Job attachment,satisfaction, and turnover among public sector employees

This study sought (1) to compare the relative predictive powers of job attachment and job satisfaction with respect to turnover among a sample of public employees; and (2) to examine individual and job-related influences on both attitudes. It was found that attachment was a more effective predictor of turnover than overall satisfaction (or any facet of satisfaction), even when the alternative attitude was partialled out. In addition, it was found that individual employee characteristics were more strongly related to attachment than were job characteristics, while the opposite was found for satisfaction. The findings are discussed in the light of previous evidence, and implications are drawn for research in vocational behavior.     

Vocational behavior and career development, 1980: A review

Papers were reviewed in the sections where their major findings seemed to have the most important implications. Since it typically was not possible to do justice to individual studies in a few lines of summary, readers are referred to the specific articles of their interest for further information regarding other findings.As has been the case in the past several years, the number of studies related to vocational behavior and career development appears to be expanding, along with perceptions of what is relevant to the field. As greater emphasis is placed on the working life of individuals after initial occupational choices are made, researchers on vocational behavior and career development will increasingly find it necessary to synthesize research findings from the areas of industrial/organizational psychology, organizational sociology, and organizational behavior and theory. This factor may suggest greater collaboration among researchers across these fields in the future. In any event, the broadening base of relevant research, while challenging, also is an exciting development with rich potential for increased knowledge of vocational behavior.As Walsh mentioned in his review of 1978 literature, there is a vital need for more work of a longitudinal nature. We see some increase this year, but we are too frequently forced to draw conclusions regarding long-term vocational development from studies which are mainly crosssectional and correlational in nature.Among the research directions of note this year is the increasing emphasis on information processing/decision-making frameworks as a means of studying the vocation development process. Other trends were the growing concern with the relationship between work and nonwork, interest in recruitment processes, and the emphasis on situational as well as individual factors in predicting vocational behavior.     

MBA Education, Business Ethics and the Case for Shareholder Value

The appropriate MBA curriculum has been debated for nearly a half century. More recently, critics contend that the emphasis on functional fields in MBA education has incorrectly elevated the importance of shareholder value resulting in unethical behavior. Although some criticism of MBA programs has merit, shareholder wealth maximization should remain the dominant management objective because it is relatively easy to implement and generally consistent with the interests of stakeholders.     

Career stages: A partial test of Levinson's model of life/career stages

This study purports to test a theory of life and career stages developed by Daniel Levinson and his associates. The theory suggests four distinct stages between ages 20 and 45 each with their own developmental tasks and related behaviors and attitudes. Subjects (759 managerial, professional, and technical employees) were selected randomly from levels and departments of a major public sector employer in the midwest United States. The measure of career stage asked respondents to indicate whether they had passed through, were still in, or had not yet reached each stage as operationalized by a short vignette. Attitudinal and behavioral measures were abstracted from previously developed instruments. Only moderate support for the theory was found with little or no evidence to support the age-linked notion of these stages. Stages were found to be discriminable in terms of certain attitudes (upward mobility, career and overall job satisfaction, and job commitment) as predicted. Suggestions are given for improvements in measurement, research design, and theory refinement.     

Complex decision making: A longitudinal study of process and performance

Two studies using a computer-simulated, strategy-formulation game and business students were conducted using simultaneous verbal protocols. It was found that a number of information-processing and information-evaluation thought processes were significantly related to game performance. Consistent with what is known about individual decision making, the present results suggest that, for the task used in this study, individuals who engage in causal analysis perform better than those who do not. But those who focus on negative emotions, blindly repeat previously successful decisions, and engage in illogical through processes perform more poorly than those who do not. Causal replication using real managers within organizational settings, however, is needed before firm conclusions can be drawn from this research.     

Collaboration in Business Schools: A Foundation for Community Success

Business schools are often thought of as being accountable for the individual student’s personal development and preparation to enter the business community. While true that business schools guide knowledge development, they must also fulfill a social contract with the business community to provide ethical entry-level business professionals. Three stakeholders, students, faculty, and the business community, are involved in developing and strengthening an understanding of ethical behavior and the serious impacts associated with an ethical lapse. This paper discusses the ways the business schools may enhance the student’s ethical knowledge and understanding, and proposes a roadmap that business schools may use to develop or strengthen a strong ethical culture. The authors, Leland Horn and Michael Kennedy, are third year doctorate of management students at Colorado Technical University, 4435 North Chestnut Street, Colorado Springs CO 80907.     

Interpersonal needs and functional area of management

This study examines a sample of first-semester MBA students to determine the relationship between their interpersonal needs and their preferences for a functional area of management. The students were categorized according to their preference for one of the following eight functional areas: accounting, systems analysis, finance, small business management, engineering, marketing, manufacturing management, and personnel management. Interpersonal needs were measured by the Fundamental Interpersonal Relations Orientation (FIRO-B) instrument developed by W. C. Schutz. Significant differences in interpersonal needs were found among students preferring different functional specialities. Implications of the results are discussed in terms of occupational choice processes.     

A comparison of female supervisors in business and government organizations

This exploratory study compared the life style and interpersonal need orientation, leadership style, and perception of the organization structure of female supervisors in business and government organizations. The government group had a significantly higher formalistic and lower sociocentric and personalistic life style orientation; lower needs for expressed control, expressed affection, wanted inclusion, wanted affection, and a higher need for wanted control; were lower on consideration and higher on structure leadership dimensions; and perceived their organization as being more bureaucratic and less collaborative and coordinative than the business group. The findings were discussed in terms of the processes of individual-organization congruity and organizational socialization.     

The relative effectiveness of alternative job sources

Vocational research has focused on the occupational choice process and the individual's adjustment to work. Very little research has examined the job search process in which the individual must engage in order to implement occupational choices. This study examines one dimension of the job search process: the relationship between job source and subsequent work experiences. The data reveal that when the respondents initially entered the labor market, those relying on formal job sources tended to work in higher-level occupations and in jobs more closely related to their training than their counterparts who used other job sources. In the longer run, the labor market advantages associated with the use of formal job sources dissipated for the engineering majors but tended to persist for the business alumni.