The influence of unionization on job satisfaction and work perceptions

Unionized and nonunionized processing employees were compared on their perceptions of job characteristics and different facets of satisfaction. In addition, the relationship between job characteristics and job satisfaction were compared for unionized and nonunionized samples. Jobs generally were not significantly different in relation to job challenge for the two groups, but nonunionized employees reported higher levels of some satisfaction measures. The correlations between job characteristics and job satisfaction were stronger in the unionized sample. Implications of the present results and suggestions for further research are discussed.This article is based on research presented at the meeting of the Industrial Relations Research Association at Chicago, December, 1987.The author would like to thank James Martin for his help on this project.     

Information technology and quality of work life: Comparing users with non-users

This paper is concerned with the potential future effects of information technology on office-type work and job attitudes. An argument from labour process theory has suggested that such technology will simplify and deskill jobs, thereby reducing the quality of work life. This proposition was explored within several government agencies. Over one hundred users' and nonusers' attitudes concerning information technology's future effects upon their jobs and quality of work life were assessed and compared. Data indicates that respondents did not anticipate uniform deskilling effects in the future. Differences between computer users and nonusers were limited, although significant differences between the two groups did exist for communication, job complexity and accountability/feedback scales. Effects of socio-demographic variables upon attitudes were also assessed and the results suggest that salary, age and education may be responsible for attitude differences that occur within each group. Implications for practitioners and researchers are outlined.The authors would like to thank Nancy Carter, Aaron Cohen, Cathy Kirchmeyer and Richard Long for their insightful comments made on an earlier draft of this paper as well as Brenda McPhail's and Hj Shawyer's editorial assistance. Usual disclaimers apply. Financial support for this research project was provided by the Social Sciences Research Council of Canada, Contract No. 494-86-0003 and by a grant from the Alberta Manpower Program, Contract No. 083080 and the Faculty of Management, The University of Lethbridge. The views expressed in this paper are the author's own and are not necessarily shared by these organizations.At the time this research was conducted the second author was an undergraduate student at the University of Lethbridge.     

Developing consciousness in organizations: The transcendental meditation program in business

This paper reviews retrospective, prospective, and case research on workplace applications of Maharishi's Transcendental Meditation technique for developing consciousness and human potential. The distinctive psychophysiological state of restful alertness produced by the Transcendental Meditation technique appears to improve employee health, well-being, job satisfaction, efficiency and productivity, in turn influencing organizational climate, absenteeism, and financial performance.This research has been supported by a grant from the Schweisfurth Foundation of Munich, Germany. The authors also wish to thank the two anonymous reviewers for their comments and Sheila Swanson for editorial assistance.     

工作重塑：获得意义性工作与个人成长的新途径

工作重塑是组织行为学中新近出现的一个热点话题,是指员工通过自己对工作进行重新建构来形塑自己的工作认同以及工作角色,其核心目的就是员工对他们的工作进行再设计以获得较高的工作意义感、工作投入以及工作满意度等,进而快乐地工作。在系统梳理有关工作重塑的理论与实证研究文献的基础上,从工作重塑概念的解读、工作重塑的方式与方法、工作重塑的预测因素、工作重塑对个体与组织的影响以及工作重塑的培养策略等方面进行了综述,以便人们更深入地体会其丰富的理论内涵和实践价值;最后,该文指出未来工作重塑的研究应继续注重理论建构的丰富与完善、关注工作重塑的个体与群体差异性以及深化工作重塑与组织之间的关系研究。     

Children's nurturant interactions with their infant siblings: An exploration of gender differences and maternal socialization

In this study, 20 families with two parents, an infant under the age of 1 year, and one or two older siblings between the ages of 4 and 7 years, were observed in their homes. Each family was observed four times at approximately monthly intervals. Only data from the last three observations were reported. Two issues were being studied: gender differences in the interactions of the older child with the infant, and maternal socialization of the older child's nurturant interactions with the infant. Older girls interacted more with their infant siblings, particularly in a nurturant manner. There was virtually no evidence of direct maternal socialization of this gender difference.The research reported here was supported by a grant from the Purdue Research Foundation. An earlier version of this paper was presented at the annual meeting of the American Psychological Association, Atlanta, 1988. I would like to thank Cathy Fruchey, Larilynn Cole, Cheryl Kesterke and Ann Mensch for their assistance. I would also like to thank Mary Jo Rogers and Julia Haseleu for their work on the pilot project.     

Work-life benefits and job pursuit intentions: The role of anticipated organizational support

The current study examined the impact of two work-life benefits, work schedule flexibility, and dependent care assistance, on applicants' intentions to pursue jobs with potential employers. The study also explored whether anticipated organizational support would mediate the relationships between these two work-life benefits and job pursuit intentions. Results indicated that although work schedule flexibility, dependent care assistance, and salary were all related to job pursuit intentions, only schedule flexibility, and dependent care were related to anticipated organizational support. Findings also indicated that anticipated organizational support fully mediated the effects of work schedule flexibility and dependent care assistance on job pursuit intentions. Findings are discussed in terms of the importance of organizational support as a mediating mechanism through which work-life benefits influence more distal outcomes, and in terms of implications for organizational recruiting strategies.     

