The role of need level and/or need salience as moderators of the relationship between need satisfaction and work alienation-involvement

Contrary to previous findings documenting the importance of higher-order need satisfaction, a recent study by G. J. Gorn and R. N. Kanungo (Organizational Behavior and Human Performance, 1980, 26, 265–277) has indicated that satisfaction of lower-order needs may lead to job involvement if such needs are salient. Data from a heterogeneous sample of 632 employees from six organizations were used to test six hypotheses concerning the effects of need level (higher vs lower order) and need salience as moderators of the relationship between need satisfaction and alienation-involvement. Three different ways of operationalizing need saliency were used, including a replication of Gorn and Kanungo's procedure. Higherorder need satisfaction was correlated with alienation-involvement scores to a significantly greater degree than was lower-order need satisfaction, even for those for whom lower-order needs were most salient. Need saliency was not found to moderate the need satisfaction-involvement relationship when need level was controlled. Issues regarding the operationalization of “need salience” were discussed and a new measure of alienation-involvement (the A-I Scale) was introduced. Implications for further empirical investigations of the need saliency issue were noted, as was the universal application of job enrichment programs aimed at promoting higher-order need satisfaction.     

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.     

Resistance to yielding and the expectation of cooperative future interaction in negotiation

The expectation of cooperative future interaction (ECFI) encouraged especially high joint benefit (the total of the two bargainers' individual outcomes) when resistance to yielding was high, but especially low joint benefit when resistance to yielding was low. Process data suggest that this finding can be explained as follows: When resistance to yielding is high, ECFI encourages problem solving and reduced contentious behavior; when resistance to yielding is low, ECFI encourages a collapse of aspirations. The results support Filley's (1975) dualconcern model and cast doubt on Deutsch's (1973) blanket assertion that a cooperative process leads to constructive conflict resolution.     

Self-esteem,need gratification,and work satisfaction: A test of competing explanations from consistency theory and self-enhancement theory

A sample of 112 administrators provided self-report data used to test two hypotheses derived from Korman's consistency model of work behavior. As predicted, those with high self-esteem experienced significantly greater need gratification than did those with low self-esteem, and self-esteem also significantly positively moderated the relationship between n gratification and work satisfaction. Need gratification was assessed for only those needs that were most salient for each person, thus eliminating a rival interpretation of the findings derived from the self-enhancement model of self-esteem. The moderating effect of self-esteem on the n gratification-work satisfaction relationship was limited to those experiencing low levels of n gratification, indicating a possible “boundary condition” of consistency theory. A problem with the use of moderator variables in behavioral science was also discussed.     

Parent vs. teacher reactions to problematic behavior of head start children

Studies of disciplinary responses to preschool children's transgressions often assume that subjects share the same degree of concern for the misbehavior under study. Individual differences in the strengths of different transgressions in eliciting disciplinary interventions were studied in 31 black mothers and 31 black teachers of Head Start children. Simulated situational urgency to discipline was measured by a Q-sort of 60 items depicting 10 types of misconduct observed in preschool classrooms. Attitudes of concern for the significances of the behaviors for the children's development were obtained through a separate rank-ordering procedure. Parents saw significantly more urgency in transgressions of social deportment. Teachers viewed aggressive and antisocial behaviors as more urgent, and tended to show closer agreement between intervention urgency and attitudes. Whereas teachers' interventions may be interpreted as responses to group child-care demands, the parents' concern for social deportment invites several interpretations.     

Job attitudes of black and white workers: Male blue-collar workers in six companies

A 74-item attitude questionnaire was administered in six companies to 101 black and 87 white male blue-collar employees holding similar jobs in the same company. Differences between the two ethnic groups were not marked, both in terms of job satisfaction and in other respects; Where there were differences the black workers were usually slightly more favorable. However, the picture was not uniform across the different companies.     

