Equity theory and interpersonal attraction.

To test for the effects of high and low interpersonal attraction in conjunction with overpaid, equitably paid, and underpaid forms of compensation, a 2?×?3 factorial experiment was conducted with 66 short-term employees. Interpersonal attraction was induced by providing employees with information that a coworker possessed highly similar versus dissimilar attitudes. Three levels of piece-rate compensation were created for performing a proofreading task (underpaid, 50 cents per page; equitably paid, 75 cents per page; and overpaid, $1.00 per page). Dependent measures included quantity and quality of performance, and indexes of job satisfaction. The results replicated past findings of equity restoration responses (i.e., participants altered quantity and quality of performance to achieve equity) and identified significant interactions for interpersonal attraction and forms of compensation. Coupled with past findings in the attraction literature, the nature of these interactions suggests that interpersonal attraction may play an important role in determining employee equity restoration responses. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of piece-rate overpayment on productivity.

Investigates why a number of equity studies have reported that piece-rate overpayment leads to low productivity. It has been argued that low productivity is a side effect of overpaid Ss striving for higher quality, or that Ss actually try to reduce their feelings of inequity by reducing their production, thereby reducing their pay outcomes. To determine the reason for the low productivity, a task was developed upon which striving for high quality would not necessarily lead to lower productivity. Data from 37 randomly selected Ss showed that overpaid Ss produced significantly less than equitably paid Ss, and that low productivity of overpaid Ss could not be attributed to their striving for higher quality. It is concluded that when faced with overpayment, Ss try to reduce their outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Womanizing work.

Proposes that work may have different meanings for women than for men. Although each technological advance has "humanized" work by providing more secure conditions of life, most of these advances have contributed to the improvement of the male's ego status, feelings of independence, and achievement. By contrast, females have been kept in a state of relative dependency through lower pay rates, low-status, and repetitive job assignments. The demand for better treatment of females is stirring hostility on the part of majority and minority males, who feel threatened either immediately or in terms of anticipated promotions. As these resistances are overcome, "womanizing work" can be achieved by infusing nurturant values into the work environment. This may lead to improvement of job satisfaction for both males and females. (16 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)     

A linear model of job satisfaction.

Data relevant to 5 separate areas of a worker's job satisfaction (satisfaction with: work, pay, promotion opportunities, co-workers, and supervision) and 6 independent variables (age, tenure on the job, tenure with the company, job level, salary, and salary desired minus salary received) were gathered from a sample of 185 male workers and 75 female workers employed in 2 plants of an electronics manufacturing firm in New England. Multiple-regression analyses were done on these data to determine the validity of two hypotheses of Herzberg that age and tenure bear U-shaped relationships to job satisfaction. No support was found for these hypotheses. For the male workers a linear model of job satisfaction predicted work and pay satisfaction. None of the other dependent variables for the male or female workers could be predicted significantly and consistently. An explanation based on discrepancies between expectations and environmental return is offered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stability in the midst of change: A dispositional approach to job attitudes.

Analyzed data on the job satisfaction of over 5,000 45–59 yr old males to investigate the dispositional argument that job attitudes are consistent within individuals, showing stability both over time and across situations. Data were collected longitudinally over multiple waves, with the majority of the sample assessed on job satisfaction during 1966, 1969, and 1971. Results show significant stability of attitudes over a 5-yr time period and significant cross-situational consistency when individuals changed employers and/or occupations. Prior attitudes were also a stronger predictor of subsequent job satisfaction than either changes in pay or the social status of the job. Implications of these results for developing dispositional theories of work behavior are discussed, along with possible implications for popular situational theories (e.g., job design, social information processing). (40 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of varying performance-pay instrumentalities on the relationship between performance and satisfaction: A test of the Lawler and Porter model.

Predicted that a high-instrumentality pay system should result in positive relationships between performance and satisfaction with pay, and that a low-instrumentality system should result in zero correlations. The pay system (hourly or piece rates) and amount of pay were varied in 2 studies, and measures of performance and job satisfaction (Minnesota Satisfaction Questionnaire and the Job Satisfaction Questionnaire) were taken. Ss were 106 male undergraduates in Study 1 and 60 male and female high school and college students in Study 2. Results indicate that performance-satisfaction correlations under incentive systems were not generally positive and were not larger than correlations under the hourly systems. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationships between performance and satisfaction under contingent and noncontingent reward systems.

