361 |
The relationship between the WAIS and MMPI subscale scores and work adjustment outcomes in adult blind and partially sighted persons /Gilleland, Roberta Louise January 1975 (has links)
No description available.
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362 |
Evaluation of the position analysis questionnaire and its ramifications for other structured job analysis questionnaires /Smith, Jack Ely January 1975 (has links)
No description available.
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363 |
Dual congruence and the role orientation and vocational and marital satisfaction of married women /Mishler, Susan Anzivino January 1975 (has links)
No description available.
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364 |
Job satisfaction of field staff of the Virginia Polytechnic Institute and State University Extension Division /Keffer, Wayne Monroe January 1976 (has links)
No description available.
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365 |
Toward a definition of job uncertainty and an attempt at its measurement /Breaugh, James Alfred January 1977 (has links)
No description available.
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366 |
Superior-Subordinate Perceptional Congruence of Promotion Criteria Importance and its Relationship to Job SatisfactionClark, Stacie L. 01 January 1986 (has links) (PDF)
The degree of perceptual congruence of the importance of promotion criteria to superiors and subordinates was investigated. The relationship of congruence to job satisfaction was also evaluated. Fifty-two student workers and their superiors participated in the study. Perception of promotion criteria importance was measured through the rating of a list of promotion criteria using a seven point scale. An average discrepancy score of 7.925 was obtained between superiors' and subordinates' ratings indicating a significant degree of discrepancy, t(50) = 25.04, p< .001. Job satisfaction was measured using the Job Descriptive Index (JDI) and was correlated with the discrepancy scores. Perceptual congruence of promotion criteria was found to be significantly related to subordinates' satisfaction with supervision on the job, r = -.276, p < .05, and satisfaction with present pay, r = -.299, p < .05.
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367 |
A Quest for Coherence: A Study of Internal Quotations in the Book of JobHo, Edward January 2012 (has links)
The book of Job is well-known for its internal tensions. The major challenge of interpreting this work is to provide a coherent reading of the whole narrative while giving the conflicting elements their due. The purpose of this dissertation is thus twofold. First, this study seeks to defend the intrinsic cohesiveness of the book of Job. Second, it attempts to demonstrate that a reading guided by these internal verbal and thematic connections is able to produce a coherent meaning of this literary masterpiece.
This dissertation offers a section-by-section reading of the book of Job. In each section, I conduct a two-phase analysis. In the first phase, I identify the literary connections between the passage under study and those which come before it, and reflect on the way the antecedent texts are being reused. In the second phase, I discern the impact that the insights from the first phase of analysis make upon the reading process of the passage under study and examine how the resulting interpretation contributes to the development of the story up to that point.
In order to facilitate the discussion, I borrow some insights from literary critic James Phelan, who views narrative as rhetoric. Phelan argues that the author of a narrative cultivates the interests of the reader by means of two types of unstable relations. The first, called instabilities, are those occurring within the story, conflicts between characters, created by situations, and complicated and resolved through actions. The second, called tensions, are conflicts ofvalue, belief, opinion, knowledge, expectation between the author and the reader. The development oftensions and instabilities in tum guide the reader to establish a coherent configuration ofthe narrative. This dissertation demonstrates that a satisfactory reading experience of the book of Job can be attained at both the narrative and the rhetorical levels. The analysis reveals that the central problem ofthe book is appropriate religious expressions in the context of suffering. / Thesis / Doctor of Philosophy (PhD)
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368 |
Predicting OCB : a test of citizen identity as a mediating variableLindbom, David Kirk 01 January 1999 (has links)
No description available.
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369 |
Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah TshabalalaTshabalala, Mantombi Eldah January 2004 (has links)
Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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370 |
Job insecurity, organisational commitment and job satisfaction of engineers in a parastatal / by Mantombi Eldah TshabalalaTshabalala, Mantombi Eldah January 2004 (has links)
Fierce competition and re-allocation of firms on a global scale, including
processes of substantial downsizing have come to the forefront of attention. The
concern is that the global scale of actions cannot be controlled on a local level
and may therefore pose a threat to a wide variety of workers. Many of the
changes taking place in the economies and labour markets of the industrialised
countries may have increased structural job insecurity. Cutbacks and dismissals
give rise to feelings of job insecurity. More often employees experience a sense
that their jobs are a fragile, threatened privilege, which can be taken away at any
time.
Employee perception of management efforts to maintain employment security is
based on past downsizing thus raising the potential that continued downsizing
will increase insecurity and therefore, will decrease both employee desire to
participate in decision-making as well as employee satisfaction and commitment
to the organisation. Previous research found a consistent negative relationship
between perceived job insecurity and both employee satisfaction and
commitment.
The empirical objective of this study was to determine the relationship between
job insecurity, organisational commitment and job satisfaction.
A survey design was used to test research hypotheses and to determine the
relationship between job insecurity, organisational commitment and job
satisfaction. Data from the total population of engineers in a parastatal (N = 60)
were gathered. The Job lnsecurity Survey Questionnaire (JISQ), Organisational
Commitment Questionnaire (OCQ) and Minnesota Satisfaction Questionnaire
(short version) (MSQ) were administered. The statistical analysis was carried out
with the help of the SAS programme. The statistical methods utilised consisted of
descriptive statistics, Cronbach Alpha coefficients, inter-item correlations, and
Pearson-product moment correlations.
Results indicated that engineers do not experience high levels of job insecurity.
Furthermore, engineers don't experience low levels of organisational
commitment and job satisfaction. Research findings indicated that the Job
lnsecurity Survey Questionnaire (JISQ), Organisational Commitment
Questionnaire (OCQ) and the Minnesota Satisfaction Questionnaire (MSQ) are
valid and reliable measuring instruments. The findings suggested that a
relationship exist between job insecurity, organisational commitment and total job
satisfaction.
Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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