Job Characteristics That Influence the Career Success of Soldiers in the South African National Defence Force: An Analytical Review

Career success for solders is influenced by objective and subjective job qualities including their antecedents and mediators. This article considers the objective and subjective indicators of career success in the context of the South African National Defence Force (SANDF): achievement, satisfaction, mobility, organizational commitment and retention. Objective determinants of career success include the qualities of the physical environment, physical job demands on effort, typical job demands, role conflict and subjective occupational hazards and the organisational culture of the military. The subjective determinants that impact career success are psychological in nature, such as value conflict, job security and psychological contact. Outcomes for individuals vary as mediated by organizational culture, gender, period of service and education.     

Web-based recruitment: effects of information, organizational brand, and attitudes toward a Web site on applicant attraction

Recruitment theory and research show that objective characteristics, subjective considerations, and critical contact send signals to prospective applicants about the organization and available opportunities. In the generating applicants phase of recruitment, critical contact may consist largely of interactions with recruitment sources (e.g., newspaper ads, job fairs, organization Web sites); however, research has yet to fully address how all 3 types of signaling mechanisms influence early job pursuit decisions in the context of organizational recruitment Web sites. Results based on data from 814 student participants searching actual organization Web sites support and extend signaling and brand equity theories by showing that job information (directly) and organization information (indirectly) are related to intentions to pursue employment when a priori perceptions of image are controlled. A priori organization image is related to pursuit intentions when subsequent information search is controlled, but organization familiarity is not, and attitudes about a recruitment source also influence attraction and partially mediate the effects of organization information. Theoretical and practical implications for recruitment are discussed.     

A closer look at decisions to quit

Aspects of March and Simon’s (1958) subjective expected utility model and a prediction of Lee and Mitchell’s (1994) unfolding model of voluntary employee turnover were tested. A policy capturing simulation that varied high, moderate, and low levels of five job characteristics was used to model voluntary turnover decision processes for 532 nurses. Survey measures of these job characteristics obtained over the next 2 years were multiplied by weights derived from nurse simulations to yield turnover likelihood estimates. These estimates exhibited 80%, 127%, and 190% more predictive power (depending on turnover operationalization) than post-employment survey estimates of turnover intention, job satisfaction, and job availability. Groups of nurses with homogeneous voluntary turnover decision models were also identified, though no groups with homogeneous job perceptions were observed. Evidence suggested nurses responded to “shocks” as predicted. March and Simon’s model of voluntary turnover was supported and implications drawn for managing voluntary nursing turnover.     

Coworker attributes as potential correlates to the perceptions of older workers' job performance: An exploratory study

This study examined coworker attributes as potential correlates to the perceptions of older workers' job performance. It was found that increased education, more positive attitudes toward retirement, and experience working with older workers might lead to more positive perceptions of older workers' job performance.     

Person–Organization Fit, Job Choice Decisions, and Organizational Entry

To investigate job seekers’ and new employees’ subjective person–organization (P-O) fit perceptions, we studied 96 active job seekers across three time periods, from their initial job search activity to their intended turnover from the jobs they accepted. Hypotheses were motivated by P-O fit, job choice, and organizational entry research and centered around two questions: What are the determinants of job seekers’ and new employees’ P-O fit perceptions, and how important are P-O fit perceptions in job choice decisions and work attitudes relative to job attributes? Results indicated that job seekers’ P-O fit perceptions are predicted by the congruence between their values and their perceptions of recruiting organizations’ values but not by their demographic similarity with organizational representatives. Results also suggested that P-O fit perceptions predict both job choice intentions and work attitudes, even after controlling for the attractiveness of job attributes. Finally, results suggested that job seekers can manage their future work attitudes by weighing P-O fit in their job choice decisions.     

Does Positive Attitude Matter Only for Older Workers? Evidence from Simultaneous Estimation of Job Satisfaction,Wage and Positive Attitude in the United States

The current study tests two hypotheses. First, it claims that the worker’s job satisfaction is related not only to the objective variable wage rate, but also to the psychological variable positive attitude, and that all three variables are simultaneously related. Second, the study predicts that the psychological variable positive attitude as a covariate of job satisfaction matters more for matured adults who are already settled in their desired jobs than younger workers who may still be in search of their preferred employment. Using data on matured adults and younger adults from the United States and following a two-stage procedure the current study estimates job satisfaction, wage and positive attitude equations in a simultaneous equations framework. The study confirms the presence of this simultaneous relationship, and demonstrates that the job satisfaction of matured adults in fact is related to both objective (wage) and subjective (attitude) factors. For younger workers, however, wage, and not positive attitude, emerges as a significant covariate of their job satisfaction. Since positive attitude plays a significant role in the determination of their wages, it is related to their job satisfaction only indirectly through higher wages. Positive attitude thus benefits both older and younger workers thorough different channels. The study further presents interesting results on the covariates of wage and positive attitude which remain disguised when the simultaneous relationship among these three variables is ignored.     

