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171.
This study examines employee grievances filed in two unionized public sector organizations that differ markedly in their respective work environments. A total of 353 grievances were filed under seven articles of the labor contract. Statistically significant differences were found between the two organizations in terms of the issues of the labor contract that were grieved. Similarly, statistically significant differences in grieved issues were found among employees working at three sub-divisions of the same organization. The results are discussed in the context of work environment effects on grievances, and the replicability of the findings to previous research on grievances in private sector industrial organizations. 相似文献
172.
This study examines a number of aspects of job satisfaction among women in their thirties and forties over the 1967–1972 period using data from the National Longitudinal Surveys. The data presented suggest that black women were less satisfied with their jobs than whites, and that levels of job satisfaction declined between 1967 and 1972. When asked which aspects of their jobs they liked best, these women were most likely to mention a dimension of their work which stemmed from the job content. Also of particular importance were the socio-emotional aspects of their jobs. There were remarkably few changes in the pattern of responses over the 5-year period. Furthermore, there is evidence that women whose skills were underutilized tended to be more dissatisfied than women for whom this was not the case. Conflicting demands between responsibilities at home and at work also appear to result in lower-than-average levels of job satisfaction. The greatest conflict in this regard appeared to result from an unfavorable attitude of the woman's husband toward her working, indeed more so than by the presence of young children or by her own attitude toward the propriety of women working. The lack of certain straightforward relationships between job satisfaction and such dimensions as family circumstances, skills and labor market characteristics is interpreted in the context of the conceptual framework of Lawler (1973). 相似文献
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TOWARD AN INTEGRATED MODEL OF WORK EXPERIENCE 总被引:5,自引:1,他引:4
Work experience and related concepts such as tenure and seniority have been and continue to be used extensively in a variety of human resource functions. However, research on experience has proceeded without a clear theoretical orientation, adequate consideration of contextual and individual factors, and appropriate attention to measurement and design. These issues are addressed and a model of the work experience construct is offered. Work experience is described as consisting of qualitative and quantitative components that exist at different levels of specification and which interact and accrue over time. The model provides a nomological net for the experience construct linking it to contextual and individual factors critical for the development of experience and its translation into immediate outcomes of work-based knowledge, skills, attitudes, and motivation, and secondary outcomes such as performance. The model provides a basis for specific research propositions and human resource applications that consider work experience as a multidimensional, multilevel, and temporally dynamic construct. 相似文献
176.
MULTI-STAGE SELECTION STRATEGIES: A MONTE CARLO INVESTIGATION OF EFFECTS ON PERFORMANCE AND MINORITY HIRING 总被引:1,自引:1,他引:0
This study explores alternative selection strategies available when a firm has two valid predictors that differ in the magnitude of subgroup differences. We examine 14 different selection rules (e.g., select on a composite of the two predictors versus screen on the first and then select on the second versus screen on the first and then select on a composite of the two), and document through a Monte Carlo simulation that the various selection rules can produce markedly different consequences in terms of the level of job performance achieved and the level of minority representation achieved. The selection rules examined include the use of within-group norming, whichwas restricted by the Civil Rights Act of 1991, and the study examines how selection rules that do and do not include within-group norming fare in terms of the tradeoffs between performance and minority representation. The study shows that the preferred selection strategy will depend on the relative value the firm places on performance and on minority representation, and that the effects of different screen-then-select selection strategies vary as a result of the selection ratios at the screening and selection stages, thus precluding simple conclusions about the merits of each selection strategy. 相似文献
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PAUL D. JANZ 《Modern Theology》2007,23(3):317-348
To be alive as embodied human beings in the world means to be both conceptually or ratiocinatively aware, and sensibly or causally aware. However, under a still powerful influence of idealism, theology over the past two centuries has virtually abandoned the causal and sensibly‐embodied attentiveness to its subject‐matter (revelation) as demanded by the incarnation. It has instead often come to comport itself one‐sidedly, in essentially analytical or linguistically self‐guaranteeing ways, and has thereby lost its contingent and genuinely vulnerable incarnational “edge” at the center of life. This essay tries to restore a properly twofold attentiveness through a reinvigoration of the traditional view of revelation as the divinely causal reality of God in the world. 相似文献