This research was designed to investigate whether or not there are significant positive relationships between the total number of reasons production employees cite for staying with an industrial firm and measures of both job performance and job satisfaction. In addition, this study sought relationships between employee work values and both job performance and job satisfaction. Significant positive correlations have been established for tribalistic and existential values with production worker job performance. Further, significant positive correlations were shown for conformist values, and negative correlations for manipulative values with both job satisfaction and with the total number of reasons cited for staying with the firm. This study gives support to a situational theory of work motivation in which both job performance and satisfaction are dependent on the strength of employee job inertia.

Made available in DSpace on 2014-07-29T15:25:23Z (GMT). No. of bitstreams: 1 TESE- MARIA DE FATIMA NUNES.pdf: 908271 bytes, checksum: b4e04f588febe96f1789a9ad6d94abf9 (MD5) Previous issue date: 2009-08-17 / Implementation of follow-up studies of former students is an efficient way to supervise the entire process of professional training and curriculum evaluation and guide representative councils on policies for the dental profession. The aim of this study was to identify professional profiles subgroups based on job-related variables and perception about profession in a sample of former students of a Brazilian public dental school the School of Dentistry of the Federal University of Goias, who graduated between 1988 and 2007. Academic and professional data were gathered from obtained from the University Registrar s Office and the Federal Council of Dentistry, respectively. A web-based password protected questionnaire about job-related variables and perception about profession was sent individually by e-mail to the former students using a software manager. Descriptive and cluster analysis (Two-step cluster), between-groups comparison and multiple logistic regression were used for data analysis. Answer rate was 53.0, predominantly female (64.9%) and mean age was 34-years (SD=6.0). Automatic selection of optimal number of clusters included 289 cases (89.8%) in 3 natural clusters. Clusters 1, 2 and 3 included 52.2, 30.8 and 17.0% of the sample, respectively. Interpretation of within-group rank of variable importance for cluster segmentation make the following characterization of clusters: Cluster 1 specialty dentists with higher profits and positive views of profession; Cluster 2 general dental practitioners in small cities; Cluster 3 underpaid and less motivated dentists with negative views of profession. Male dentists were predominant in cluster 1 and female in cluster 3. One-way Anova showed that age and time since graduation were significantly lower in Cluster 2 (p<0.001) and academic performance was lower in cluster 1a. Alternative solution with 4 and 5 clusters showed specific discrimination of cluster 1 by gender and dental education professionals. Logistic regression showed that dissatisfaction with profession was associated to lower workload (OR= 4.06; p=0.012) and lower profits (OR=3.99; p=0.006) and overall negative views of professional performance (OR=6.04; p=0.016) and success (OR=8.18; p&#8804;0.001). It was concluded that characteristics of this sample are similar to others in Brazil: predominance of women, tendency towards specialization, concentration in larger cities and high weekly workload. Cluster analysis was a valuable method for identifying natural grouping with relative homogeneous cases, providing information potentially meaningful for professional orientation in Dentistry in a variety of professional situations and environments. Dissatisfaction with profession was associated to negative views of profession, which may decrease job engagement and affect working efficacy and efficiency / Estudos com egressos são importantes para as instituições de ensino estruturarem o processo de formação e avaliação curricular e para entidades representativas orientarem as propostas políticas para os profissionais da área. Este estudo teve como objetivo identificar perfis profissionais de cirurgiões-dentistas com base em variáveis relacionadas ao exercício profissional e percepção do trabalho, bem como relacionar este perfil com o desempenho acadêmico durante a graduação. Foi realizado um estudo transversal tendo como população os cirurgiões-dentistas graduados no período entre 1988 e 2007 na Faculdade de Odontologia da Universidade Federal de Goiás (FO/UFG). Os dados foram obtidos a partir de análise documental de registros acadêmicos e aplicação de questionário eletrônico com informações sobre o exercício profissional e percepções sobre o trabalho na odontologia. Foi realizada análise descritiva, análise de cluster (Two-step), análise de comparação de grupos e regressão logística múltipla. A taxa de resposta foi de (53,0%), com maioria de mulheres (64,9%) e idade média de 34 anos (DP=6,0). A seleção automática de cluster gerou 3 grupos que incluiu 289 casos (89,8%), assim caracterizados: Cluster 1 especialistas com alta renda e visão positiva da profissão; Cluster 2 clínicos gerais que trabalham em cidades menores; Cluster 3 dentistas com baixa motivação e baixa renda e com visão negativa da profissão. Homens foram predominantes no Cluster 1 e mulheres no Cluster 3. A idade e tempo de formado foi significativamente menor no Cluster 2 (p<0,001). Soluções alternativas com 4 e 5 Clusters particionaram o cluster 1 de acordo com o sexo (1a e 1c) e profissionais relacionados com docência (1b). O desempenho acadêmico foi significativamente menor no cluster 1a (homens especialistas). A associação de variáveis na análise de regressão logística múltipla, ajustadas pela idade e gênero (R2=0,56) mostrou que a insatisfação com a profissão está relacionada aos cirurgiões-dentistas com baixa carga horária de trabalho (OR=4,06; p=0,012), que não têm a odontologia como principal fonte de renda (OR=3,99; p=0,006), com arrependimento profissional (OR=8,87; p&#8804;0,001), que apresentaram auto-avaliação negativa do seu desempenho (OR=6,04; p&#8804;0,016) e sucesso profissional (OR=8,18; p&#8804;0,001). Quanto à relação entre desempenho acadêmico e desempenho e satisfação profissional, a variável auto-avaliação do desempenho profissional apresentou relação com média global (p=0,018). Conclui-se desse estudo que, a característica dos egressos da FO/UFG acompanha a tendência brasileira, especialmente na predominância do gênero feminino, tendência à especialização, carga horária de trabalho alta e município de grande porte para atuação profissional. Concluiu-se que a análise de cluster foi um valioso método para a identificação de agrupamentos naturais com relativa homogeneidade dos casos, fornecendo informações potencialmente significativas para a orientação profissional em odontologia em uma variedade de situações ambientais e profissionais. Além disso, a insatisfação profissional está relacionada à auto-avaliação negativa e os cirurgiões-dentistas que tiveram pior desempenho na graduação também avaliaram negativamente seu desempenho profissional, o que pode reduzir o envolvimento com o trabalho e consequente baixa eficácia e eficiência do cirurgião-dentista

