CORRELATIONS BETWEEN LENGTH OF STAY IN THE JOB CORPS AND READING ABILITY OF THE CORPSMEN

Data on sex, age, race, length of stay, and reading ability were collected on 116 subjects who dropped out of the Job Corps in 1970. The data were analyzed to determine if there were any correlation between length of stay and reading ability. The findings yielded no significant correlations. Certain weaknesses of the study are pointed out and a more promising experimental design, related to other research, is discussed.     

THE RELATIONSHIP BETWEEN WORK EXPERIENCE AND JOB PERFORMANCE: A CONCEPTUAL AND META-ANALYTIC REVIEW

A gap in the conceptual development of the work experience construct was addressed by creating a framework specifying two dimensions along which work experience measures can vary. The dimensions of measurement mode (amount, time, and type) and level of specificity (task, job, organizational) formed nine separate categories of measures of work experience. The usefulness of the conceptual framework was tested by conducting a meta-analytic review of the existing literature on work experience using the dimensions in the framework as potential moderators of the experience-performance relationship. Results of the meta-analysis ( N = 25,911; K = 44) revealed an estimated population correlation of 27 between experience and performance after correcting for sampling error and criterion unreliability. In addition, the results showed that amount ( M = .43) and task-level ( M = .41) measures of work experience had the highest correlations with measures of job performance. In addition, work experience had the highest correlations with hard (e.g. work samples) as opposed to soft (e.g. ratings) measures of job performance ( M = .39 vs. M = .24). Implications and directions for future research are discussed.     

THE RELATIONSHIP BETWEEN EXPECTANCIES AND JOB BEHAVIOR FOR WHITE AND BLACK EMPLOYEES

The purpose of the present study was to investigate the relationship between effort-reward expectancy (Porter and Lawler, 1968) and job behavior for white and black employees. It was found, first, that the blacks in this study tended to see a greater connection between hard work and rewards than did the whites. However, the ethnic groups did not differ in the rated importance they attributed to these rewards. It was also found that the relationship between expectancy and work motivation criteria was generally low for both samples. The interpretation of expectancy-criterion correlations as possible indicators of importance was explored.     

FURTHER EXPLORING THE RELATIONSHIP BETWEEN JOB SEARCH AND VOLUNTARY INDIVIDUAL TURNOVER

This study tested the usefulness of a new job search behavior measure to account for voluntary turnover beyond more frequently tested work attitude and withdrawal cognition variables. Using two samples, 339 registered nurses and 234 insurance company employees, three measures of job search were distinguished: preparatory job search behavior, active job search behavior, and general effort job search. Active job search behavior had a stronger relationship to voluntary turnover than preparatory job search behavior or general effort job search, and it accounted for significant additional turnover variance beyond work attitude and withdrawal cognition variables. Stronger results were found when unavoidable leavers were deleted from the turnover subsample.     

THE VALIDITY OF THE JOB CHARACTERISTICS MODEL: A REVIEW AND META-ANALYSIS

The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristics-performance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.     

KIERKEGAARD ON PATIENCE AND THE TEMPORALITY OF THE SELF: The Virtues of a Being in Time

This paper examines Kierkegaard's discussion of patience in some of his Upbuilding Discourses , and its connection with his understanding of the nature of selfhood as it appears both in the Discourses and in The Sickness unto Death . That understanding stresses that selfhood is not simply given, but is a task to be achieved—although a task that can only be achieved by the self that is formed in the process of undertaking it. For Kierkegaard, an account of the self that recognizes its essential temporality must give a crucial role to patience as a virtue necessary for the formation and maintenance of personal identity. However, although the self is essentially temporal for Kierkegaard, it is also essentially such as to participate in eternity, and this complexity and tension in his concept of the self gives his understanding of patience a particular character—one that presents an important challenge to some of the dominant assumptions of recent and contemporary philosophy in both the analytic and the continental traditions.     

