Work motivation and job values among professional men and women: A new accounting

The professional literature is replete with theoretical examples explaining women's “lesser work commitment.” In this study of 208 accountants in one of the “big eight” international public accounting firms there were no significant differences between males and females on any of the components of work motivation measured. That is, women did not appear significantly different from men on any of the motivational variables, in the rewards they valued on the job, or on job characteristics they valued. In general, the “deficit theories” about women workers do not seem to apply to the women accountants under study.     

任职者任务绩效水平对其工作分析结果的影响

在控制了个体人口统计学变量和排除组织水平变量的影响下,探讨了电厂设计和编辑两个职位任职者的任务绩效水平对于他们Occupational Information Network (以下缩写为O*NET)工作分析问卷评价结果的影响。层次回归结果发现,控制了相关因素后,发电厂设计人员的任务绩效水平能显著影响其对技术性技能的水平评价,编辑的任务绩效水平能显著影响信息处理的重要性评价和水平评价,在一定程度上证实了“工作分析结果差异来源于真实差异”的理论     

Starting to Solve the Method Puzzle in Salesperson Self-Report Evaluations

The performance effect is used to explain the significant differences between salespersons’ self-evaluation and supervisors’ ratings of job performance. It is shown that bottom performers overestimate, whereas top salespeople underestimate their performance. Also, results indicate that bottom performers are significantly more inaccurate than top salespeople in their job performance estimation. Finally, results indicate that the relationship between inaccuracy of self-evaluation and job performance is curvilinear. Managerial implications are provided as well as directions for future research and limitations.     

Youth sports and physical activity: The relationship between perceptions of childhood sport experience and adult exercise behavior

ObjectiveParticipation in organized youth sports has been shown to positively correlate with increased levels of exercise in adulthood. However, there is limited research to suggest why youth sports participation is related to increased physical activity as an adult. One possible explanation is that positive youth sport experiences lead youth to be more positively inclined to engage in physical activity as adults. Research into the positive youth development aspect of organized sports provides the framework for the current investigation.MethodsAdult participants (N = 234, M_age = 35.35) were asked to retrospectively assess their youth sports experiences using the “Four C's” (i.e., competence, confidence, connectedness, character) framework of positive youth development in sport. These assessments were then compared to current physical activity levels and related variables found in the Health Action Process Approach model (HAPA; Schwarzer, 2008).ResultsBivariate correlations revealed statistically significant and moderate correlations among competence, confidence, and connectedness and all of the HAPA variables including physical activity levels. Further, a MANCOVA analysis revealed that when participants were sub-divided into “non-intenders,” “intenders,” and “actors” using a validated staging algorithm, a general linear trend emerged for competence, confidence, and connectedness such that “non-intenders” rated these constructs the lowest and “actors” rated them the highest.ConclusionThese findings provide preliminary evidence that the relationship between participation in organized youth sports and adulthood levels of exercise could be contingent on how positively that experience is perceived.     

Supervisors as SMEs: The Relationship Between Supervisor Job Experience and Ratings of Subordinate Skill Importance

This study investigated the relationship between supervisor job experience and ratings of the importance of eight skill components for performing subordinates' jobs. When examining these correlations, statistical control was utilized to ensure that supervisor and subordinate characteristics confounded with supervisor job experience were not affecting hypothesized relationships. As predicted, there were statistically significant positive correlations between supervisor job experience and ratings on 6 of the 8 components. Also as predicted, controlling for the characteristics confounded with supervisor job experience made a substantial difference in results; 13 of the 16 correlations using statistical control significantly differed from correlations that did not. This illustrates that future research on SME characteristics should consider controlling variables confounded with the focal characteristic(s) under study in order to more thoroughly understand characteristic–rating relationships. Implications of these findings for research and practice are discussed and suggestions for future research are offered.     