Job analysis for managerial selection: A guidelines-based approach

This research note describes a job analysis study which was conducted for the purpose of deriving selection standards for entry-level management jobs in a public utility. It is aimed toward practitioners with the responsibility of conducting legally-defensible job analyses. Each step of the study was guided by the legal and professional guidelines on testing and selection (viz.,Uniform Guidelines, 1978;Principles, 1986;Standards, 1985). Procedures employed to identify job content, job groups, the importance of various work behaviors, and a set of important knowledge, skills, abilities, and personal characteristics (KSAPs) are described.The authors would like to thank the following individuals for their help in the data collection phase of the study described here: Kimberly Clark, Lynn Clark, Gary Hayes, Candice Poole, Susan Rizhaupt, Phillip Randall, Sheri Elmore, and Ann Money.     

人-组织匹配研究的新进展

本文概述了国外关于人-组织匹配研究的最新发展。人-组织匹配简称P-O匹配,它强调组织成员的个人特征与组织特征之问的相容性。P-O匹配不仅使组织能更好地吸引、选拔和留住高素质人才。而且也有利于提高员工工作绩效和满意感。     

Organizational reward systems: Implications for climate

This study investigated the role of systematically different organizational reward structures upon individual perceptions of the reward climate. Nurses in a naval hospital worked for the same supervisors but were subject to either tenure-contingent (N=73) or behavior-contingent (N=50) reward systems. No differences in perceived reward climate were found between the two groups. In the tenure-contingent group, job attitudes reflected individual characteristics rather than perceived climate. The opposite relationship was found for the behavior-contingent group.Support for this research was provided under Office of Naval Research Contract RR942-08-01 NR 170-915. Opinions expressed are those of the author. No endorsement by the Department of the Navy has been given, nor should it be inferred. Portions of the study were conducted while the author was at the Naval Health Research Center in San Diego. The author would like to thank R. J. Bullock, Mark C. Butler, L. R. James, and R. D. Pritchard for their helpful comments and assistance.     

The Role of Job Challenge and Organizational Identification in Enhancing Creative Behavior among Employees in the Workplace

Organizations recognize the importance of creative employees and constantly explore ways to enhance their employees' creative behavior. Creativity research has directed substantial efforts to understanding how work environment fosters creativity. Yet, this research has paid little attention to the importance of specific characteristics of the work environment and organizational identification in augmenting creative behavior in employees at work. The present study examines the influence of job challenge on employees' creative behavior, arguing that organizational identification plays a mediating role in this relationship. The results show that organizational identification mediates the relationship between job challenge and employees' creative behavior.     

Supervisors' Instrumental and Emotional Influences on Subordinate Help‐Seeking Behavior: An Exploratory Study

Research on subordinate help‐seeking in the workplace is limited. In the present research, we hypothesize that subordinates' help‐seeking behaviors will be influenced by 3 supervisor influences that are instrumentally and emotionally related to the subordinate: providing direct job‐related assistance and emotional support, and socializing with the supervisor outside of work. The results indicate that providing job‐related assistance and socializing are significant predictors of subordinates' help‐seeking behaviors. Dominance analysis reveals that socializing outside of work is the dominant factor influencing subordinates' help‐seeking behaviors. Implications from the findings and suggestions for future research are presented.     

Height differences of low and high job status,female and male corporate employees

The heights of female and male corporate employees in management and nonmanagement positions were evaluated in two studies in order to determine if there were height differences between the two groups, and if there were any gender × job status (management or nonmanagement) interactions with respect to height. Two studies were conducted having 201 and 200 subjects respectively. Both studies used a two-factor (gender × job status) factorial design and both studies showed that managerial (high status) employees were significantly (p.006) taller than those occupying nonmanagement positions, regardless of gender. Possible reasons for the overall phenomenon of taller individuals occupying higher status positions are discussed.The authors wish to thank Susan L. Bertone, Sharon McClelland, and Earl Munch for their assistance with this research project. Part of the information contained in this article was presented at the 1989 annual convention of the Eastern Communication Association in Ocean City, Maryland.     

Evidence on the Hierarchical,Multidimensional Nature of Behavioural Job Crafting

While to date job crafting has been conceptualised as consisting of behaviours aiming at seeking more resources, decreasing hindering demands, and seeking more challenges, recent research suggests that individuals may restore the fit between their demands and preferences also by optimising their demands. Accordingly, optimising demands has been introduced in the resource-based perspective to job crafting as an additional strategy that aims at making the work processes more efficient, simplifying procedures and eliminating obstacles. In this paper, we explore and provide evidence for the validity of a four-factor, hierarchical structure of behavioural job crafting constituted by increasing resources, seeking challenges, decreasing demands, and optimising demands. Moreover, our results provide initial evidence suggesting that overall job crafting may be more strongly characterised by effortful actions to expand the work characteristics rather than to reduce them.     

