bluuebunny/crossref_metadata_2025_split huggingface dataset:
Job satisfaction as mediated by the value congruity of supervisors and their subordinates
Authors: Kemelgor Bruce H. 
Published: July 2007

AbstractThis study represents an attempt to individualize values and job satisfaction. Using a specifically designed Value Scale and the J.D.I., a sample of 48 supervisors and 337 subordinates in six production organizations was investigated. It was found that those subordinates who indicate high job satisfaction tend to have value structures more similar to their superiors than do subordinates who evidence lower satisfaction. The implications of this value homogeneity within work groups were advanced and further research suggested.
Career success and personal failure experiences and Type A behaviour
Authors: Burke Ronald J. , Deszca Eugene 
Published: July 2007

AbstractThis study examines the relationship of Type A behaviour to career experiences associated with feelings of personal failure (Korman and Korman, 1980). Seventy‐five managers completed the Jenkins Activity Survey, a widely used paper‐and‐pencil index of Type A behaviour, and measures of various career experiences. The data provided concurrent validation of the Korman's model and also showed Type A behaviour to be significantly related to career outcomes reflecting disappointment, alienation and personal failure. A case is made for the inclusion of Type A in career research. Implications for careerists and their organizations are offered.
The Kirton Adaption ‐ Innovation Inventory: A re‐examination of the factor structure
Authors: Taylor W. G. K. 
Published: July 2007

AbstractAlthough the Kirton Adaption ‐ Innovation Inventory (KAI) has almost always been used as a single scale purporting to measure a dimension of cognitive style, the KAI Manual characterizes three factors. This paper provides further confirmatory evidence of the structure of the three‐factor model and of the high reliability coefficients of the three subscales. However, it questions whether three factors are sufficient and examines four‐ and five‐factor models. Evidence is provided that the ‘O’ subscale in the orthodox three‐factor model contains two conceptual elements, a major component concerned with idea generation and a minor component concerned with preference for stability/change. A four‐factor model of KAI is proposed and an argument is advanced which leads to concern about the idea generation element of the ‘O’ subscale as a measure purely of cognitive style. Some implications for the development of the KAI are outlined.
Joint moderating effects of job experience and task component complexity: Relations among goal setting, task strategies, and performance
Authors: Earley P. Christopher , Lee Cynthia , Hanson L. Alice 
Published: July 2007

AbstractResearch in goal setting has demonstrated moderating roles of job experience and task complexity in the relation of goals to performance. Goal setting appears to have its strongest effect on an individual's performance and task strategy quality for jobs having low task complexity. A field study (n = 347) was conducted to assess the moderating role of job experience and task component complexity, or the number of distinct and independent actions an individual must process, using respondents from several organizations across a variety of job levels. The results of moderated regression analyses demonstrate support for the hypothesis that task component complexity would moderate the effect of goal setting on performance. In addition, experience moderated the relation of goal setting to task strategy quality and performance for jobs having a great deal of task component complexity. The results are discussed as further evidence of the largged beneficial effect of goals on task performance for a job high in task component complexity.
The protestant work ethic and vocational preference
Authors: Furnham Adrian , Koritsas Eva 
Published: July 2007

AbstractThe study examined the relationship between various measures of the Protestant Work Ethic (PWE) and Holland's (1973) hexagonal model of vocational preference which specifies six personality and environmental types. It was predicted that PWE measures would be positively correlated with realistic, enterprising and conventional types but not social investigative or artistic. The hypotheses were supported but the PWE measures, themselves all correlated, were also positively correlated with the artistic type. Implications of these findings for vocational guidance and the assessment of individual differences is discussed.
Advanced manufacturing technology and work design: Towards a theoretical framework
Authors: Wall Toby D. , Corbett J. Martin , Clegg Chris W. , Jackson Paul R. , Martin Robin 
Published: July 2007

AbstractThis paper introduces a theoretical framework to guide research into the psychological effects of advanced manufacturing technology (AMT) on shopfloor operators. The framework has two main aspects. First, based on the emerging literature on the job content implications of AMT, it identifies four key constructs, namely: control, cognitive demand, production responsibility and social interaction. Second, by drawing on the more established job design, stress and related literatures, it predicts how these independent variables differentially affect system performance, job‐related strain and job satisfaction. The wider implications and limitations of the theoretical framework are discussed.
Maternal employment experiences, attention problems and behavioral performance: A mediational model
Authors: Barling Julian , Macewen Karyl E. 
Published: July 2007

