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1.
Richard C. Becherer Fred W. Morgan John P. McDonald 《Journal of Personal Selling & Sales Management》2013,33(1):36-40
AbstractSales representative motivation, satisfaction, and performance have been topics of considerable interest to managers and researchers alike for many years. Recently researchers have borrowed conceptualizations from organizational behavior and applied them successfully in the sales setting. For the most part, research on work-related sales representative motivation has focused on either the “expectancy” approach or the “job characteristics” approach. A brief overview is presented, followed by an assessment of the validity of the core dimensions found in the increasingly popular Job Diagnostic Survey in a sales representative context. The managerial implications of the assessment are also discussed. 相似文献
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R. Kenneth Teas 《Journal of Personal Selling & Sales Management》2013,33(2):18-26
AbstractHypotheses were tested concerning the relationship between selling task characteristics and industrial salesforce job satisfaction. The specific explanatory model included the five core task variables measured by the “Job Diagnostic Survey Instrument” designed by Hackman and Lawler. The hypotheses tested were that salespersons' job satisfaction will be greater to the extent that they perceive their selling jobs to be characterized by high skill variety requirements, task identity, task significance, autonomy, and performance feedback from the job. In addition, based upon previous research in non-selling occupations, the salesperson's higher order need strength was examined as a possible moderator variable for the task characteristic/job satisfaction relationship. 相似文献
3.
ANNE L. CHANDLER 《Journal of Employment Counseling》1984,21(3):98-102
A preliminary study was conducted to examine the possible utility of an abbreviated version of a group support program for job placement with clients of the Job Service. Such procedures may be helpful both in achieving job placement for clients and in assisting clients in meeting personal needs related to the stress of job seeking. Suggestions for further empirical validation of results are included. 相似文献
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Based on research regarding the role of attitudinal ambivalence in the validity of attitudes in predicting behavior, we propose job ambivalence as a promising concept for job satisfaction research. In particular, we argue that job ambivalence (i.e., coexistence of positive and negative evaluations of one's job) may moderate the relationship between job satisfaction and job performance. Results of a study conducted with managers of an IT company show, as predicted, that job satisfaction is a better predictor of job performance (i.e., higher satisfaction related to higher performance) when individuals experience low job ambivalence, as compared to when individuals experience high job ambivalence. Implications for future research are discussed. 相似文献
5.
Peter T. Van den berg Jan A. Feij 《International Journal of Selection & Assessment》2003,11(4):326-339
The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N=161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self‐efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self‐efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction. 相似文献
6.
Carlos M. Mallol Brooks C. Holtom Thomas W. Lee 《Journal of business and psychology》2007,22(1):35-44
The demographic composition of the workforce is changing, with an increase in the participation of minorities. Numerous studies
center their attention on the inclusion of minorities, but variation in turnover of a culturally diverse workforce has not
received much attention. Forecasts indicate that by 2020 Hispanic presence will increase 60% nationwide. Given these trends,
it is critical that management scholars examine the impact of Hispanic cultural factors on important organizational outcomes
such as voluntary turnover. This paper assesses whether there are significant differences between Hispanics and Caucasians
with respect to job embeddedness and voluntary turnover. The findings suggest that job embeddedness is a robust predictor
of employee retention across diverse populations.
Portions of this research were submitted by Carlos M. Mallol in partial fulfillment of requirements for his doctoral degree.
A preliminary version of this article was presented at the 2003 Academy of International Business Conference. 相似文献
7.
ROBERT G. WEGMANN 《Journal of Employment Counseling》1991,28(1):8-12
Between the ages of 25 and 64, American adults work for an average of eight employers. Occupational change is less frequent; major changes in career direction are rare. 相似文献
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山东素称“齐鲁之邦”,这是因为西周初期分封在这里的齐、鲁两大诸侯国而得名。在漫长的岁月中,两大诸侯国形成了各自的文化体系,被后人称为“齐文化”与“鲁文化”。以儒家学说为核心的鲁文化博大精深,其特点为崇尚礼治。齐文化被称为“齐学”,同样是源远流长。其特点为 相似文献
10.
The Job Club program consisted of a series of monthly groups, meeting daily for 15–20 three-hour sessions conducted in the Azrin Job Club methodology. Results indicate that those clients attending the Job Club sessions had a higher employment rate than did those not attending. 相似文献
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Two studies examined the consequences of turnover, by investigating factors affecting the job satisfaction of people who remain (i. e., stayers) in response to a coworker (i. e., leaver) who departed for a better job. Consistent with Tesser and Campbell's (1983) self-esteem maintenance model, three factors were found to influence the job satisfaction level of stayers: (a) the extent to which they compared their job situation to the leaver's new one, which was negatively related to stayers’ level of satisfaction, (b) the relevance of the leaver to the stayer for social comparison purposes, which was negatively related to the stayers’ level of satisfaction, and (c) the stayers’ trait self-esteem, which was positively related to the stayers’ level of job satisfaction. Theoretical implications, limitations, and future research directions are discussed. 相似文献
13.