Goal-setting attributes,personality variables,and job satisfaction

The relationships between four goal-setting attributes identified by factor analytic procedures and job satisfaction were investigated among 271 scientists and engineers at a nuclear research and development center. Positive relationships between the goal-setting attributes and satisfaction were found. Further, it was found that need for achievement, need for autonomy, and need for affiliation as measured by the Gough Adjective Checklist did not significantly moderate the goal-setting attribute-job satisfaction relationships.     

Perceived characteristics of “competent” people

The purpose of this research was to determine the specific behaviors and cues which 104 assessors perceived as indicating the presence of psychological variables shown to be related to competent job behavior. The cue systems utilized were found to be reminiscent of theory Y conceptions of effective job behavior. Implications of the lack of correlation of cue utilization with assessor characteristics are discussed.     

Masculinity-femininity perceptions of job requirements and their relationship to job-sex stereotypes

Perceived sex appropriateness of the work situation is believed to constrain work opportunities, particularly for women. However, sex appropriateness may be defined either with respect to the entire job or with respect to the tasks which comprise the job. In this study sex appropriateness of job tasks was examined by obtaining subjective estimates of the masculinity-femininity of the job requirement dimensions defined by the Dictionary of Occupational Titles (DOT). Results indicate that interacting with things is perceived as masculine, interacting with people is perceived as feminine, and interacting with data is perceived as falling between the other two. There is less agreement on the masculinity-femininity of specific types of interactions with data, people, and things. Sex appropriateness of specific requirements was found to be only moderately associated with the DOT's assessment of the complexity of those requirements. Further, sex appropriateness of job requirements was not highly related to the job sextypes established by Shinar (Shinar, E. H. Journal of Vocational Behavior, 1975, 7, 99–110) and Krefting et al. (Krefting, L. A., Berger, P. K., and Wallace, M. J. Jr. Journal of Vocational Behavior, 1978, 13, 181–191). This suggests that sex appropriateness of a job and sex appropriateness of the tasks which comprise the job are distinct, separate concepts.     

Unclogging the bogus pipeline: A critical reanalysis of the Cherry,Byrne, and Mitchell study

The assignment of subjects to conditions on the basis of social desirability scores could not have been done in the manner described by Cherry, Byrne, and Mitchell (Journal of Research in Personality, 1976, 10, 69–75). Even if subject assignment procedures were not challenged the data do not support the authors' conclusions. Additional statistical analyses were carried out to test the hypotheses of the original study. It is concluded that either the demand cue manipulation was not successful or else paper-and-pencil and bogus pipeline measurement procedures are equally reliable measurement devices for the attitude similarity effect.     

Relationships between job evaluation ratings and self-ratings of job characteristics

Self-ratings by 308 shop workers of their job variety, autonomy, task identity, and skill challenge correlate significantly with ratings by observers of the jobs' skill requirements. Self-ratings, however, are unrelated to observers' estimates of the physical demands of the jobs or to environmental conditions of the work. The self-ratings and observer measures provide complementary, not substitute, information. Self-ratings can signal person-job dysfunctions, and more objective job measures can identify possible sources of the dysfunctions. Modifications to job characteristics measures are discussed and suggestions are made to begin a new phase of programmatic job characteristics research.     

Relative influence of sincere,insincere, and neutral symbolic models

The study investigated how the sincerity of models affects their influence, using a delay-of-reward paradigm. Subjects were 40 fifth and sixth graders (ages 9 and 10 years, respectively), selected for delayed gratification patterns. In the experimental manipulation, sincerity or insincerity was explicitly attributed to the model or, in a neutral-model condition, no information about the model's sincerity was given. Subjects then observed the symbolically presented model's immediatereward choices, opposed to their own preferences. Immediately after treatment, children in all model conditions and in a fourth, no-model control group responded to a second delay-preference test. It was found that the influence of models varied substantially as a function of experimentally attributed sincerity. Insincere models had considerably less effect than sincere and neutral models, who provoked substantial and equivalent changes. Insincere models did not evoke significantly different change than occurred in the control group. A postexperimental inquiry showed the experimental manipulation had affected perceptions of the model's sincerity and liking for the model, with the insincere model rated considerably lower than the sincere and neutral models. The relevance of cognitive appraisal in observational learning was discussed.     

