A comparison of the work needs,attitudes, and preferences of professional accountants at different career stages

Although the concept of career stages has played an increasingly important role in vocational psychology, little research exists on career stage differences among professionals. In the present study, a sample of male professional accountants (N = 764) at different career stages were compared with respect to their work needs, work attitudes (intrinsic and extrinsic satisfaction, organizational and professional commitment), and vocational preferences. Accountants at different stages were found to differ significantly in their needs, work attitudes, and the extent to which they fit the Conventional type in Holland's model. In particular, accountants over the age of 60, in the preretirement stage of their career, when compared to their younger counterparts, reported significantly lower levels of job satisfaction but higher levels of organizational and professional commitment, and they demonstrate weaker higher-order needs but stronger security needs.     

Relationships between perceptions of organizational size and the organizational choice process

Expectancy theory concepts were used to predict (a) the attractiveness of, (b) the amount of effort directed toward entering, and (c) the eventual choice of a job in relatively big and small work organizations. It was found, among a group of graduating seniors from a technical college, that antecedent perceptions regarding organizational size (expectancy, valence, instrumentality) were significantly related to the relative attractiveness of different-sized organizations and the number of job interviews taken with relatively big and small companies. In addition, economically tied extrinsic outcomes were seen as more readily attainable in big organizations, whereas certain intrinsic outcomes were perceived to be more easily obtained in small organizations.     

Some sources and consequences of career exploration

The present research investigated (a) factors that may influence participation in career exploration, and (b) the role of anxiety in the exploration process. The sample consisted of 161 undergraduate college students. Work-role salience (the importance of work in a person's life) was positively related to participation in self-related and work-related exploration. Self-related exploration was positively related to satisfaction with the occupational decision of low anxiety students and was negatively related to satisfaction among high anxiety students. Furthermore, dissatisfaction with an occupational decision was more likely to stimulate future work-related exploration for low anxiety students than for highly anxious students. The implications of these findings for the career exploration process were discussed.     

Congruency,consistency, and differentiation as predictors of job satisfaction within the nursing occupation

Holland's (Making vocational choices: A theory of careers, Englewood Cliffs, N.J.: Prentice-Hall, 1973) congruency, consistency, and differentiation terms were used as independent variables to predict job satisfaction (JS) within the scope of a single occupation, rather than on the comparison between occupations. Based on the responses of 126 registered nurses on the specially designed List of Courses in Nursing (LCN) Inventory the congruence hypothesis was confirmed, while the consistency and differentiation hypotheses were only partially supported. The hypothesis on the additive relationship among congruence, consistency, and differentiation with JS was confirmed. The theoretical and practical implications are discussed.     

Sex,wage-earner status,occupational level,and job satisfaction

This study attempted to investigate the relationship between wage-earner status, occupational level, and job satisfaction. It was proposed that wage-earner status was a more important determinant of job satisfaction than sex. However, the findings of this study suggested that sex was a more important determinant of job satisfaction than wage-earner status, and occupational level was a better predictor of job satisfaction than either sex or wage-earner status.     

Mistreatment of an esteemed other as a consequence affecting dissonance reduction

Recent research has shown that aversive behavioral consequences affect the magnitude of dissonance reduction. The present experiment was conducted to help clarify the meaning of an aversive consequence. In previous research, an aversive event was manipulated by having a subject believe that a counterattitudinal speech he had delivered was successful in convincing one of the subject's colleagues. In the present study, it was argued that convincing a colleague is aversive only to the extent that the colleague is liked. This reasoning was tested in a 2 × 2 factorial experiment in which subjects delivered a counterattitudinal speech to a recipient whom either was or was not liked by the subject and either was or was not convinced by the subject's speech. It was predicted and found that the subject would evidence attitude change only in the condition in which the speech led to the aversive event of successfully convincing an esteemed other. The results were discussed in terms of refining the relationship between attitude discrepant behavior and attitude change.     