How do objective and subjective career success interrelate over time?

The present research is concerned with the direction of influence between objective and subjective career success. We conducted a prospective longitudinal study with five waves of measurement that covered a time span of 10 years. Participants were professionals working in different occupational fields (N=1,336). We modelled the changes in objective success (income, hierarchical position), in other‐referent subjective success (subjective success as compared to a reference group), and in self‐referent subjective success (job satisfaction) by means of latent growth curve analysis. Objective success influenced both the initial level and the growth of other‐referent subjective success, but it had no influence on job satisfaction. Most importantly, both measures of subjective success and both their initial levels and their changes had strong influences on the growth of objective success. We conclude that the ‘objective success influences subjective success’ relationship is smaller than might be expected, whereas the ‘subjective success influences objective success’ relationship is larger than might be expected.     

Liens entre vécu au travail et bien-être subjectif des infirmier(ère)s : des effets réciproques

The purpose of the present study was to explore links between job perceptions (working conditions, intrinsic and relational aspects of job satisfaction) and subjective well-being (life satisfaction, global health, mental health). Two hundred and seventy-three nurses working in a provincial hospital answered to a questionnaire (open and closed questions). Results support globally the hypothesis of mutual influences between job perceptions and subjective well-being. These findings are discussed in relation to differences between participants, depending of workplaces (hospital services) and negative interferences between work and private life.     

Bayesian decision theory,subjective and objective probabilities,and acceptance of empirical hypotheses

It is argued that we need a richer version of Bayesian decision theory, admitting both subjective and objective probabilities and providing rational criteria for choice of our prior probabilities. We also need a theory of tentative acceptance of empirical hypotheses. There is a discussion of subjective and of objective probabilities and of the relationship between them, as well as a discussion of the criteria used in choosing our prior probabilities, such as the principles of indifference and of maximum entropy, and the simplicity ranking of alternative hypotheses.     

Burden,Interdependence, Ethnicity,and Mental Health in Caregivers of Patients with Schizophrenia

Caring for a patient with schizophrenia often results in high levels of perceived burden and poorer overall mental health. Using a sample of 176 caregivers of patients with schizophrenia, the present study examined how two components of burden (objective and subjective) interacted with interdependence and ethnicity to influence relatives' overall mental health. In line with study hypotheses, and with the stress‐appraisal‐coping model developed by Lazurus and Folkman (1984), we found that subjective burden mediated the relationship between objective burden and mental health. In other words, subjective appraisals of caregiving appeared to partially underlie the association between the concrete costs of caregiving and psychological outcomes in schizophrenia caregivers. Also as hypothesized, we found that interdependence, or the perceived interconnectedness of individuals within a group, moderated the relationship between objective burden and subjective burden. In other words, when levels of interdependence were high, the objective components of burden appeared to have a weaker relationship with subjective burden. When interdependence was low, on the other hand, objective burden was more likely to be associated with subjective burden. This finding suggests that helping caregivers to value harmony and connection with others over individual self‐interests may reduce the likelihood that objective stressors (which are often inevitable in schizophrenia) will result in subjective distress. On the basis of prior research, we also tested several hypotheses regarding the role of ethnicity and its association with burden, interdependence, and mental health. However, contrary to expectations, no ethnic patterns were observed.     

The impact of job complexity and performance measurement on the temporal consistency, stability, and test-retest reliability of employee job performance ratings

Although research has shown that individual job performance changes over time, the extent of such changes is unknown. In this article, the authors define and distinguish between the concepts of temporal consistency, stability, and test-retest reliability when considering individual job performance ratings over time. Furthermore, the authors examine measurement type (i.e., subjective and objective measures) and job complexity in relation to temporal consistency, stability, and test-retest reliability. On the basis of meta-analytic results, the authors found that the test-retest reliability of these ratings ranged from .83 for subjective measures in low-complexity jobs to .50 for objective measures in high-complexity jobs. The stability of these ratings over a 1-year time lag ranged from .85 to .67. The analyses also reveal that correlations between performance measures decreased as the time interval between performance measurements increased, but the estimates approached values greater than zero.     