AbstractThe present study posits and empirically tests a process model examining the effects of interrole conflict, satisfaction with, and commitment to the role of employed mother on a self‐report measure of cognitive difficulties and a behavioral measure relevant to work performance (proof reading). Fifty‐three full‐time employed mothers with at least one child living at home participated. The proposed model, tested using Lisrel VI, provided an excellent fit to the data. Specifically, interrole conflict exerted an indirect effect on proof reading performance, mediated by self‐reported attention and concentration difficulties. Satisfaction with and commitment to the role of employed mother were not related to either proof reading performance or self‐reported cognitive difficulties.
Effects of self‐esteem and gender on goal choice
Authors: Levy Paul E. , Baumgardner Ann H. 
Published: July 2007

AbstractThe relationship between enduring or personality characteristics and goal choice has been of considerable theoretical, but little empirical interest in recent years. From an expectancy value perspective, we addressed the impact of self‐esteem and gender on choice of goal difficulty level. As predicted, esteem and gender made significant contributions to the prediction of goal choice. The implications of these findings for future research in organizational settings, goal setting theory, and the relationship between goals and tasks are discussed.
Assessing the completeness of a job analysis procedure
Authors: Taber Tom D. , Peters Theodore D. 
Published: July 2007

AbstractThe current research analyzed employee perceptions of the completeness of a self‐report, point‐factor job evaluation system. Complementary qualitative and quantitative techniques were used to identify characteristics of jobs, characteristics of employees, and characteristics of the job evaluation procedure that affected employee perceptions of the system. Analyses indicated that the job evaluation instrument might describe some classes of jobs more completely than others. Situations where job evaluation is particularly problematic are identified and discussed.
The job satisfaction of older workers
Authors: Eichar Douglas M. , Norland Stephen , Michael Brady E. , Fortinsky Richard H. 
Published: July 2007

AbstractOlder workers re‐entering the workforce and those changing jobs are coming to play an increasingly important role in the labor force, especially as part‐time workers. Yet the work orientation and job satisfaction of these workers has not been studied. Do ‘situational’ factors such as skill and pay matter for this subgroup of workers, and if so, which ones? If significant factors exist, can their effect be explained by the mediating influence of ‘dispositional’ factors like work values? This paper explores these questions in a study of 198 older workers who had begun new, mostly part‐time jobs. Regression analysis shows that the intrinsic indicators for skill and autonomy have a positive effect on job satisfaction. No extrinsic factor was significantly related to satisfaction, indicating that these workers are more than ‘instrumentally’ oriented. This support for a ‘situational’ interpretation of the impact of work, especially intrinsic features, was sustained in analyses which incorporated work values. To the extent that the growing number of part‐time jobs are relatively low‐skilled, and to the extent that older workers in new jobs are influenced most by intrinsically rewarding work, there appears to be a growing mismatch between an occupational niche and those who are being sought to fill it.
Shiftwork and department‐type related to job stress, work attitudes and behavioral intentions: A study of nurses
Authors: Jamal Muhammad , Baba Vishwanath V. 
Published: July 2007

AbstractThe present study examined the relationship of shiftwork and department‐type with employees' job stress, stressors, work attitudes and behavioral intention. Data were collected by means of a structured questionnaire from nurses (N = 1148) working in eight hospitals in a large, metropolitan city in eastern Canada. One‐way ANOVA, MANOVA and two‐way ANOVA were used to analyze data. Results generally support the prediction that nurses working on fixed shifts were better off than nurses working on rotating shifts in terms of the dependent variables of the present study. The prediction that nurses working in non‐intensive care departments were better off than nurses working in intensive care departments received mixed support at best. A few interaction effects of shiftwork × department‐type on dependent variables were also noted.The impact of socio‐demographic variables — age, marital status, cultural background (English‐ versus French‐speaking) — on the above relationships were also analyzed. Results are discussed in light of the previous empirical evidence on shiftwork and department‐type.
Prevalence of work‐family conflict: Are work and family boundaries asymmetrically permeable?
Authors: Frone Michael R. , Russell Marcia , Cooper M. Lynne 
Published: July 2007

AbstractThis study tested Pleck's (1977) hypothesis concerning gender differences in the relative permeability of work and family boundaries. Data were obtained from a randomly drawn community sample of 631 employed adults (278 men; 353 women). Respondents reported that work interfered with family life (W→F conflict) more frequently than family life interfered with work (F→W conflict). These results suggest that work and family boundaries are indeed asymmetrically permeable with family boundaries being more permeable than work boundaries. However, there was no evidence of gender differences in the pattern of asymmetry, indicating that the dynamics of work and family boundaries may operate similarly among men and women. Implications for future research are discussed.
The impact of feedback and self‐efficacy on performance in training
Authors: Karl Katherine A. , O'Leary‐Kelly Anne M. , Martocchio Joseph J. 
Published: July 2007

