A longitudinal test of the investment model: The development (and deterioration) of satisfaction and commitment in heterosexual involvements.

Used a longitudinal study of heterosexual dating relationships to test investment model predictions regarding the process by which satisfaction and commitment develop (or deteriorate) over time. Initially, 17 male and 17 female undergraduates, each of whom was involved in a heterosexual relationship of 0–8 wks duration, participated. Four Ss dropped out, and 10 Ss' relationships ended. Questionnaires were completed by Ss every 17 days. Increases over time in rewards led to corresponding increases in satisfaction, whereas variations in costs did not significantly affect satisfaction. Commitment increased because of increases in satisfaction, declines in the quality of available alternatives, and increases in investment size. Greater rewards also promoted increases in commitment to maintain relationships, whereas changes in costs generally had no impact on commitment. For stayers, rewards increased, costs rose slightly, satisfaction grew, alternative quality declined, investment size increased, and commitment grew; for leavers the reverse occurred. Ss whose partners ended their relationships evidenced entrapment: They showed relatively low increases in satisfaction, but their alternatives declined in quality and they continued to invest heavily in their relationships. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A multivariate analysis of the determinants of job turnover.

Developed and tested a multivariate analysis of the turnover process with 654 accountants (mean age 37 yrs). The following variables were measured: demographic variables, tenure, cognitive/affective orientation to current position (including multiple measures of job satisfaction and organizational commitment), perceived job security, intention to search for an alternative position, perceived existence of alternative positions, and intention to change positions. Turnover data were collected 1 yr later, and it was found that 22% of Ss had changed jobs. Results support the existence of significant relationships between the set of independent variables presented in the working model and actual turnover, but not the hypothesis that all variables influence turnover behavior through their impact on intentions to change position. Turnover was significantly influenced by age, tenure, job satisfaction, organizational commitment, and job security. Turnover behavior was also more strongly related to intentions to search for alternatives than to intentions to change positions. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Methods of communication and mediating processes in realistic job previews.

Assigned 164 bank teller applicants (mean age 22 yrs) who were offered jobs to 1 of 3 experimental groups to investigate the effectiveness of presenting realistic job previews. Ss in Group 1 received a job preview from an incumbent teller; Ss in Group 2 received a job preview brochure; Ss in Group 3 served as controls. Substantially fewer Ss in Group 1 left the job 2–3 mo later than did Ss in the other groups. There were no significant differences in job outcome between Ss in Groups 2 and 3. There was also no support for self-selection and commitment to choice as mediating processes. (32 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship between job satisfaction and job performance between western and tribal Black employees.

Examined the effect of westernization on the job performance/job satisfaction relationship in 132 Black male 1st-level supervisors in 15 different South African factories. When the sample was split into western and tribal subgroups, the relationship between performance and satisfaction was significantly higher among western Ss. The 2 subgroups were also compared on measures of intrinsic motivation, instrumentality, and valence of job rewards. Because the western subgroup only obtained a significantly higher score on the measure of intrinsic motivation, it is suggested that it may be because they are more concerned about performing well than that the performance–satisfaction relationship is higher among western employees. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of job enrichment and task goals on satisfaction and productivity: Implications for job design.

A 2-phase research project investigated the effects of job enrichment and goal setting on employee productivity and satisfaction in a well-controlled, simulated job environment. In the 1st phase, 2 conditions of goal setting (assigned goals vs no goals) and 2 conditions of job enrichment (enriched vs unenriched) were established, producing 4 experimental conditions in which 42 part-time workers took part. Job enrichment had a substantial impact on job satisfaction but little effect on productivity. Goal setting, on the other hand, had a major impact on productivity and a less substantial impact on satisfaction. In the 2nd phase (after 2 days' work), Ss with unenriched jobs worked under the enrichment conditions and Ss originally without goals were assigned goals. Again, job enrichment had a positive effect on job satisfaction, while goal setting had a positive effect on performance. Results are discussed in terms of the current theoretical approaches for understanding employee motivation on the job. (32 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The interactive effect of chronic exposure to noise and job complexity on changes in blood pressure and job satisfaction: A longitudinal study of industrial employees.

The hypothesis of this study was that noise exposure level and job complexity interact to affect changes in blood pressure (BP) levels and job satisfaction over 2–4 yrs of follow-up. Results showed that among workers exposed to high noise, those with complex jobs showed increases in BP that were more than double shown by those with simple jobs. Under low noise exposure, there was a small increase in BP for workers with complex jobs but about a 3-fold increase in workers with simple jobs. The prevalence of elevated BP showed a similar trend. Job satisfaction increased among workers with complex jobs but was much less in those exposed to high noise. It was concluded that exposure to occupational noise has a greater negative impact on changes in BP and job satisfaction over time among those performing complex jobs. In contrast, job complexity had a clear beneficial effect for workers exposed to low noise. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work conditions and personality characteristics affecting job satisfaction of student interns in extended health care facilities.

58 undergraduates employed as summer interns in extended health care facilities completed the Allport-Vernon-Lindzey (AVL) Study of Values, the TAT, and at least 25 daily logs in which they recorded activities and rated them according to a satisfaction index. Significantly high AVL social and low political and economic scores were found among the intern Ss attracted to health care summer jobs, compared to other student populations. Those Ss whose jobs allowed them to interact and care for the total needs of a few patients indicated much greater job satisfaction than those who were isolated from patients or who were responsible for only a few aspects of patient care. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment.