Are supervisors and coworkers likely to witness employee counterproductive work behavior? An investigation of observability and self–observer convergence

Supervisor and coworker ratings (i.e., “observer ratings”) remain a common manner of measuring counterproductive work behavior (CWB) despite long‐standing doubts that observers have the opportunity to witness the work behaviors they are expected to rate. We conducted 2 studies that evaluated the observability of CWB items and consequences of observability. First, we show that many CWBs are unlikely to be witnessed by supervisors or coworkers—specifically, behaviors such as “spends too much time fantasizing or daydreaming instead of working” and “discussed confidential company information with an unauthorized person” were found to be lowest in observability, whereas “cursed at someone at work” or “acted rudely toward someone at work” were relatively higher in observability (though observability was generally low). Second, a meta‐analysis revealed variability in item‐level relationships (correlations and mean differences) between self‐ratings and observer ratings for specific CWB scale items (i.e., items from Bennett & Robinson, 2,000). Important, this variability was partially explained by observability—behaviors with low self–observer convergence tend to have low levels of observability, whereas behaviors with higher levels of convergence tend to have higher levels of observability. This study demonstrates that supervisor and coworker ratings of CWB may be susceptible to an observability bias resulting from rating behaviors they have not likely witnessed.     

Work Motivation in “Post-Socialist” Industrial Organizations

Abstract

This article describes a study into the needs and behavioural reaction patterns in a sample of 715 workers in Bulgarian industrial firms during the “post-Socialist” period. The findings from this study cast doubt on some popular views of the typical motivation and reactions to work in the former “Socialist society”. Our data suggest that higher order needs are dominant in the motivational hierarchy and are significant in determining work outcomes, such as satisfaction, tendency to leave, and stress. We found no evidence for a motivational stereotype characterized by a low level of work involvement, lack of initiative, obedience, etc. hypothesized by other authors. In order to gain a better understanding of work motivation, it is useful to differentiate needs from the opportunities to satisfy those same needs, as well as work motivation from behavioural reaction patterns that actualize the opportunities and relate them to personal outcomes. A specific behavioural reaction pattern seems to exist among Bulgarian workers as an adaptation reaction to the specific environment of the “(post-) Socialist” industrial organization. This pattern, identified as “egocentrism in work”, combines a high involvement in work with partial alienation, i.e. detachment from the organization and income.     

Comparison of Job Satisfaction,Life Satisfaction,and Performance of Overeducated and Other Workers

Abstract

It is becoming increasingly necessary for college graduates in the United States to take jobs requiring only a high school diploma. In the present study, the effects of employing such overeducated workers were assessed for a sample of city and county government workers. The sample included both overeducated workers and a cohort matched on job, sex, age, tenure, and supervisor. The hypotheses predicted lower job satisfaction over the six dimensions for the overeducated workers, and also that various worker perceptions would influence the predictions of the job satisfactions. None of the direct correlations between education and the six dimensions of job satisfaction were significant. The relationships between workers' perception variables and aspects of job satisfaction, however, were significant. There were no differences between the overeducated and their cohorts in general life satisfaction. On supervisory ratings, overeducated workers' performance was only slightly different from other workers.     

Managerial Work, Job Analysis, and Holland's RIASEC Vocational Environment Dimensions

We examined relations between the environmental dimensions underlying Holland's theory of vocational choice and skill requirements, context characteristics, and task frequency ratings for managerial jobs. The Holland environmental constructs were measured by the recently developedPosition Classification Inventory(PCI). The task, skill requirement, and context variables were measured using traditional job analysis surveys. Ten judges provided estimates of the expected correlations between the job analysis variables and the Holland constructs. The profile of observed correlations was generally consistent with the judges’ expectations based on Holland's theory, providing support for both that framework and the construct validity of the PCI. The one Holland dimension for which the data were least consistent with predictions was “Realistic.” Results provide a detailed picture of the work content, skills, and context variables within managerial work that are likely to be associated with the RIASEC dimensions. Implications for management development are discussed.     