Job specialization,work values,and worker dissatisfaction

The recent work literature includes three contradictory propositions relating job specialization and worker dissatisfaction. The first proposition predicts an unconditional relationship between these variables; the second proposition predicts that this relationship will be higher among workers committed to middle-class work values; the third proposition predicts that the relationship will be higher among “alienated” workers. This paper reports the findings of a study of 3193 British industrial workers which suggest that, when individually measured and analyzed, task attributes relate in different ways and in varying degrees to worker dissatisfaction. The implication for the above propositions is that they may be complementary rather than competing; the validity of each may depend upon how job specialization is measured.     

Environments as reinforcer systems in the study of job satisfaction

This paper examined differences in the degree to which fifteen specific sources of job satisfaction were related to and predictive of the overall satisfaction of department chairmen in the six model environments proposed by Holland (1973). The fifteen specific sources of job satisfaction were regressed on overall satisfaction, separately for chairmen in each environment, through the use of incremental stepwise multiple regression procedures. The results indicated that the overall satisfaction of chairmen in these six environments was differentially related to unique weightings and combinations of the fifteen predictor variables. It was concluded that environments, composed of essentially similar groups of people in different organizations, serve as job satisfaction reinforcer systems in a manner similar to organizations as illustrated by Dawis.     

Prototypicality and personality: Effects on free recall and personality impressions

An experiment was performed to test the hypothesis that it is easier to process information about characters who fit well with and are, therefore, “prototypical” of shared beliefs about various personality types. Character prototypicality was manipulated in a free recall and personality impression paradigm through variations in the consistency of a character's identification with preexisting beliefs about two personality-type categories—extraversion and introversion. Subjects also were given information about each character that varied in degree of abstraction from traits to concrete behavior. As predicted, both the amount and nature of the information correctly recalled were significantly affected by the consistency of the character's identification with extraversion or with introversion. Character consistency also significantly affected the amount of material written in the personality impressions and the tendency to qualify the generality of the impressions. The results support a model in which incoming data about personality are coded, structured, elaborated, and remembered according to the quality of their match with preexisting beliefs about various personality types.     

Job scope,job satisfaction,and the Protestant Ethic: A study of enlisted men in the U.S. Navy

Questionnaire data were obtained from 149 enlisted men in the U.S. Navy. The job scope (JS)-satisfaction with the work itself (SWI) relationship was examined for the study's total sample and for subsamples created by grouping individuals on the basis of their degree of belief in the Protestant Ethic (PE). It was hypothesized and found that the JS-SWI relationship was positive and significantly different from zero for the study's total sample and each of the three PE subsamples. Contrary to one of the study's hypotheses, PE did not moderate the JS-SWI relationship. The study's results were discussed in terms of their implications for theory and practice in the area job design.     

Job change: A study of an acute job stressor

This paper studies the relationship between job entry and job stress. Skill uncertainty, defined as having inadequately developed job skills, was thought to be associated with the stress reaction. In a longitudinal study of 62 transferred employees, skill uncertainty was associated with both negative emotional arousal 1 month after job entry and with positive emotional arousal 3 months after job entry.     

Single-question measures of overall job satisfaction: A comment on Quinn,Staines and McCullough

A survey of national sample of workers finds differences in percentages of workers reporting job dissatisfaction as a function of the wording of six questions used to measure overall job satisfaction. These results are compared with a local sample of production workers who answered a job satisfaction questionnaire employing the same six questions. There is a statistically significant difference between the national sample and the local sample. The differences obtained suggest that the employees' work and life situation are at least as influential in changing questionnaire responses as the wording of questions is. Implications for practice are discussed.     

When a bystander becomes an accomplice: Situational determinants of reactions to dishonesty

In a series of experiments, undergraduates (N = 288) performed a task with a confederate who subsequently lied about his or her performance in order to obtain a cash bonus. The probability of bystanders' reporting the dishonesty and refusing to sign a document attesting to the confederate's score was differentially affected by situational factors and sex of the bystander, wrongdoer, and authority figure. Bystanders were most apt to report the misdeed when they were competing against rather than working either independently or cooperatively with the culprit, at least when the bonus was provided by a large corporation. In addition, females were more likely than males to report when the victim was another person rather than either a corporation or the bystander himself, and both sexes were more apt to report a female wrongdoer than a male one. Persons who initially reported the misdeed were less likely to become active accomplices than were those who failed to report it. Furthermore, less written verification of the falsehood occurred when (a) nonreporters were performing independently rather than either competing against or working cooperatively with the culprit for the bonus, and (b) a male was in an immediate position of authority.     

