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  • 1
    Electronic Resource
    Electronic Resource
    NARRATIVE JOB DESCRIPTIONS AS POTENTIAL SOURCES OF JOB ANALYSIS RATINGS (1982)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 35 (1982), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The present study investigated whether narrative job descriptions could be converted to quantitative rating scores using traditional job analysis questionnaire techniques. Detailed written descriptions of 121 job categories in a military health care facility were rated using the Position Analysis Questionnaire (PAQ). Indices of interrater agreement suggested acceptable levels of agreement for job dimension scores derived from these ratings. Further, when regressed against GATB abilities estimates, the job dimension scores produced values very similar to those reported by previous studies using the PAQ. Finally, cluster analyses of the 121 job categories suggested that the dimensions reflected important differences and similarities among the job categories and thus provided a viable means of grouping jobs into higher order families. Potential uses for data derived from narrative job descriptions are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1982.tb02224.x
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION (1980)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 33 (1980), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects (n= 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1980.tb02167.x
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    RELATIONSHIPS BETWEEN PSYCHOLOGICAL CLIMATE AND A VIE MODEL FOR WORK MOTIVATION (1977)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 30 (1977), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: 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.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1977.tb02091.x
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  • 4
    Electronic Resource
    Electronic Resource
    BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES (1977)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 30 (1977), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: 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.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1977.tb02316.x
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    Paper (German National Licenses)
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  • 5
    Electronic Resource
    Electronic Resource
    The Influences of Performance Cues and Observational Focus on Performance Rating Accuracy (1993)
    Oxford, UK : Blackwell Publishing Ltd
    Journal of applied social psychology 23 (1993), S. 0 
    Details
    ISSN: 1559-1816
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The present study examined the effects of observational focus and performance cues on rating accuracy. It was hypothesized that these two factors would affect ratings independently: a) subjects given a good performance cue would rate the target more positively than subjects given a poor performance cue and, b) subjects using an event focus would rate the target person more accurately than subjects using a person focus. One hundred twenty undergraduates viewed the same videotape and subsequently stated which of a set of 48 behaviors were exhibited by the target person. The results supported the hypothesized performance cue effect. Observational focus did not have the hypothesized main effect on rating accuracy but was involved in a four-way interaction. The interaction indicated that, as the focus of the subject's attention broadened to the entire event, the errors associated with the performance cue effect were lessened. The subjects using an event focus were likely to generate ratings characterized by a positivity bias, whereas those using a person focus were more likely to generate ratings biased by performance cues.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1559-1816.1993.tb01046.x
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    Paper (German National Licenses)
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  • 6
    Electronic Resource
    Electronic Resource
    Competitiveness and the Similarity of Preferred Coworkers (2002)
    Oxford, UK : Blackwell Publishing Ltd
    Journal of applied social psychology 32 (2002), S. 0 
    Details
    ISSN: 1559-1816
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The study investigated effects of different work contexts on the individual's desire to work with a similar or dissimilar coworker. Business students (N= 536) were assigned to 1 of 3 conditions (competitive task, skill-development task, and nonspecific task) and were asked to describe their preferred coworker for that task. Individuals were expected to prefer coworkers whom they perceived as similar in noncompetitive situations, but those whom they perceived as dissimilar in competitive situations. Further, it was hypothesized that the type of similarity emphasized (skills, personal values, and personal style) would reflect the type of anticipated interaction. As expected, participants in competitive conditions chose coworkers with lower skills and generally dissimilar values and personal style. Coworkers selected for the skill-development condition possessed similar skills and were more similar in values.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1559-1816.2002.tb01424.x
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  • 7
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    Job Preference in the People's Republic of China: Distinguishing the Self From Others (1990)
    Provincetown, Mass., etc. : Periodicals Archive Online (PAO)
    Journal of Psychology. 124:6 (1990:Nov.) 675 
    Details
    ISSN: 0022-3980
    Topics: Psychology
    URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pao:&rft_dat=xri:pao:article:1140-1990-124-06-000007
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  • 8
    Electronic Resource
    Electronic Resource
    Book review (1986)
    Springer
    Motivation and emotion 10 (1986), S. 95-97 
    Details
    ISSN: 1573-6644
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF00992153
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    Paper (German National Licenses)
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  • 9
    Electronic Resource
    Electronic Resource
    Book reviews (1984)
    Springer
    Motivation and emotion 8 (1984), S. 85-89 
    Details
    ISSN: 1573-6644
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF00992995
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    Paper (German National Licenses)
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  • 10
    Electronic Resource
    Electronic Resource
    Influences of supervisor liking of a subordinate and the reward context on the treatment and evaluation of that subordinate (1990)
    Springer
    Motivation and emotion 14 (1990), S. 215-233 
    Details
    ISSN: 1573-6644
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract Previous research suggests that a supervisor's liking of a subordinate biases evaluations of that subordinate's performance. Other research suggests that supervisor liking influences the treatment of the subordinate, which may in turn influence the subordinate's performance. The present study investigated these influences in a laboratory simulation. Subjects (N=140) worked on their own tasks and supervised an alleged subordinate during a 30-min work period. Supervisor liking of a subordinate was manipulated by altering the personality characteristics and the attitude similarity of the subordinate. Reward context was manipulated by rewarding supervisors for either the total performance of both the supervisors and subordinates or for the individual performance of each supervisor only. Supervisor liking positively influenced the expected leader-member exchange, treatment of the subordinate, and evaluations of subordinate performance. The reward context influenced supervisor treatment of the subordinate and the number of problems the supervisor solved.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF00995570
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    Paper (German National Licenses)
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