Field and laboratory studies of littering

Four studies are reported. In the first, it was shown that littering rates vary substantially across areas of a large urban region and that the rate for a particular area is correlated with the amount of litter already present. It was also found that males litter more than females and young people more than old. In the second study, a laboratory experiment, a causal relationship between the amount of litter in an area and the likelihood it will be littered was demonstrated. A third study replicated this latter finding, but did not find a relationship between the amount of stress experienced by a subject and the likelihood that he or she would litter. In the fourth study, a field experiment, subjects who were approached and asked to sign a petition about clean streets littered less than control subjects.     

Relationship of job satisfaction and productivity to work values of vocational education graduates

The relationships of job satisfaction and job productivity to work values of a randomly selected sample of beginning workers who graduated from public vocational education programs were investigated. Workers with intrinsic work value orientation seem to be more satisfied with their job and are more productive than are those with extrinsic work value orientation. In addition, workers with a broader perception of the meaning of work seem to be more satisfied with their job than are those with a relatively narrow perception of the meaning of work.     

Career stage as a moderator of performance relationships with facets of job satisfaction and role perceptions

The relationship between performance indices and facets of job satisfaction, role ambiguity, and role conflict was studied among 102 full-time faculty members across three career stages. Results indicate that an individual's career stage within a profession has an important moderating effect on facets of job satisfaction and role perception relationships with role-related performance.     

Hemispheric asymmetries in the perception of musical intervals as a function of musical experience and family handedness background

This study examines the effect of musical experience and family handedness background on the categorization of musical intervals (two-note chords). Right-handed subjects, who were divided into four groups on the basis of musical training and presence (or absence) of left-handed family members, categorized musical intervals which were monaurally presented to left or right ear. The results, based on consistency and discreteness of categorization, showed: (1) Musicians' performance is superior to nonmusicians'; (2) musicians and nonmusicians differ significantly on their ear of preference; (3) family handedness background significantly affects ear of preference among musicians but not among nonmusicians.     

The nonverbal mediation of self-fulfilling prophecies in interracial interaction

Two experiments were designed to demonstrate the existence of a self-fulfilling prophecy mediated by nonverbal behavior in an interracial interaction. The results of Experiment 1, which employed naive, white job interviewers and trained white and black job applicants, demonstrated that black applicants received (a) less immediacy, (b) higher rates of speech errors, and (c) shorter amounts of interview time. Experiment 2 employed naive, white applicants and trained white interviewers. In this experiment subject-applicants received behaviors that approximated those given either the black or white applicants in Experiment 1. The main results indicated that subjects treated like the blacks of Experiment 1 were judged to perform less adequately and to be more nervous in the interview situation than subjects treated like the whites. The former subjects also reciprocated with less proximate positions and rated the interviewers as being less adequate and friendly. The implications of these findings for black unemployment were discussed.     

Predicting brain organization from dichotic listening performance: Cortical and subcortical functional asymmetries contribute to perceptual asymmetries

The patterns of perceptual asymmetry elicited by dichotic speech and complex pitch stimuli were evaluated in a group of 28 normal, right-handed subjects. As in previous studies, between 70 and 75% of the subjects showed a right-ear advantage for speech and left-ear advantage for pitch. However, less than half of the subjects (46%) showed the expected pattern on both tests. It is argued that the assumption of symmetrical, contralateral auditory pathway superiority during dichotic stimulation is only appropriate in roughly half of the dextral population. In the remaining half, significant subcortical asymmetries and/or a lack of contralateral advantage appear to be present. The assessment of complementary cortical functions should provide a way to reduce the confounding of cortical and subcortical contributions to auditory perceptual asymmetries, and thus provide a more accurate behavioral index of brain organization.