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.     

COMMUNICATION SATISFACTION,JOB SATISFACTION,AND JOB PERFORMANCE

This field study of 327 hospital nurses investigated the relationship between perceived satisfaction with organizational communication and job satisfaction and job performance. The researcher developed a research model incorporating nine dimensions of communication satisfaction and hypothesized their varying relationships with job satisfaction and job performance. Correlation, multiple regression, and canonical correlation analyses revealed significant positive relationships between communication satisfaction and job satisfaction, and communication satisfaction and job performance. The communication satisfaction-job satisfaction link was stronger. The same facets of communication—supervisor communication, communication climate, and personal feedback—were found to be most strongly related to both job satisfaction and performance. Although the importance of the superior-subordinate communication relationship was confirmed, top management communication also was substantially related to job satisfaction and, to a lesser degree, job performance. Rank-order correlation results of this study were compared to several other studies and some congruent patterns were found.     

LINKING O*NET JOB ANALYSIS INFORMATION TO JOB REQUIREMENT PREDICTORS: AN O*NET APPLICATION

This is an exploratory study that examined the possible application of the job component validity (JCV) model to identify potential employee selection instruments and to determine job requirement levels from O*NET job analysis data, following a research paradigm established with the Position Analysis Questionnaire (PAQ). Job requirements were measured by mean aptitude test scores on the General Aptitude Test Battery (GATB), and the ratings on the O*NET Generalized Work Activities (GWAs) were selected as representative O*NET job analysis data. Multiple correlation coefficients ranging from .35 to .89 were found when predicting mean GATB test scores from GWAs. Similar to JCV research some 30 years ago, predictions were strongest for cognitive aptitudes and weakest for manual dexterity. The data were examined under both rational and cross-validated empirical models. The results have positive implications for the development of a database that would support JCV estimates derived from O*NET job analysis data and allow practitioners to use O*NET data to help identify useful employee selection instruments.     

FAMILY AND JOB INFLUENCES ON ROLE SATISFACTION OF EMPLOYED RURAL MOTHERS

One hundred fifty rural employed mothers were surveyed to determine family and job predictors of satisfaction with the dual-work role. Findings indicated the saliency of job satisfaction variables in determining role satisfaction among this group of women as opposed to hypothesized reference group support variables and nontraditional value orientation variables. Discussion centered on the importance of employment outside the home to life satisfaction, particularly for mothers of older children.     

教师工作满意度的测量研究

本研究运用一个＂教师工作满意度量表＂,对北京、天津、大连及青岛等四省市的２０４名小学教师进行了测量,结果表明：（１）教师们在工作性质、职业投入感及人际关系这些内在因素上的满意度较高,而在薪水、领导管理、进修提升及物理条件这些外在因素上的满意度较低;（２）女教师的工作满意水平显著高于男教师;（３）从事＂教师＂这一职业的动机对教师的工作满意度有显著的影响。     

THE EFFECTS OF WIVES' EMPLOYMENT ON HUSBANDS' JOB AND LIFE SATISFACTION

Previous research has established that wives' employment has a negative effect on the mental health of husbands. This result is not yet well understood. Analyzing survey data from a national sample of workers, this study focuses on the work domain to investigate this result further. Findings reveal that wives' employment has negative effects on husbands' job and life satisfaction. These results suggest that the overall negative mental health effect may derive, in part, from the occupational domain.     

JOB SATISFACTION AS A COMPONENT OF HAPPINESS AMONG MALES AND FEMALES

Using a sample made up of four independently drawn U. S. national surveys, partial correlation was conducted separately by occupational categories for white male ( n = 1,161) and female ( n = 491) full-time employees to estimate the relationship between job satisfaction and global happiness when the effects of satisfaction experienced in seven other domains of life and age, education, income, and occupational prestige were removed. For most occupations and both sex groups few of the job satisfaction-global happiness partial correlations were significant, thus extending previous evidence that job satisfaction may not be uniquely important to the overall happiness of most employees.     

EVENT AND AGENT: TOWARD A STRUCTURAL THEORY OF JOB SATISFACTION

This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.     

CONCEPTUAL INTEGRATION AND EMPIRICAL TEST OF JOB DESIGN AND COMPENSATION RELATIONSHIPS

A conceptual integration of job design and compensation draws on interdisciplinary job design, job evaluation, and labor economic theory. It is argued that job design influences the number and level of skills required and the degree to which jobs are physically aversive or hazardous. External labor markets also respond to skill and physical requirements. Job evaluation links job design and market forces by analyzing jobs'compensable factors that reflect these requirements, and then relating them to the market through wage surveys across firms. An empirical examination presents relationships between job design and pay or job evaluation measures. Strongly supportive results replicate in two separate samples (total n = 213 jobs) which differ in industries, job types, skill levels, job design measures, job evaluation measures, and labor markets. Motivational job design had higher job evaluation measures reflecting higher skill requirements, and mechanistic and perceptual/motor design had lower evaluation measures reflecting lower skill requirements. Biological design had lower evaluation measures reflecting physical requirements.     

任务切换机制研究的理论争议与整合

任务切换是执行控制的一种重要功能。切换代价是量化执行控制持续时间的指标。并广泛应用于各个研究领域。但是切换代价在多大程度上体现了执行控制的作用,仍然还存在争论．当前主要存在任务设置重构、任务设置惯性和联结竞争三种理论。本文首先介绍了三种理论的基本观点和实验证据,以及对任务切换加工机制的分析;其次阐明了对三种理论进行整合的相关研究;最后分析了进一步研究的方向。     

AN EMPIRICAL TEST OF A TRAIT-ORIENTED JOB ANALYSIS TECHNIQUE

A trait-oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.