AbstractThis field experiment examined the main and interactive effects of self‐efficacy and feedback (i.e. the use of feedback versus no feedback) on performance in a speed reading class. Results showed that the provision of feedback was beneficial to the performance of all subjects, however as subject self‐efficacy increased, the beneficial effects of feedback to the subject's performance also increased. Subjects who received feedback on their performance experienced significantly greater increases in self‐efficacy than subjects who received no feedback. The more positive the performance feedback received, the greater the increase in individual self‐efficacy. The implications of these results for training programs are discussed.
Stress and strain among union lay officials and rank‐and‐file members
Authors: Shirom Arie , Mayer Ada 
Published: July 2007

AbstractThis study explored the effects of fulfilling, on a voluntary basis, the role of lay officials in a local union of teachers on stress, strain, and the relationship between stress and strain. Levels of typical teachers' stress, and their effects on strain, were systematically compared for lay officials and rank‐and‐file members. Data were gathered from 1045 teachers who constituted 60 per cent of the staff in a representative sample of 30 high schools in Israel. Respondents completed a questionnaire that included measures of several types of occupation‐specific stresses and two psychological strains: Somatic complaints and burnout. Relative to the rank‐and‐file members, union officials reported higher levels of overload and parent–teacher conflict, but the same levels of strain. The results of the regression analyses indicated, as expected, that union officials' strain was predicted by stresses associated with their representational duties. For the two groups of teachers, the measures of stress exerted the same detrimental effect on each of the strains. Thus, it was concluded that lay union officials were not at greater risk of psychological strain relative to their fellow teachers.
Stress, work and professional satisfaction and militancy among Canadian physicians
Authors: Burke Ronald J. 
Published: July 2007

AbstractThe introduction of a national health care system in Canada has resulted in regular and increasing conflict between the medical profession, government and other political actors. The present study utilizes a stressor–strain framework to understand physician militancy in Canada. Data were collected from 2087 men and women physicians using questionnaires completed anonymously. Four groups of predictor variables identified in previous research were considered: individual demographic characteristics, practice characteristics, work stressors, and work and professional satisfactions. Empirical support for the model was found. Each panel of predictor variables had significant and unique relationships with measures of physician militancy.
The main effect model versus buffering model of shop steward social support: A study of rank‐and‐file auto workers in the U.S.A
Authors: Fried Yitzhak , Tiegs Robert B. 
Published: July 2007

AbstractSocial support has long been considered an important factor in influencing the experience of stress and strain at work (e.g. Cohen and Wills, 1985). Yet the effect of union support on stress and strain has been largely neglected. In the present study we explored the role of social support provided by shop stewards as both a predictor of various indicators of strain experienced by their constituents as well as a buffer of stress–strain relations. These hypothesized relations were evaluated using data provided by rank‐and‐file members (N= 112) of a large local union associated with the automotive industry located in the midwestern region of the U.S.A. The results were not generally supportive of the main‐effect model of steward support, but were consistent with the buffering model.
Success and failure in the labour market
Authors: Schaufeli Wilmar B. , Vanyperen Nico W. 
Published: July 2007

AbstractIn previous research on unemployment, conflicting evidence has been found for a ‘reverse causation interpretation’, indicating that prolonged unemployment is a consequence of psychological distress instead of the reverse. The present longitudinal study was conducted to test this reverse causation explanation. A second issue addressed in this study was whether getting a job or not depends more strongly on subjective or psychological factors than on objective factors (e.g. a person's biographical background, length of unemployment). Two independent samples were examined: Sample 1 (n = 635) consisted of school‐leavers, and sample 2 (n = 467) consisted of subjects who had been unemployed for more than one year. Some support was found for the reverse causation explanation. In addition, more than objective factors, a strong job orientation and a problem focused coping style appeared to be a precursor of success in the labour market. Accordingly, getting a job seems to be primarily a function of one's own efforts.
Dispositional affectivity as a predictor of work attitudes and job performance
Authors: Cropanzano Russell , James Keith , Konovsky Mary A. 
Published: July 2007