Effects of Job Conditions on Worker Perceptions: Ambient Stimuli vs. Group Influence1

This study identifies the direct effects of objective job conditions on individual perceptions of job conditions. The assumptions that (1) group perceptions mediate the relationship between objective job conditions and individual perceptions of job conditions, and (2) group consensus enhances the relationship be-between group perceptions and individual perceptions were tested. Respondents were white, male, blue collar workers (N= 1240) in a tire and rubber manufacturing plant. Work groups (N= 156), consisting of four or more men on the same shift, in the same department, and who had the same supervisor, were identified. Objective job conditions included work group size, pay style, shift, and job technology. Group and individual perceptions of amount of work-load, role conflict, responsibility pressure, and intrinsic rewards were measured. The findings indicated that objective job conditions have important effects on individual perceptions of stressful and rewarding job conditions. Smaller work groups, and jobs that pay on an hourly rather than a piece-work basis, allow for some control over the pace of work, and allow for interaction among fellow workers resulted in higher levels of intrinsic rewards and lower levels of workload, role conflict, and responsibility pressures. An intriguing pattern appeared where, in perceptions involving interpersonal relations, work group influence was relatively more important than objective job conditions. When assessing task oriented aspects of work, objective job conditions were more important than group perceptions.     

Economic Hardship, Neighborhood Context, and Parenting: Prospective Effects on Mexican�CAmerican Adolescent��s Mental Health

This study examined family and neighborhood influences relevant to low-income status to determine how they combine to predict the parenting behaviors of Mexican-American mothers and fathers. The study also examined the role of parenting as a mediator of these contextual influences on adolescent internalizing and externalizing symptoms. Study hypotheses were examined in a diverse sample of Mexican-American families in which 750 mothers and 467 fathers reported on their own levels of parental warmth and harsh parenting. Family economic hardship, neighborhood familism values, and neighborhood risk indicators were all uniquely associated with maternal and paternal warmth, and maternal warmth mediated the effects of these contextual influences on adolescent externalizing symptoms in prospective analyses. Parents' subjective perceptions of neighborhood danger interacted with objective indicators of neighborhood disadvantage to influence maternal and paternal warmth. Neighborhood familism values had unique direct effects on adolescent externalizing symptoms in prospective analyses, after accounting for all other context and parenting effects.     

Risk it? Direct and collateral impacts of peers' verbal expressions about hazard likelihoods*

When people encounter potential hazards, their expectations and behaviours can be shaped by a variety of factors including other people's expressions of verbal likelihood (e.g., unlikely to harm). What is the impact of such expressions when a person also has numeric likelihood estimates from the same source(s)? Two studies used a new task involving an abstract virtual environment in which people learned about and reacted to novel hazards. Verbal expressions attributed to peers influenced participants’ behaviour toward hazards even when numeric estimates were also available. Namely, verbal expressions suggesting that the likelihood of harm from a hazard is low (vs. higher) yielded more risk taking with respect to said hazard. There were also inverse collateral effects, whereby participants’ behaviour and estimates regarding another hazard in the same context were affected in the opposite direction. These effects may be based on directionality and relativity cues inferred from verbal likelihood expressions.     

Perceived Risk Following Melanoma Genetic Testing: A 2-Year Prospective Study Distinguishing Subjective Estimates from Recall

A major goal of predictive genetic testing is to alert people to their risk before illness onset; however, little is known about how risk perceptions change following genetic testing and whether information is recalled accurately over time. In the United States, a CDKN2A/p16 mutation confers 76 % lifetime risk of melanoma. Following genetic counseling and test reporting, subjective risk estimates and recall of counselor-provided risk estimates were assessed 5 times over the next 2 years among 60 adult members of 2 extended CDKN2A/p16 kindreds. No sustained changes from baseline in risk perceptions were reported. Unaffected carriers (n?=?15) consistently reported significantly lower subjective risk estimates (46 %) than they were actually given (76 %, p?<?0.001) or recalled having been given (60 %, p?<?0.001). Noncarriers’ (n?=?27) risk estimates decreased following results disclosure, but rebounded, with both subjective and recalled estimates subsequently exceeding what they were told by the counselor (both ps?<?0.001). Affected carriers’ (n?=?18) risk estimates for developing a new melanoma corresponded well to counselor-provided information (p?=?0.362). For all 3 patient groups, results were consistent across multiple risk measures and remained similar when demographic, phenotypic, and baseline behavioral contributors to melanoma risk were statistically controlled. These findings are consistent with other studies of risk perception, but additional studies of more diverse populations are needed to understand the reasons behind both the persistence of initial risk estimates and their divergence from information provided by the counselor during genetic counseling. Additionally, determining whether holding subjective risk perceptions that differ from counselor-provided information ultimately affects adherence to management recommendations will help guide the presentation of risk information in genetic counseling practice.     

PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION

The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects ( n = 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.     

Work values among Lebanese workers

On the basis of a review of the existing literature, the authors tested 4 hypotheses to determine the applicability of work values in Arab societies to employees in Lebanese organizations. Only 1 hypothesis was supported: Organizational policies that ran counter to the worker's religious values had an adverse effect on job satisfaction. There was no support for the hypotheses (a) that workers' religiosity in inversely related to positive attitudes toward women's involvement at work, (b) that employee satisfaction is related to a mechanistic organizational design, or (c) that workers with an internal locus of control experience higher job satisfaction. The Lebanese workers, thus, did not appear to share some of the attributes claimed to exist in Arab societies.     

PREDICTING THE SALARY SATISFACTION OF EXEMPT EMPLOYEES

This study examined the degree to which salary satisfaction can be predicted using company-maintained information commonly available to salary administrators. Predictors included years of continuous service, educational level, annual performance rating, an estimate of career potential, monthly salary, a measure of the most recent salary increase, and employee gender. A variety of hypotheses derived from Lawler's (1971) model of pay satisfaction also were tested, focusing on the relative contribution of perceived performance, perceived job demands, certain non-monetary outcomes, and external and internal pay equity. The research utilized a sample of managerial, professional, and technical employees from a large national oil company. The results suggest that without the inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction can be accounted for, with salary and sex representing the primary objective predictors. Perceived performance, perceptions regarding supervision, advancement opportunity, and the company's benefit package, and both external and internal pay equity, were related to pay satisfaction in the direction predicted by Lawler's model. The implications of not being able to estimate pay system perceptions using company-maintained sources of information are discussed along with the results supporting certain key components of Lawler's model of pay satisfaction.     

Ethnic and gender differences in the labour market perceptions of post‐higher education job seekers: ‘Double jeopardy’ or ‘ethnic prominence’?

Ethnic and gender differences in perceptions of graduate job acquisition difficulty among U.K. post‐higher education job seekers were investigated. Two main hypotheses were compared: the double jeopardy hypothesis (DJH), suggesting an additive or interactive increase in perceived difficulty associated with membership of different disadvantaged demographic categories; and the ethnic prominence hypothesis, arguing for the salience of ethnicity over gender in perceptions. Graduates and final year students (N= 800) from Black, Indian, Pakistani/Bangladeshi, and White ethnic backgrounds rated the level of difficulty that a suitably qualified man and woman from their own ethnic background would encounter in attaining 10 graduate jobs. Interactions between participant ethnic background and gender of job seeker rated were examined in the context of the competing hypotheses. The perceptions of men, and Indian and Pakistani/Bangladeshi women, were consistent with the additive DJH, whereas Black women's perceptions were not. It is concluded that: (1) the perceptions of the latter group may reflect knowledge of Black male disadvantage, or negative stereotyping with respect to employment in the U.K. graduate labour market; and (2) perceptions of double jeopardy by some female graduates may have negative effects on their job seeking endeavours.     

An experimental investigation into judgment and behavioral implications of disability‐based stereotypes in simulated work decisions: Evidence of shifting standards

We investigated the explanatory relevance of the shifting standards model to the role of employee disability in two simulated organizational processes: (a) job performance appraisal and (b) resource allocation. Two experimental studies found evidence of the shifting standards effect—employees with and without a disability received similar ratings when subjective judgment standards were employed, but those without a disability received significantly higher performance ratings than their counterparts with a disability when rated with objective standards. Furthermore, the analysis of the ranking process on the dimension of deservingness of limited resources yielded evidence that disability‐related stereotypes can differentially affect perceptions of deservingness through the allocation of organizational resources.