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In recent years, meta-analytic reviews have estimated validities for the use of personality scales in the prediction of job performance from an array of empirical studies. A variety of personality measures were used in the original studies, and procedures and decisions concerning the categorization of these measures into Big Five personality factors have differed among reviewers. An underlying assumption of meta-analysis is that the predictors across included studies are essentially the same, as is the criterion. If this is not the case, then problems arise for both theoretical reasons and practical applications. If predictors that are not highly correlated are combined in a meta-analysis, then the theoretical understanding of antecedents and consequents of the predictors will be clouded. Further, combining predictors that are not essentially the same may obscure different relations between predictors and criteria, that is, test may operate as a moderator. To meet the assumption of similarity, systematic methods of categorizing personality scales are advised. Two indicators of scale commensurability are proposed: 1) high correlations among predictor scales and 2) similar patterns of correlations between predictor scales and job-related criteria. In the current study, the similarity of the most commonly used personality scales in organizational contexts was assessed based on these two indicators. First, meta-analyses of correlations between scales were conducted. Second, subgroup meta-analyses of criterion-related validity were examined, with specific personality scale and criterion as moderators. Correlations between criterion-related validity and certain sample characteristics were also conducted to determine if sample characteristics act as moderators of validity. Additionally, an examination of personality scale reliabilities was conducted. Results reveal that assumptions of similarity among personality measures may not be entirely met. Whereas meta-analyzed reliability and criterion-related validity coefficients seldom differed greatly, scales of the "same" construct were only moderately correlated in many cases. Although these results suggest that previous meta-analytic results concerning reliability and criterion-related validity are generalizable across tests, questions remain about the similarity of personality construct conceptualization and operationalization. Further research into comprehensive measurement of the predictor space is suggested.