SCHLEIERMACHERIAN TRANSCENDENTAL SPIRITUALITY AND THE BOOK OF JOB

The Book of Job is certainly one of the most enigmatic and attractive books in all of the Hebrew Scriptures. As a masterfully written poem, Job utilizes imagery and metaphor in such a way as to leave even the secular reader in awe. It tells the story of a pious man who, through many sufferings, is tested by the Divine and sent on a spiritual journey which culminates in a face to face meeting with God. As a poem and as Scripture, Job has been the subject many interpretations over thousands of years. Often read as an insight into the mysteries of evil, innocent suffering, human nature, and the Divine, this piece of poetic Scripture has been the source of much debate and frustration among scholars and the faithful alike. It is not the purpose of this essay to attempt an overview of these various interpretations with the intention of settling upon one superior interpretation. Also, it is not the purpose of this essay to refute any previous interpretations. What I will offer is merely one interpretation among many – an interpretation which I hope might further, if only to the smallest degree, the significance of this great text for even one reader.
This essay will take the theology of Friedrich Schleiermacher and, relying on an interpretation of Job given by Gustavo Gutierrez, offer a way of reading Job which leads to a transcendental spirituality. I will accomplish this in three parts: first, I will lay out certain Schleiermacherian concepts which advocate a form of transcendental spirituality; next, relying on Gutierrez's interpretation, I will draw parallels between Schleiermacher's concepts and the spiritual journey of Job; finally, I will show how the book of Job itself can be read as a tool for developing a transcendental spirituality within the reader. In the end, it will be clear that, without fear of 'misinterpretation,' the Book of Job can guide the reader to a transcendental spirituality.     

SELF-ESTEEM AND JOB PERFORMANCE: THE MODERATING ROLE OF SELF-ESTEEM CONTINGENCIES

Although theoretical perspectives suggest self-esteem level (i.e., high/low) should have main and moderating effects on job performance, empirical and narrative reviews of the literature suggest such effects are either nonexistent or highly variable. To account for these mixed findings, we hypothesized that self-esteem level should only have main and moderating effects on job performance when one's self-esteem is not contingent upon workplace performance. Using multisource ratings across 2 samples of working adults, we found that the importance of performance to self-esteem (IPSE) moderated the effect of self-esteem level on job performance and moderated the buffering interaction between self-esteem level and role conflict in the prediction of job performance. Our results thus support IPSE as an important moderator of both main and moderating effects of self-esteem level.     

A LONGITUDINAL INVESTIGATION OF THE RELATIONSHIPS BETWEEN JOB INFORMATION SOURCES, APPLICANT PERCEPTIONS OF FIT, AND WORK OUTCOMES

This longitudinal field study was designed to examine the relationships between job information sources, self-esteem, and perceptions of person-job (P-J) and person-organization (P-O) fit, as well as the relationships between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms, and turnover). The results indicate that the number of formal job information sources and self-esteem were positively related to perceptions of P-J fit, and formal job information sources were positively related to perceptions of P-O fit. Perceptions of P-J fit were positively related to job satisfaction, organizational commitment, organizational identification, and negatively related to stress symptoms and intentions to quit. Perceptions of P-O fit were negatively related to intentions to quit and turnover. In addition, perceptions of fit mediated the relationships between job information sources and self-esteem with job satisfaction, intentions to quit, and turnover. These results highlight the job applicant's perspective of fit, and demonstrate the importance of both P-J and P-O fit perceptions.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

TRUST AND THE COMMUNICATION OF PERFORMANCE APPRAISAL INFORMATION: THE EFFECT OF FEEDBACK ON PERFORMANCE AND JOB SATISFACTION

The feedback of performance appraisal information is a critical communication activity in organizations. Research on the topic, however, has generally been limited to (1) treating feedback as an undifferentiated construct, and (2) not examining the important moderating impact of trust of the receiver in the sender. Using a sample of 100 managers, this study explores the dimensionality of the feedback construct, the relationships of feedback to individual performance and satisfaction, and the moderating effects of trust on these associations. Results indicate that various aspects of feedback are differentially related to performance and satisfaction under conditions of high and low trut. Importantly, the communication of performance appraisal information is found to be a more important correlate of satisfaction and performance for subordinates who express low trust in their superiors.