Bobo clown aggression in childhood: Environment,not genes

We videotaped 216 twin children (average age: 7.6 years) hitting a 5-ft “Bobo clown”. Three behaviors in the Bobo clown situation showed adequate response characteristics, rater reliability, and test-retest reliability: number of hits, intensity of hits, and number of quadrants (into which the Bobo clown was hit). In terms of two “anchor” variables, height and weight, the twin correlations were representative of other studies in suggesting substantial hereditary influence. However, twin analyses of the three behavioral ratings during the Bobo clown session yielded no evidence of hereditary influence. Moreover, the results provided evidence of substantial environmental influence of the “between-family” variety. In other words, the family environment is the major source of individual differences for these measures.     

Self‐ratings in Training Programs: An Examination of Level of Performance and the Effects of Feedback

The level of agreement (mean differences and correlations) between self, peer and training staff ratings were examined in this study. The sample consisted of 545 participants who were undertaking a Royal Australian Airforce officer training program. Consistent with previous research there was strong agreement between training staff and peers and weak agreement between self‐ratings and ratings by others (training staff and peers). Accuracy of ratings was examined by (a) comparing the mean ratings of outstanding, average and below‐average performers; and (b) correlating difference scores with a measure of performance. The findings showed that below‐average performers have a less accurate view of themselves compared to outstanding performers. Finally, we examined the effects of negative feedback on self‐perceptions. The analyses indicated that after receiving negative feedback, average performers adjusted their self‐ratings. Various explanations were proposed together with practical implications for training.     

员工何以蓬勃旺盛?影响工作旺盛感的组织情境与理论模型

工作旺盛感是个体在工作中同时感受活力和学习一种心理状态。组织情境中领导、组织支持和公平、工作特征和同伴均影响工作旺盛感。基于特质激活和自我决定理论, 构建“组织情境影响工作旺盛感的心理机制”模型：“全景式”和“离散式”组织情境能直接影响基本心理需求的满足, 或者先激活特质, 再影响基本心理需求满足, 进而影响工作旺盛感。未来应加强“全景式”组织情境及其中介机制研究, 开展个体和组织情境变量以及社会层和任务层等多层次整合研究, 并运用动态研究方法研究组织情境与工作旺盛感之间的联动变化规律, 预测工作旺盛感。     

An Examination of the Validity and Incremental Value of Needed‐at‐Entry Ratings for a Customer Service Job

We examined needed‐at‐entry ratings of knowledge, skills, abilities, and other characteristics (KSAOs) provided by job experts (N= 285) during a job analysis for a customer service manager position. To serve as an external referent, a group of industrial and organisational psychologists (N= 31) rated the perceived trainability of each KSAO. Analyses revealed only limited support for the validity of inferences drawn from job experts' needed‐at‐entry ratings. Consistent with our hypotheses, less validity evidence was found for ratings of the more person‐oriented and abstract “AO” attributes than for the more job‐oriented and concrete “KS” attributes. In general, job experts tended to rate attributes as needed‐at‐entry that psychologists thought could be developed on the job. We also found that failing to collect needed‐at‐entry ratings, and relying on only the more common importance‐to‐the‐job ratings, would have resulted in a rather different set of critical KSAOs identified for assessment during the selection process.     

Selling Task Characteristics and the Job Satisfaction of Industrial Salespeople

Abstract

Hypotheses were tested concerning the relationship between selling task characteristics and industrial salesforce job satisfaction. The specific explanatory model included the five core task variables measured by the “Job Diagnostic Survey Instrument” designed by Hackman and Lawler. The hypotheses tested were that salespersons' job satisfaction will be greater to the extent that they perceive their selling jobs to be characterized by high skill variety requirements, task identity, task significance, autonomy, and performance feedback from the job. In addition, based upon previous research in non-selling occupations, the salesperson's higher order need strength was examined as a possible moderator variable for the task characteristic/job satisfaction relationship.     

The Effect of Members' Use of a Formal Group as a Reference Group upon Group Effectiveness

Summary

To test the view that “urban” and “rural” workers in the same job derive satisfaction from different aspects in the work situation, 42 black supervisors were divided into urban and rural groups in terms of the number of years spent in a city or town. Among the urban group, the correlation between satisfaction with content job factors and overall job satisfaction, as measured by the Brayfield-Rothe index, was significantly greater than that between context factors and overall job satisfaction. Among the rural group, the position was reversed.     

