RELATIONSHIPS OF POWER AND JOB DIVERSITY TO JOB SATISFACTION AND JOB INVOLVEMENT: AN EMPIRICAL INVESTIGATION OF ROGERS' PRINCIPLE OF INTEGRALITY.
Contributors: New York University.
Published: 1988
Number of pages: 147
Subjects: Health Sciences, Nursing.
Description: This research was initiated to investigate Rogers' (1986) Principle of Integrality by deriving an alternative theory of job satisfaction and job involvement. It was a beginning attempt to describe and explain two phenomena from a perspective that was different than the organizational psychology approach.

The initial hypotheses were that the interaction of power and job diversity would account for a greater proportion of job satisfaction and job involvement variance. These hypotheses could not be tested due to multicollinearity introduced by the interaction term. An alternative hypothesis, that there was at least one significant relationship among the variables, was tested by canonical correlation.

This hypothesis was supported at the.001 level with one canonical correlation of.53. All four variables contributed to the structure of the canonical variates. All structure coefficients were positive and ranged from a low of.51 to.98. The one canonical correlation explained 28% of the variance of the independent dimension of relationship between the predictor and criterion variables. The redundancy coefficient was (17.09).

The unique dimension underlying the canonical correlation was named Integral Pattern of Job Association (IPJA). This canonical correlation accounted for 96% of the variance of job satisfaction, 26% of the variance of job involvement, 50% of the variance of power, and 83% of the variance of job diversity.

Female, staff registered nurses (N = 326), who were members of the American Nurses Association (ANA), comprised the sample. Subjects were primarily drawn from the North Central, Midwestern, and Southern regions of the United States. The response rate to this mailed survey was 78%. The Total Design Method (TDM) (Dillman, 1978) with two follow-up efforts was used.

Some of the measures employed in this study used multiple subscales. Principal component analysis (PCA) was used and supported the use of one score for job satisfaction and job diversity. All of the scales had acceptable levels of internal reliability ($\alpha \geq$.80), except for job involvement which had an alpha of.64.

No descriptive variable accounted for more than 5.4% of the variance of any of the four main variables. Groups of descriptive variables explained between 15 and 28% of the variance of the main variables.
Notes: Source: Dissertation Abstracts International, Volume: 49-08, Section: B, page: 3110.

Thesis (PH.D.)--NEW YORK UNIVERSITY, 1988.

School code: 0146.