BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES

Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black ( n = 166) and white ( n = 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected.     

RELATIONSHIPS BETWEEN PSYCHOLOGICAL CLIMATE AND A VIE MODEL FOR WORK MOTIVATION1

The present study examined relationships between psychological climate and components of a valence-instrumentality-expectancy model. Data were obtained from 504 managerial employees of a large health care company. A principal component analysis of responses to 35 composites representing perceptions of the job, leadership, workgroup, and organization yielded six psychological climate components. Similar analyses were conducted separately for 20 valence items and 20 instrumentality items. Considerable similarity was found among the instrumentality and valence components, with one component in each area representing intrinsic outcomes, one component representing organizationally-mediated extrinsic outcomes, one representing negative or neutral outcomes, and one representing leader and workgroup-mediated extrinsic outcomes. Relationships among psychological climate and valence-instrumentality-expectancy components were significant and supported several hypotheses proposed in the literature.     

RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION

This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample ( n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees' attitudes about their jobs explain, in part, these personality–behavior associations.     

THE WORK COMPONENTS STUDY (WCS): A REVISED SET OF MEASURES FOR WORK MOTIVATION

The present study, through reanalysis of earlier data and the analysis of data from a new sample, reports on the refinement of the Work Components Study (WCS). An earlier study yielded six scores but the present one suggests that one of them should be broken into two, yielding seven scores. It is shown that the internal consistency of these scores is satisfactory and that the scores are relatively independent of each other. Finally, the utility of the scores is evaluated by showing their relationships with measures of personality, ability, and aspirations.     

SATISFACTION, CITIZENSHIP BEHAVIORS, AND PERFORMANCE IN WORK UNITS: A META-ANALYSIS OF COLLECTIVE CONSTRUCT RELATIONS

This paper offers theoretical development clarifying the structure and function of collective job satisfaction and uses meta-analytic methods ( k  = 73) to examine the satisfaction–performance relationship when both constructs are construed at the work unit level. Overall, our results suggest that the relationship between unit-level job satisfaction and unit-level performance is significant (ρ= .34). Specifically, significant relationships were found between unit-level job satisfaction and unit-level criteria, including productivity, customer satisfaction, withdrawal, and organizational citizenship behaviors (OCB). Furthermore, the satisfaction-performance relationship was moderated by the strength of unit consensus, performance criteria, industry type, and whether the sample was U.S. based. Although these moderators were identified, collective satisfaction positively predicted performance across all levels of moderators. In addition, results indicate that unit-level OCB has a moderately strong relationship with unit-level performance. Only limited support was found for the notion that OCB is a route through which satisfaction has an impact on performance. We elaborate on these findings and attempt to provide a more clear direction for future research in this area.     

MARITAL SATISFACTION AND DEPRESSION:

Abstract— A sample of 150 recently married couples provided data egarding marital satisfaction and depressive symptoms. Approximately 18 months later, 116 of these couples provided complete information on marital satisfaction and depression once again. The data were examined using three sets of causal models, which yielded converging results. For men, causal paths emerged from depression to marital satisfaction, whereas for women causal paths were from satisfaction to depression. The results are discussed in relation to the marital discord model of depression.     

PATTERNS OF INTERDEPENDENCE IN WORK TEAMS: A TWO-LEVEL INVESTIGATION OF THE RELATIONS WITH JOB AND TEAM SATISFACTION

A questionnaire study in 17 school and 24 engineering teams examined affective reactions to task and goal interdependence at the group and individual level of analysis. Group-level task interdependence was positively related to group members' job and team satisfaction. Within-group differences in the degree of task interdependence were unrelated to affective responses. Interactions revealed that within-group task interdependence is positively related to both job and team satisfaction only if the degree of goal interdependence in the work team is high.     

AN EMPIRICAL TEST OF CAUSAL INFERENCE BETWEEN ROLE PERCEPTIONS, SATISFACTION WITH WORK, PERFORMANCE AND ORGANIZATIONAL LEVEL

Previous research has suggested that organizational level may explain to a significant extent the differential impact of role perceptions (i.e., role ambiguity and role conflict) on employee satisfaction and performance. Causal inferences could not be drawn from these studies because of the predominant use of static correlational methods. In this study, in a hospital setting, a six-month time-lag between data collection periods was used to develop causal inferences. The results supported the hypothesis that role ambiguity was a source of causal inference with satisfaction with work at the higher organizational level, while role conflict was a source of causal inference with satisfaction with work at the lower organizational level. The source and direction of causal influence with respect to role perceptions and performance was supported only at the higher organizational level.     

A Rare Kind of Light at the End of a Rare Kind of Tunnel: Trauma of a Life-Altering,Chronic, Degenerative Disease and Its Redemption

Multiple sclerosis is a chronic, degenerative neurological disease that traumatizes and retraumatizes victims. As a result of the absence of a human perpetrator and collectivity of experience, this trauma tends to be highly internalized. The trajectory of the disease ultimately results in absolute disillusionment in all systems that sustain life. While recovery might not be possible in the face of a degenerative, chronic illness, the patient may be able to find redemption by focusing on greater truths and little joys, which in turn could place him or her on a higher plane.     

《青少年心理健康素质调查表》动力系统分量表的编制

本文旨在介绍青少年心理健康素质动力系统量表的编制及其标准化过程。量表编制的重要理论基础为马斯洛的五级动机理论和弗兰克尔的自我超越动机理论。研究的测量工具有:自尊量表,自我超越生命意义量表,指向自我生命意义量表和对意义的追寻量表。被试为北京市某中学的334名初中高中学生。结果显示:青少年心理健康素质动力系统量表的内部一致性Cronbach′sα=0.90,效标效度较理想。研究结论:该量表可以作为测量青少年心理健康素质动力系统的一个较为可靠的工具。     

CROSS-NATIONAL DIFFERENCES IN RELATIONSHIPS OF WORK DEMANDS, JOB SATISFACTION, AND TURNOVER INTENTIONS WITH WORK–FAMILY CONFLICT

A study of work interference with family (WIF) among managers is described, contrasting four clusters of countries, one of which is individualistic (Anglo) and three of which are collectivistic (Asia, East Europe, and Latin America). Country cluster (Anglo vs. each of the others) moderated the relation of work demands with strain-based WIF, with the Anglo country cluster having the strongest relationships. Country cluster moderated some of the relationships of strain-based WIF with both job satisfaction and turnover intentions, with Anglos showing the strongest relationships. Cluster differences in domestic help were ruled out as the possible explanation for these moderator results.     

POSITIVE PSYCHOLOGICAL CAPITAL: MEASUREMENT AND RELATIONSHIP WITH PERFORMANCE AND SATISFACTION

Two studies were conducted to analyze how hope, resilience, optimism, and efficacy individually and as a composite higher-order factor predicted work performance and satisfaction. Results from Study 1 provided psychometric support for a new survey measure designed to assess each of these 4 facets, as well as a composite factor. Study 2 results indicated a significant positive relationship regarding the composite of these 4 facets with performance and satisfaction. Results from Study 2 also indicated that the composite factor may be a better predictor of performance and satisfaction than the 4 individual facets. Limitations and practical implications conclude the article.