Expertise effects on decision-making in sport are constrained by requisite response behaviours – A meta-analysis

ObjectivesA quantitative review of the effects of requisite responses and methods of stimulus presentation for assessing decision-making expertise in sport was undertaken.DesignAn electronic literature search was conducted in the online databases: SPORTDiscus with Full Text and ISI Web Knowledge All Databases. Articles for analysis were selected according to prior defined criteria.MethodsWe considered 111 effect sizes in studies involving 882 expert and non-expert participants. Effect sizes were calculated for six common protocols for measures responses: verbalized knowledge, eye movement measures, decision time, response accuracy, movement accuracy, and movement time. Two moderator variables were also considered to assess effects of research protocols on the dependent variables: “the requisite response” and “stimulus presentation”. A random effect model was used to calculate effect sizes.ResultsAnalysis of moderator variables suggested that expertise effects were more apparent for “requisite responses” when participants were required to actually perform sporting actions and for “stimulus presentation” under in situ task constraints than for other conditions.ConclusionsFuture empirical work on expertise and decision-making needs to consider task representativeness in considering requisite responses of participants in simulating performance environment conditions. Use of representative task constraints with performers required to perform sport actions in in situ conditions appeared the most functional empirical protocols to enhance validity of data.     

Work motivation among high school students before and during the economic recession in the Swedish labour market

In 1990, 2349 high school pupils from 21 high schools in the Stockholm, Uppsala and Södertälje regions answered a questionnaire concerning how important different characteristics of work were in their future job. The questionnaire also included an open question, “How would you describe an ideal job?” In 1993 the same questionnaire was answered by 1171 high school students. The two measurement occasions were separated by economic changes leading, from a condition of economic security and full employment, to a condition characterised by economic insecurity and high unemployment especially among young people. Results showed that the economic insecurity of 1993 lowered the students' ratings of the importance of all characteristics of work with the exception of the security of work. A strong gender factor influenced the ratings. Thus, the female students rated the importance of the characteristics of work higher than the male students did. The only exception concerned “good pay”, which was rated higher by the male. In 1993 these effects were less pronounced, although still evident. The motivational structure seemed to be unaffected by the economic insecurity. The same four motivational factors, i.e. (1) the expressive work goals, (2) the working conditions, (3) the benefits of work and (4) the social aspects of work, appeared in the analyses of both measurement occasions.     

Prototypicality norms for 28 semantic categories

The extent to which an item is a prototypical exemplar of a category has been found to predict several experimental results (e.g., reaction times in category classification, free and cued recall of lists, release from proactive inhibition in recall). We present prototypicality ratings for 840 words, equally distributed over 28categories. Thecategories were taken from Battig and Montague’s (1969) normative tables; only those categories that contained “concrete” items in common usage were employed in the study. Intragroup reliability correlations were high for all categories tested, as were the correlations for prototypicality ratings between the present study and that of Rosch (1975). In addition, correlations between prototypicality ratings, production frequencies, and word frequencies of the items are given.     

Emotional job demands and burnout among oncology care providers

Abstract

Recent studies by Söderfeldt et al. (1996) and de Jonge et al. (1999) have demonstrated that Karasek's operationalization of job demands in his well-known Job Demands-Control (JD-C) Model (Karasek, 1979), i.e. quantitative demands, cannot capture the complexities of working with patients or clients in health care work. In the current study on burnout among 816 Dutch oncology care providers, the “traditional” JD-C Model was extended by including two types of emotional job demands. Moreover, “susceptibility to emotional contagion” was included as a potential moderator of the relationship between emotional job demands and burnout. Emotional job demands significantly contributed to the prediction of burnout, after controlling for quantitative job demands and job control. In addition, care providers' susceptibility to emotional contagion moderated the relationship between “confrontation with death and dying” and burnout. Care providers high in susceptibility to emotional contagion were more “vulnerable” to the stress associated with high emotional demands than their counterparts.