On the relationship of data to theory: A reply to Ronis and Greenwald

Ronis and Greenwald (Dissonance theory revised again: Comment on the paper by Fazio, Zanna, and Cooper. Journal of Experimental Social Psychology, 15, 1979, 62–69) question our integrative formulation of dissonance and self-perception processes. We argue that our formulation provides an explanation of both the full range of results in the literature and our own experimental data, while neither dissonance nor self-perception theory can singly explain the existing data.     

Individualized learning environments: Intra- and interpersonal consequences

This study examines the effects of individual goal structures on the intra- and interpersonal behavior of 120 fourth-grade children. Each group of four children was introduced to one of two individualized learning programs: (a) workbook materials color-coded according to level of difficulty (allowing implicit comparisons among children as to progress), and (b) materials not coded according to difficulty (discouraging comparisons). In both learning programs, children worked individually (at story writing) and were rewarded for the work. Results indicate that boys, but not girls, who were rewarded equally for doing good work in an individualized setting but who start and end at a lower step than other more frequently took away a toy from those peers with whom they compared themselves than did boys who were rewarded equally for good work and where there were no comparisons. Boys as a group, regardles of condition, gave more prize tickets to themselves than to others and gave more prize tickets to themselves than girls gave either to themselves or others. Both boys and girls appear to adopt the evaluations of their work given by the experimenter and appear to be influenced thereby in later prized-giving to themselves and to others.     

Self-esteem and job complexity as moderators of performance and satisfaction

Self-esteem and job complexity were investigated as moderators of self, supervisor, and peer ratings of performance and satisfaction with work, supervisors, and peers testing balance and activation theories. One hundred and fifty-three registered nurses served as subjects. Measured self-esteem was not significantly related to the performance or satisfaction measures. Rather, the important variable was perceived job complexity as predicted by Scott's activation theory. Self-ratings of performance and satisfaction with work and peers were greatest at optimal complexity with lower values at high and low complexity. Some support was found for self-esteem as a moderator of the relationship between performance and satisfaction measures in line with Korman's formulations.     

The influence of attention upon anticipatory arousal,habituation, and reactivity to a noxious stimulus

Forty subjects were assigned to four groups, an External-attending Group, an Internal-attending Group, a Control Group, and a Distracted Group. All groups were presented with six trials of a 0.5-sec 110-db white noise. A measure of heart rate deceleration verified the experimental manipulation of attention. During the anticipatory period, the Internal-attending Group exhibited the greatest and the Distracted Group exhibited the least reactivity among the four groups. The two specially attending groups exhibited greater galvanic skin-response conditioning during the anticipatory period than the other groups. There was no support for the hypothesis that heightened attention facilitates habituation. Two measures were differentially sensitive to direction of attention during the anticipatory period. The External-attending Group exhibited reliably greater anticipatory deceleration of heart rate than the Internal-attending Group, while the Internal-attending Group exhibited reliably more nonspecific electrodermal responses than the External-attending Group. This latter finding, along with other evidence, suggests that an inward direction of attention tends to exacerbate anticipatory anxiety as well as reactivity to the impact of a noxious stimulus.     

The redundancy of work alienation and job satisfaction: Some evidence of convergent and discriminant validity

The multitrait-multimethod matrix (MTMM) technique was used in an attempt to help clarify the ambiguities regarding concepts of work alienation, job satisfaction, and the relationships between them. Within each attitude domain considered separately, generally acceptable evidence of convergent and (to a lesser degree) discriminant validity was found for the trait measures (four dimensions of alienation and five of satisfaction). However, the discrimination between alienation and satisfaction measures was no greater than that among satisfaction and among alienation, casting doubt on the demarcation of these as two distinct domains. The measures of satisfaction and alienation also were not correlated differentially with demographic and self-esteem measures. Note was taken of the limitations in our knowledge and operationalization of these areas, as these relate to the assumptions of MTMM technique regarding independence of both underlying trait constructs and measurement methods.