The effect of gender-schematic processing on decisions about sex-inappropriate sport behavior

This research investigates the effect of gender-schematic processing on decisions to reject sex-inappropriate sports. Sex-typed subjects expressly state concerns about the gender appropriateness of the sport more often than androgynous and undifferentiated subjects. Moreover, they rate gender-based factors as more important to their decisions than the latter two groups. Second, we assess whether gender-schematic processing of the self extends to gender-schematic processing of others. When told only that a fictitious person enjoys doing either a masculine or feminine sport, sex-typed subjects are more likely to draw sex-consistent conclusions about that person than are androgynous and undifferentiated subjects. A discussion of cross-sex-typed subjects' responses is included and it is suggested that considering males' responses separately from females' may be more informative for certain experimental tasks.This article is based upon a doctoral dissertation submitted to the Department of Psychology, Cornell University, 1984. The author wishes to thank Sandra L. Bem, Daryl Bem, and Thomas Gilovich for guidance throughout this work. Gordon H. Bower, Leonard M. Horowitz, Margaret Intons-Peterson, and an anonymous reviewer deserve thanks for their extended comments and discussions of this work. Thanks are also due to Ann Wycoff and Paula Christianson who served as experimenters, to James P. Cunningham for statistical assistance, and James P. Fallon for computer programming assistance. This research was supported by the Department of Psychology, Cornell University.     

社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Interest factors derived from job analytically based activity preference scales

In previous research, work dimensions were derived through factor analyses applied to job ratings on the Occupation Analysis Inventory (OAI). Activity preference scales were subsequently constructed corresponding to 21 of the resultant OAI dimensions. The research reported here involved factor and cluster analyses of the 21 activity preference scales, based on response data from 494 high school students. These analyses produced six replicable scale factors and related clusters. Five of the six factors corresponded with Holland's 1973 work-related personality types, and all of them were matchable with factors derived from more conventionally developed interest scales. To our knowledge, this is the first effort to derive interest factors from job analytically induced scales. These factors' compatibility with existing vocational interest constructs suggests a rapprochement between frameworks based on job analytic and interest research.     

An alternative perspective on sex differences in organizational settings: The process of legitimation

This article takes a sociological approach to a problem that has usually been considered as a psychological phenomenon. It addresses the problem of male—female interactions in work situations utilizing the organizational concepts of division of labor and legitimacy. Traditional explanations evoking sex-role socialization are reviewed and rejected for purposes of experimentation and intervention. An alternative argument, focusing on the structural arrangements of organizational settings, is presented as an explanation for behavioral effects previously attributed to inherent sex differences. The results of a pilot study are briefly described, and directions for further experimentation and possible intervention strategies are suggested.The bibliographic search and initial conceptualization of this research was supported by a grant from the Ford Foundation under the auspices of the Center for Research on Women at Stanford University. We are grateful to Miriam Rosen for much of the bibliographic work. The pilot study was supported in part by funds from the Guggenheim Foundation and by a grant from the Spencer Foundation. We also wish to thank Richard Torres and Christie Timberlake for their invaluable assistance on this project.     

An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes

A field investigation of 337 employees and their immediate superiors tested the mediating role of empowerment in relations between job characteristics, leader-member exchange (LMX), team-member exchange (TMX), and work outcomes. The meaning and competence dimensions of empowerment mediated the relation between job characteristics and work satisfaction. The meaning dimension also mediated the relation between job characteristics and organizational commitment. Contrary to prediction, empowerment did not mediate relations between LMX, TMX, and the outcome variables. Rather, LMX and TMX were directly related to organizational commitment. In addition, TMX was directly related to job performance. These findings suggest that work satisfaction is explained largely by job characteristics (through empowerment) but that LMX and TMX combine with job characteristics and empowerment to explain variation in organizational commitment and job performance.     

Evaluating the Interaction Between Self-Leadership and Work Structure in Predicting Job Satisfaction

Recent research in organizational psychology has recognized the value of exploring the person-situation interactional perspective as a determinant of work outcomes. The present field study investigated the interaction between self-leadership and work structure (supervisory structure and job autonomy) and their relation to job satisfaction. Seventy-six employees provided measures of self-leadership, employment characteristics, and job satisfaction. Performance data for participants was also collected from the organization. Satisfaction was higher for employees with high (low) self-leadership who worked in low (high) structure environments. These results suggest that affective response to the job may be influenced by specific combinations of person and situation variables. Implications of the current results with regard to person-environment fit are discussed.