Investigated relationships between performance and satisfaction in 2 samples of female telephone company workers under a contingent (i.e., pay based on piece rates and promotions based on performance) and a noncontingent (i.e., rewards based on seniority) reward system. Performance levels were similar under the 2 systems but were related to satisfaction with the work itself, pay, and promotions for the contingent Ss and to satisfaction with interpersonal factors, pay, and work for the noncontingent Ss. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gendered Work Conditions, Health, and Work Outcomes.

This cross-sectional study of nonfaculty university employees examined associations among gendered work conditions (e.g., sexism and discrimination), job demands, and employee job satisfaction and health. Organizational responsiveness and social support were examined as effect modifiers. Comparisons were made by gender and by the male-female ratio in each job category. The relationship of gendered conditions of work to outcomes differed on the basis of respondents' sex and the job sex ratio. Although the same predictors were hypothesized for job satisfaction, physical health, and psychological distress, there were some differing results. The strongest correlate of job satisfaction was social support; perceived sexism in the workplace also contributed for both men and women. Organizational factors associated with psychological distress differed between female- and male-dominated jobs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A survey of job satisfaction, sources of stress and psychological symptoms among general practitioners in Leeds

BACKGROUND: The past seven years have seen rapid changes in general practice in the United Kingdom (UK), commencing with the 1990 contract. During the same period, concern about the health and morale of general practitioners (GPs) has increased and a recruitment crisis has developed. AIM: To determine levels of psychological symptoms, job satisfaction, and subjective ill health in GPs and their relationship to practice characteristics, and to compare levels of job satisfaction since the introduction of the 1990 GP contract with those found before 1990. METHOD: Postal questionnaire survey of all GP principals on the Leeds Health Authority list. The main outcome measures included quantitative measures of practice characteristics, job satisfaction, mental health (General Health Questionnaire), and general physical health. Qualitative statements about work conditions, job satisfaction, and mental health were collected. RESULTS: A total of 285/406 GPs (70%) returned the questionnaires. One hundred and forty-eight (52%) scored 3 or more on the General Health Questionnaire (GHQ-12), which indicates a high level of psychological symptoms. One hundred and sixty GPs (56%) felt that work had affected their recent physical health. Significant associations were found between GHQ-12 scores, total job satisfaction scores, and GPs' perceptions that work had affected their physical health. Problems with physical and mental health were associated with several aspects of workload, including list size, number of sessions worked per week, amount of time spent on call, and use of deputizing services. In the qualitative part of the survey, GPs reported overwork and excessive hours, paperwork and administration, recent National Health Service (NHS) changes, and the 1990 GP contract as the most stressful aspects of their work. CONCLUSIONS: Fifty-two per cent of GPs in Leeds who responded showed high levels of psychological symptoms. Job satisfaction was lower than in a national survey conducted in 1987, and GPs expressed the least satisfaction with their hours, recognition for their work, and rates of pay. Nearly 60% felt that their physical health had been affected by their work. These results point to a need to improve working conditions in primary care and for further research to determine the effect of any such changes.     

Convergent and discriminant validity for areas and methods of rating job satisfaction.

A study to determine the convergent and discriminant validity of 4 rating methods and 5 areas of job satisfaction. Measures were administered to 133 randomly selected employees from 2 companies. A rating method employing a series of 6 faces ranging from a scowl to a smile and a direct graphic rating method were best according to the criteria of convergent and discriminant validity. All areas adequately satisfied both criteria, but the pay, promotions, and supervision areas showed somewhat greater discriminant validity than the work and people areas. The greater appropriateness of the convergent and discriminant criteria, as compared to other possible criteria, for demonstrating the validity of areas and measures of job satisfaction is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job attitudes of part-time and full-time employees.

Examined job attitudes as a function of employee full-time and part-time job status, sex, and tenure using multivariate ANOVA and discriminant function analysis. Measures of satisfaction with work, pay, benefits, supervision, advancement, and the job in general were collected from 399 full-time and 665 part-time clerical level employees in 55 stores of a Midwestern retail sales organization. Significant results were found for job status, sex, and tenure. There were no interactions. Part-time employees were less satisfied with work, benefits, and the job in general. These results were obtained after controlling for differences due to employee sex and tenure, and they were consistent with knowledge of objective organizational conditions. Directions for research are suggested using the concepts of frame of reference, social comparisons, and partial inclusion. (17 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of Assigned and Participative Goal Setting on Performance and Job Satisfaction: Erratum.