AbstractPrevious research has shown that dispositional negative affect (NA) is associated with lower levels of job satisfaction. Little research has been conducted, however, on other organizational implications of negative affect or on the potential effects of dispositional positive affect (PA). The present studies examined the relationship of both positive and negative affectivity to organizational commitment, turnover intentions, global job satisfaction and performance. In the first study both NA and PA were associated with organizational commitment and turnover intentions. Additionally, commitment mediated the relationship between dispositional affectivity and turnover. Finally, PA and tenure interacted to predict job performance, such that PA and job performance were positively related, but only for high tenure employees. In Study 2 the findings were generally similar, but not identical. Both NA and PA were related to global job satisfaction and turnover intentions. However, only PA was related to affective organizational commitment. Moreover, both job satisfaction and affective commitment mediated the relationship between dispositional affectivity and turnover intentions. Finally, unlike Study 1, PA was not related to job performance. Rather, NA and tenure interacted such that when individuals were lower in tenure, NA was negatively related to performance.
Coping with job insecurity: How does personality make a difference?
Authors: Roskies Ethel , Louis‐Guerin Christiane , Fournier Claudette 
Published: July 2007

AbstractReversing a long‐standing tradition of neglect, occupational stress researchers have recently rediscovered the importance of personality disposition in understanding the transformation of stresses into strains and strains into symptoms. Two recent studies of job insecurity in our laboratory provided a fortuitous opportunity to explore the extent of this influence and the mechanisms by which it operates. The most important of our findings is that positive personality attributes impact as strongly on mental health as does negative personality disposition, albeit in the opposite direction. Thus, personality can cushion, as well as aggravate, the impact of occupational stress.
An experimental examination of implicit stress theory
Authors: Perrewe Pamela L. , Fernandez Denise Rotondo , Morton Karen S. 
Published: July 2007

AbstractImplicit theories lead individuals to make assumptions about one trait based on their knowledge of another trait. This study experimentally examined Implicit Stress Theory under conditions of high and low performance information. The objective was to test for evidence of Implicit Stress Theory in ratings of effectiveness, commitment, and burnout. Results indicated moderate support for Implicit Stress Theory such that raters evaluated employee burnout and commitment as higher when the employee was perceived to be working under stressful conditions. Interestingly, the data suggested stronger support (based on the proportion of variance explained) for an Implicit Performance Theory such that information regarding good performance was associated with higher levels of commitment and less burnout than poor performance.
Psychological health and involvement in interpersonally demanding occupations: A longitudinal perspective
Authors: Jenkins Sharon Rae , Maslach Christina 
Published: July 2007

AbstractThis longitudinal study examined relations among interpersonal demands of jobs and the psychological health, job and work involvements, and job satisfaction of workers. Two samples of archival data were collected between the 1940s and 1971. Workers of both sexes who were psychologically healthier in adolescence and earlier adulthood manifested greater involvement and (for men only) satisfaction later in adulthood. People in interpersonally demanding jobs showed greater involvement and satisfaction; men were more involved, but not more satisfied, than women. Older cohort members who were more psychologically healthy were more likely to enter, and remain in, interpersonally demanding jobs. However, this relationship was moderated by both chronological age and historical period, which are cohort variables that are often ignored in the occupational literature. The common practice of presuming generalizability across these dimensions may not be warranted.
Three scales of professional deviance within organizations
Authors: Raelin Joseph A. 
Published: July 2007

AbstractSalaried professionals may exhibit organizational deviance when faced with conflict resulting from their mutual role as professional and employee. Some of this behavior may be directly harmful to both the individual and the organization, whereas some may constitute adaptive maladjustments. An earlier study proposed that these deviant behaviors could be organized into Guttman scales. In this article, three such scales were tested for underlying unidimensionality and cumulativeness using scalogram analysis. Not only was the practice of organizational deviance, although not widespread, confirmed, but the scales survived the parameters of the Guttman procedure. A replication of the scales produced sufficient validation for their further development and usage.
Evaluation of an occupational stress intervention in a public agency
Authors: Landsbergis Paul A. , Vivona‐Vaughan Eleanor 
Published: July 2007

AbstractOnly in several controlled studies have organizational or situational stressors (in contrast to individuals) been targeted for change in order to reduce occupational stress. This study evaluates the impact of an intervention which was based on organizational development, action research and Karasek's job strain model. Employee committees conducted problem diagnosis, action planning, and action taking in two departments in a public agency. Waiting list control departments and pre‐ post‐ and follow‐up assessment were utilized. Results indicated a mixed impact of the intervention in one department, but a negligible or negative impact in the other. Obstacles to the effective implementation of the intervention strategy are discussed. These included a limited focus for the committees (department‐wide rather than agency‐wide), the negative impact of a major agency reorganization, and the lack of a more formal management and labour commitment to maintaining the stress reduction and organizational change process.