated that uncertified frequency absence and time lost, but not certified absence, were more likely to lead to lower job satisfaction, training achievement, and supervisor‐rated performance and attendance than the reverse. Supervisory style, especially support, led to less uncertified but not certified absence. Absence did not influence supervisory style. The reasons for the direction of the significant causal effects and the alternative explanations for such effects were discussed.
Effects of new technologies with special regard for the implementation process per se
Authors: Korunka Christian , Weiss Andreas , Karetta Bernd 
Published: July 2007

AbstractThe aim of this study was to investigate the effects of the implementation process to new technologies [e.g. drawing board/computer‐aided design (CAD), microfiche/electronic data processing] on the employees concerned. Since the emphasis of the study lay in the intrinsic relationship of the implementation process with stress reactions, the parameters were measured at the place of work in a longitudinal design. Employees (n = 279) in seven companies (work fields: CAD, clerical work, telephone information desk) were tested three times — two months prior to, during, and 12 months after implementation. Aspects of strain and satisfaction were taken into account at each measurement phase. A special test‐instrument was designed to describe the ’style of implementation‘ (manner in which implementation took place) particular to each company. The level of strain was found to increase during the implementation process. The amount of this increase was found to correlate with the company's style of implementation as well as with the type of the individual's work activity. The highest levels were found among those employees little included in the implementation process and those whose work is described as monotonous.
The role of situational factors in disciplinary judgements
Authors: Fukami Cynthia V. , Hopkins David M. 
Published: July 2007

AbstractThis study examined the effects of four situational factors on the severity of punishment chosen by a manager following a rule infraction. Two attributes of the offender, gender and performance history, and two outcomes of the infraction, physical damage and personal injury, were combined within a scenario evaluated by 421 graduate business students in a 2 × 2 × 2 × 2 ANOVA design. Results indicated strong main effects for performance history, physical damage, and personal injury but not for gender. Further analyses indicated that the gender composition of the superior/offender dyad did not have a significant effect on the severity of discipline, although some variation occurred across dyads. These results imply that superiors are likely to base disciplinary judgements on situational factors, and that situational factors affect superiors' decisions in a simple, linear fashion.
On the efficacy of credibility intervals as indicators of moderator effects in meta‐analytic research
Authors: Koslowsky Meni , Sagie Abraham 
Published: July 2007

AbstractResearchers have suggested the use of credibility intervals for identifying moderator effects in meta‐analysis. In the present study, the accuracy of decisions derived from credibility intervals was determined from Monte Carlo generated correlations based on two series of meta‐analyses, one containing 20 studies and the other, 100 studies. Within each study, the responses of 100 subjects were simulated. Although in some marginal cases the accuracy measures (Type I error rate and power) from the credibility intervals were better than those derived from the SH‐75 per cent and U rules, the former technique was generally found to be a poor indicator of heterogeneity or homogeneity. Finally, the concept of a large interval was discussed and a rule of thumb for using it to detect moderators was suggested.
Organizational attitudes and behaviors as a function of participation in strategic and tactical change decisions: An application of path–goal theory
Authors: Sagie Abraham , Koslowsky Meni 
Published: July 2007

AbstractBased upon path–goal theory of leadership, decision type (strategic versus tactical) was suggested as a moderator variable between employee participation in decision making (PDM) and work outcomes. A total of 249 respondents in five Israeli organizations undergoing planned changes, participated in the study. Results from four out of the five organizations revealed that participation in tactical rather than strategic decisions was a better predictor of an increase in change acceptance, work satisfaction, effectiveness, and time allotted to work. The stronger effects associated with tactics rather than strategy were found even if PDM expectations were included. Theoretical and practical implications of the results were discussed.
Staff burnout in a psychiatric hospital: A cross‐lagged panel design
Authors: Corrigan Patrick W. , Holmes E. Paul , Luchins Daniel , Buican Brett , Basit Abdul , Parks Joseph J. 
Published: July 2007

AbstractPrevious research has shown that burnout in staff members at psychiatric hospitals is significantly associated with state anxiety and collegial support. The directionality of these relationships may be inferred using a cross‐lagged panel design. To do this, 35 staff members representing various clinical disciplines completed measures of burnout, support, and anxiety twice, eight months apart. Burnout comprised three factors: emotional exhaustion, depersonalization, and personal accomplishment. Findings from one cross‐lagged panel suggested that emotional exhaustion causes state anxiety. The second panel showed that lack of collegial support caused depersonalization. Understanding causes and effects of burnout for inpatient psychiatric staff may lead to training and resource development that will improve the quality of their work environment.
The impact of positive and corrective feedback on customer service performance
Authors: Waldersee Robert , Luthans Fred 
Published: July 2007

AbstractDetermining and interpreting the impact that different types of feedback have on performance has been difficult because there are a number of complex theoretical processes or mechanisms involved. To minimize some of this complexity and rule out possible alternate explanations in this study subjects in highly routine tasks were used (111 employees from 11 fast food restaurants). A quasi‐experimental field design compared the effects of positive versus corrective feedback. The term corrective feedback is deliberately used instead of negative feedback because of the close association that negative feedback has with noxious, punishment‐based feedback. In this study, the term corrective is more descriptive of the type of feedback given to subjects, but the term negative could be substituted when making comparisons with the literature on feedback. The corrective feedback in this study is based on a cybernetic, self regulation model and the positive feedback is based on a behavioral reward approach. Consistent with the Closed Loop Model of Self Regulation, the results showed that positive feedback did not improve performance. The control group improved significantly more than the positive feedback group. However, the corrective feedback group did not perform significantly different from the control group. A secondary part of the study examined the impact that the two types of feedback had on non‐performance variables of commitment, satisfaction and feedback acceptability. These latter results were mixed. The theoretical and practical implications of these performance and non‐performance results are discussed.
Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates
Authors: O'Driscoll Michael P. , Beehr Terry A. 
Published: July 2007

AbstractAmong employees of comparable organizations in the United States and New Zealand, role stressors (ambiguity and conflict), along with effort‐to‐performance uncertainty, performance‐to‐outcome uncertainty and doubt about acceptance by one's supervisor, generally predicted job satisfaction, psychological strain and turnover intentions. Path analyses of three alternative theoretical models highlighted the importance of job satisfaction as a mediator of the effects of role stressors and uncertainty on strain and turnover intentions. Role stressors contributed separately and via uncertainty to all three outcome measures, but subordinate perceptions of supervisor behaviors added little independent predictive power, once the role stressors and uncertainty were accounted for. These findings support the hypothesis that supervisors can influence the degree of role stress and uncertainty which their subordinates experience, which in turn may affect levels of satisfaction, strain and turnover intentions.