Reports an error in the the article "Effects of Assigned and Participative Goal Setting on Performance and Job Satisfaction" by Gary P. Latham and Gary A. Yukl (Journal of Applied Psychology. Vol 61(2) Apr 1976, 166-171). The last paragraph in the Results section subtitled "Manipulation Check and Reliability of Measures" on page 168 was a repetition of the previous paragraph. It should be changed to read as follows: The internal consistency of the satisfaction measure was .83, The stability of the satisfaction scale, as estimated by the correlation between the before and after measures of satisfaction, was .70 (p 1977-30702-001.) Evaluated the job performance of 41 female typists under participative or assigned goal setting conditions over a 10-wk period. Significant productivity improvement occurred in both conditions during the 2nd 5 wks. There was no significant difference between conditions with respect to goal difficulty or frequency of goal attainment. Job satisfaction declined slightly in both conditions. Individual trait measures such as need for independence did not moderate the effects of either type of goal setting. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

High status job title compensation for underpayment: A test of equity theory.

In 2 experiments, 148 undergraduate student workers performed a proofreading task and were given extra job responsibilities in conjunction with a high-status job title that was either earned on the basis of their superior performance or unearned. It was found that the earned job title proved adequate compensation for the additional inputs to keep Ss feeling equitably paid and to maintain their pre-title level of performance. In contrast, bestowal of an unearned job title at first led to an improvement in performance accompanied by feelings of overpayment but subsequently led to a sharp performance decrement and feelings of underpayment. (20 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-presentation dynamics on overt integrity tests: Experimental studies of the Reid Report.

Three experiments examined impression-management responses to the Reid Report Integrity Attitude Inventory. Ss encouraged to score high on the honesty test attained higher scores than a control group, but no higher than a group of job applicants. Study 2 offered money for high scores, and provided information to use concerning the 1st, 2nd, or both factors of the Reid Report. Ss in the 3 information conditions scored higher than those in a control condition, but again were no higher than job applicants. In a 3rd study, Ss were asked to respond to the Reid Report and to several other measures as if they seriously wanted a job. After the test, each subject was overpaid for the participation. Reid Report scores were significantly correlated with returning vs retaining the money. These results suggest that integrity tests possess predictive validity despite some impression-management response distortion. Relations with other personality measures also are presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Keeping up with the Joneses: A field study of the relationships among upward, lateral, and downward comparisons and pay level satisfaction.

The authors examined the relationship between the direction of pay comparisons and pay level satisfaction. They hypothesized that upward pay comparisons would significantly predict pay level satisfaction, even when controlling for other comparisons. Results reported in 2 samples (U.S. sample, N = 295; Belgian sample, N = 67) generally supported this hypothesis. Analyses showed that individuals who were paid much less than their upward pay comparison were dissatisfied with their pay level. The highest levels of pay level satisfaction were observed when actual pay was congruent with the upward comparison pay level. There was also evidence that individuals who were paid much more than their upward pay comparison were dissatisfied with their pay level. However, the negative effects of overreward on pay satisfaction were considerably smaller than were those of underreward. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Satisfaction of Women in Construction Trades

Existing research on women in construction focuses on engineers and entrepreneurs, yet little to no attention has been given to women in trades. Thus, the aim of this research is to review the literature on tradeswomen and to conduct a localized study to determine if demographic variables affect satisfaction with work, pay, opportunities, supervision, and people on the job for tradeswomen. These variables include age, education, number of dependents, number of trade years, duration of work, and frequency of work outside of the local area. Thirty-nine tradeswomen from the Cincinnati area were surveyed to assess their satisfaction or dissatisfaction with construction work. Currently, the literature review indicates that research on tradeswomen is limited and largely restricted to identifying measures that can attract and retain women in construction trades. Studies on motivation and job satisfaction of construction workers neither identify nor compare perceptions of tradeswomen about their work. Results of this exploratory study showed that pay, benefits, and job security are most important to women in their occupation. Although tradeswomen appear to be satisfied with the nature of work in construction trades, this is not the case in terms of pay, benefits, and job security. Demographic variables did not affect the level of job satisfaction for women in construction trades. Research on tradeswomen is essential and important as the industry tries to change its image and encourage diversity in order to mitigate labor shortage.