Increasing demand for workplace proactivity has directed scholarly attention to job crafting as a voluntary and proactive form of job design. While mounting research has examined the impact of employee job crafting on work outcomes, little is known about the role of job crafting on the part of store managers in predicting unit-level performance. To fill this gap, this study aims to investigate the link between store manager job crafting and store performance, and proposes job resources as boundary conditions affecting this relationship. We collected survey-based data from 235 restaurant stores in South Korea and performed multilevel regression analyses. Results indicated that store manager job crafting was positively associated with store sales performance. This relationship was more pronounced when store managers received performance feedback than when they did not. However, autonomy and opportunities for development did not moderate the store manager job crafting–store performance relationship. 相似文献
14.
Searching for a job is a self-directed activity that requires self-regulation over significant periods of time; yet, in the scientific community, we know little about proximal support interventions that shape the self-regulation processes during a job search. Using an experimental design, we tested a proximal support intervention in the form of metacognitive prompts and how this shaped metacognition and effort in 123 university job seekers over a period of 9 weeks. Job seekers who were exposed to the intervention reported higher levels of metacognition, effort, and a greater number of job interviews compared to job seekers in a control condition. Additionally, the present study revealed that the prompting intervention, compared to the active control condition, resulted in higher levels of metacognition for job seekers who were less committed to finding a job than for job seekers who were more committed to finding a job. In summary, the current study makes important contributions to the job search literature and practice by fine-tuning our understanding of the interventions that may support metacognition during the job search process and the individuals for whom these interventions may be most effective. 相似文献
15.
Berlyne's theory of aesthetic response was tested in an ecologically valid setting by playing music in a university cafeteria. Four music conditions were employed representing low, high, and moderate complexity new age music, and moderate complexity mechanical organ music. Response measures were how readily diners cited the music as an aspect of the environment which they might like to change, and how much they liked the music. Liking for the new age extracts was consistent with Berlyne's theory, although liking for the moderate complexity mechanical organ music indicated that factors other than complexity may also determine musical preference. As dislike became more extreme, music became more salient as a feature of the environment that subjects might like to change. 相似文献
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Job satisfaction and turnover in a female clerical population 总被引:2,自引:0,他引:2
C L Hulin 《The Journal of applied psychology》1966,50(4):280-285
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工作压力的要求-控制模型 总被引:14,自引:0,他引:14
工作要求和工作控制共同决定工作压力。大量的研究很好地支持了该模型,但对Karasek所假设的关于工作要求和工作控制之间的交互作用的验证结论也存在一些矛盾的方面。作者分析了工作要求-控制模型和其它工作压力模型之间的差异,对该模型以及正反两方面的研究证据作了详细地述评,并提出了今后相关研究的思路。 相似文献
18.
《Basic and applied social psychology》2013,35(4):297-316
Moderated regression analyses are used to assess the degree to which indirect indicators of job importance moderate the relationship between job satisfaction and life satisfaction. The 1971 Quality of American Life Survey (N = 2,164) and the 1972-1973 Quality of Employment Survey (N = 1,496) provide two large nationwide probability sample data sets for these secondary analyses. It is hypothesized that the strength of the job satisfaction-life satisfaction relationship is positively related to job importance. Contrary to this hypothesis, respondents whose jobs were expected to be more important do not have substantially stronger job satisfaction-life satisfaction relationships than respondents whose jobs were expected to be less important. The zero-order job satisfaction–life satisfaction correlations in both samples are stronger than expected (r = .48 and r = .49). Discussion focuses on the conceptual implications of the failure to find substantial moderator effects. Locke's (1969) theory of the implicit role of importance in determining satisfaction is invoked to explain the obtained pattern of results. 相似文献
19.
María Fernanda García María del Carmen Triana Abby N. Peters Mabel Sánchez 《International Journal of Selection & Assessment》2009,17(3):290-299
The purpose of this study was to examine the role of self‐enhancement in a job search context. Based on previous theoretical and empirical research on positive illusions and core self‐evaluations, we examined the relationships among core self‐evaluations, self‐enhancement, perceived job alternatives, and job search behaviors. Participants in two different studies were students attending a career fair at a university in the southwestern United States to look for a job. Results showed that self‐enhancement is positively related to preparatory job search and mediates the relationship between core self‐evaluations and perceived job alternatives. The implications of this study are discussed. 相似文献
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