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In Search of a Concept: Work Values.
Pryor, Robert – Vocational Guidance Quarterly, 1979
Work values have received much attention; however, no generally acceptable definition of the term currently exists. Arising out of work for the construction of an Australian work values scale, this article seeks to examine the nature of the concept and to suggest a new way of looking at work values. (Author)
Descriptors: Counselors, Employee Attitudes, Employment, Job Satisfaction
A Causal Model of the Antecedents of Organizational Commitment among Professionals and Nonprofessionals.
Peer reviewed Peer reviewed
Mathieu, John E.; Hamel, Karin – Journal of Vocational Behavior, 1989
A causal model of organizational commitment was developed from previous theory and research. The model included variables from each of four categories--personal needs, job characteristics, role states, and work experiences--as well as employees' job satisfaction and mental health. It was tested in surveys of nonprofessional and professional…
Descriptors: Employee Attitudes, Job Satisfaction, Models, Need Gratification
Goal Specificity and Difficulty and Leader Initiating Structure as Strategies for Managing Role Stress.
Peer reviewed Peer reviewed
Lee, Cynthia; Schuler, Randall S. – Journal of Management, 1980
Presents a role perception model of goal setting content and leader initiating structure to examine their effectiveness as strategies to reduce role stress and to increase employee satisfaction. Results indicated that both goal setting content and leader initiating structure are related to employee satisfaction. (Author)
Descriptors: Comparative Analysis, Coping, Employee Attitudes, Employees
Social Influence and Intent to Leave: A Path-Analytic Process Model.
Peer reviewed Peer reviewed
Martin, Thomas N.; Hunt, J.G. – Personnel Psychology, 1980
Three significant process relationships were found: (1) social power affected leader behavior; (2) group cohesiveness affected job satisfaction; and (3) job satisfaction affected intent to leave. Important nonsignificant findings also emerged: (1) leader behavior did not affect intent; and (2) group cohesiveness did not affect intent. (Author)
Descriptors: Career Change, Employee Attitudes, Employees, Group Unity
Toward a Conceptual Clarification of Employee Responses to Flexible Working Hours: A Work Adjustment Approach.
Peer reviewed Peer reviewed
Pierce, Jon L.; Newstrom, John W. – Journal of Management, 1980
Elaborates on a work adjustment model to explain how flexible working hours can influence employee satisfaction, performance, absenteeism, tenure, organizational commitment, and job involvement. Discusses need fulfillment, stress reduction, and the harmonization of work with human circadian rhythms. (Author/RC)
Descriptors: Employee Attitudes, Individual Needs, Job Performance, Job Satisfaction
The Effect of Occupational Stress on Health and Illness: A Model.
Peer reviewed Peer reviewed
Taylor, William L.; Cangemi, Joseph P. – Psychology: A Journal of Human Behavior, 1988
Examines brief history of stress research and concludes that psychological factors can affect job satisfaction, work adjustment, work attitudes, and overall well-being in the work environment. Establishes relationship between mental and physiological functioning disturbances. Presents model relating effect of stress on health and illness. (Author)
Descriptors: Employee Attitudes, Job Satisfaction, Mental Health, Models
Work Motivation: Theory and Practice.
Peer reviewed Peer reviewed
Katzell, Raymond A.; Thompson, Donna E. – American Psychologist, 1990
Presents theories of motivation classified as those dealing either with exogenous causes or with endogenous processes. The following strategies for improving work motivation are discussed: (1) personal motives; (2) incentives and rewards; (3) reinforcement; (4) goal-setting techniques; (5) personal and material resources; (6) social and group…
Descriptors: Employee Attitudes, Group Dynamics, Incentives, Industrial Psychology