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was empirically evaluated using data collected from a sample of 577 full-time employees of a 327-bed Veterans Administration Medical Center. The {lisrel vi} computer program was used to conduct a confirmatory factor analysis of items from measures of these three concepts and to evaluate relations between other job-related variables and the three attitudinal measures. Results of these analyses indicated that the measures of job satisfaction, job involvement, and organizational commitment assess empirically distinct concepts. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of gender-role identity on women's self-esteem, lifestyle satisfaction and conflict.

541 female college students were screened on the Bem Sex-Role Inventory and the Attitudes Toward Women Scale. Ss scoring in the "feminine"/traditional (TD) or "masculine"/nontraditional (NNT) categories on both tests provided data on their self-esteem, lifestyle satisfaction, and anxiety/conflict over their TD/NNT life choices. TD Ss scored significantly lower on self-esteem and lifestyle satisfaction and higher on anxiety/conflict. Results were interpreted in terms of the differential (i.e., higher) social value attributed to masculine/NNT vs feminine/TD traits and behaviors. Furthermore, the value of intrinsic rewards that accrue to women who lead their lives according to their own preferences and beliefs, regardless of social costs, was explored. Demographically, in comparison to the TD Ss, the NNT Ss were older and were more likely to be married. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Field independence and articulation of sources of job satisfaction.

Hypothesized that analytic (field independent) and global (field dependent) perceivers would differ in their ability to differentiate among intrinsic and extrinsic sources of job satisfaction. Ss were 96 civil service supervisors who completed a Group Embedded Figures Test and the Wernimont job-satisfaction questionnaire. Results show that for global perceivers intrinsic and extrinsic satisfactions correlated substantially with each other and with overall job satisfaction while for analytical perceivers intrinsic and extrinsic satisfactions were independent and, as expected, only intrinsic satisfaction correlated with overall job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relative contributions of motivator and hygiene factors to overall job satisfaction.

Ratings of 4 motivator job aspects, 4 hygiene job aspects, and overall job satisfaction were obtained from 93 male Ss who were equally satisfied with both the motivator and the hygiene aspects of their jobs. 2 of the job aspects (work itself and opportunity for achievement), both motivators, were sufficient to account for the variance in overall satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Changes in newcomer job satisfaction over time: Examining the pattern of honeymoons and hangovers.

In this study, the authors contribute insight into the temporal nature of work attitudes, examining how job satisfaction changes across the 1st year of employment for a sample of organizational newcomers. The authors examined factors related to job change (i.e., voluntary turnover, prior job satisfaction) and newcomer experiences (i.e., fulfillment of commitments, extent of socialization) that may strengthen or weaken the job satisfaction pattern. Results of a study of 132 newcomers with data collected at 4 unique time periods show a complex curvilinear pattern of job satisfaction, such that satisfaction reached a peak following organizational entry and decreased thereafter. However, examination of moderating factors revealed that individuals who reported less satisfaction with their prior job and those having more positive experiences on the new job, such as greater fulfilled commitments and a higher degree of socialization, were most likely to experience this pattern. Findings from this study offer important implications for theory and research on changes in newcomer attitudes over time as well as practical insight on key factors that shape the pattern of job attitudes as individuals enter and experience a new workplace. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of job enlargement and job change on contiguous but nonmanipulated jobs as a function of workers' status.

Assigned 48 client-worker Ss in a sheltered workshop to 1 of 8 work groups. Ratings of group status, attitudes, and tension were obtained from each S before and after manipulation of the job content. The jobs of low-status Ss were either enlarged or changed without enlargement in the presence of high-status Ss whose jobs remained the same, and vice versa. Job enlargement was found generally to be of no greater influence than job change without enlargement so far as Ss' job satisfaction and tension were concerned. Low-status Ss tended to be favorably affected by job manipulation but responded unfavorably when their jobs were not manipulated. These opposing directions are attributed to a double Hawthorne effect. It is concluded that the effect of job enlargement in an organizational context involves a more complex combination of factors than has been previously considered. The utility of the S population for field studies of worker behavior is discussed. (16 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Use of weighting and data on alternative careers to predict career retention and commitment.

Investigated the desirability of collecting data on the importance of job characteristics and anticipated satisfaction with these characteristics in an alternative career to predict career commitment and retention. Ss were 470 graduates of the US Military Academy. 6 data bases were developed and evaluated in terms of several validity measures. Results indicate that data on alternative careers can be meaningful, but data on the importance of job characteristics produce little practical improvement. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Status, job satisfaction, and factors of job satisfaction of state institution and clinic psychologists.

"In this report we will compare psychologists with other mental hygiene professionals—psychologists in state schools and hospitals with psychologists in clinics." Ss were 80 psychiatrists, 80 psychologists, 80 social workers, 80 teachers, 80 nurses (40 of each group in state institutions and 40 in nonstate institutions) and, in addition, 59 upper middle class and 51 lower middle class Ss. There is "limited support for the hypothesis which states that status and job satisfaction are related." The hypothesis that "the status of state institution psychologists is lower than that of clinic psychologists, is generally substantiated." The hypothesis that "there are differences in the job satisfaction of the two groups of psychologists finds some support." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relief from job stressors and burnout: Reserve service as a respite.

To reveal the ameliorative impact of being away from job stressors on burnout, we compared 81 men who were called for active reserve service with 81 matched controls in the same company who were not called during the same period. Each reservist and his control completed questionnaires shortly before the reservist left work for a stint of service and immediately on his return. Analysis of variance detected a significant decline in job stress and burnout among those who served and no change among the control participants. Among those who served, quality of reserve service and degree of psychological detachment from work interacted in moderating the respite effects; the greater the detachment, the stronger the effect positive reserve service experience had in relieving reservists from stress and burnout. Reserve service is discussed as a special case of stress-relieving get-away from work that may be experienced as an ameliorative respite akin to vacation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)