Workplace stress costs -£3.7 billion per annum in the United Kingdom and in excess of $300 billion per annum in the United States. However, little research exists on the relationships between perceptions of social support, work-life conflict, job performance, and workplace stress. The purpose of this correlational study was to provide educational leaders with the information they need to examine the existence, strength, and direction of relationships between perceptions of social support, work-life conflict, job performance, and workplace stress in an Irish higher education institution. The theoretical framework for this study consisted of a combination of reward imbalance theory, expectancy theory, and equity theory. The study included an organizational stress screening survey instrument to survey the population (N = 1,420) of academic, research, and support staff. Multiple linear regression analysis was used to evaluate the relationships between the independent variables (social support, work-life conflict, job performance), the covariates (staff category, direct reports, age, gender), and the dependent variable (workplace stress). The results showed a negative correlation between social support and workplace stress, a positive correlation between work-life conflict and workplace stress, and a negative correlation between job performance and workplace stress (p < .05). The results also revealed significant relationships between the covariates direct reports and gender and the dependent variable workplace stress. By reviewing the findings of this study, educational leaders can enable social change by developing and implementing social support, work-life strategies, and potential pathways to reduce levels of workplace stress and improve quality of life for employees and their families.

The purpose of this study was to empirically investigate the relationship between career plateauing and mentoring. First, the relationship between career plateauing and work-related attitudes was investigated. Next, the relationship between mentoring experience and work-related attitudes was examined. Finally, both experience as a mentor and mentoring provided were examined as moderators between career plateauing and work-related attitudes. Three hundred and six government employees located in the southeastern United States completed surveys (50.08% response rate). Of those, 110 reported mentor experience and 196 reported no mentor experience. In general, results provided support for the relationship between job content and hierarchical plateauing and negative work-related attitudes. No support was found for the relationship between job tenure and work-related attitudes. Support was found for the relationship between mentoring experience and positive work-related attitudes. With the exception of contextual performance, the relationship between mentoring provided and work-related attitudes was not supported. Little support was found for the interaction between mentor experience and plateauing, suggesting that mentoring others may not alleviate the negative effects of career plateauing. Implications and suggestions for future research are discussed.

Thesis (M.Com. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2004.

人力資源在金融服務企業中極其重要。為確保經驗在組織變革的過程中被成功複製，價值觀能正確傳承，並且組織績效能有效提升，組織氣候的建立及組織成員的滿意度是過去許多組織研究強調的要素。本研究針對國內某金控公司旗下銀行員工為研究對象，藉由組織氣候為前因變項，透過工作滿意分析對工作績效的影響。希望藉由實證的研究，形成因應模式與建議，營造適合組織達成工作績效目標之組織氣候，同時增進員工滿足感，降低人員流動所造成之成本負擔。 根據文獻，本研究整理：1)組織氣候與工作滿意,2)工作滿意與員工感知的工作績效, 3)工作滿意與實際工作績效, 4)組織氣候與員工感知的工作績效, 5)組織氣候與實際工作績效, 6)員工感知的工作績效與實際工作績效之關係,並做成假設。研究以問卷方式進行調查，分析組織氣候、組織成員工作滿意程度與主觀工作績效三者之關係，再分別進行各變項間之相互關係研究，並探討不同人口統計變數之影響。資料蒐集對象為個案銀行大台北地區50間分行，人數1,096人，回收373份。同時配合資料蒐集取得之實際工作績效，比較相同工作滿意程度下，主客觀工作績效間之差異。 研究發現，組織內成員對工作所感滿意的程度，與其感知的工作績效具有顯著的正向關係，和早期人群關係學派的主張相同。但本研究亦發現，不管是內在滿意或外在滿意，與實際工作績效間並未有顯著的關聯性，和早期人群關係學派、一般社會大眾的認知有所差距。 / Human resources in the financial service industry are extremely important. To ensure that the experience in the process of organizational change successfully copies, values correctly heritages, and performance effectively enhances, the organizational climate and job satisfaction are two emphasized factors in the past researches. In this study, the object is the employees of a financial holding company’s bank. Regarding organizational climate as antecedent variables, analysis of the impact on job performance through job satisfaction is practiced. It is essential to create a suitable climate of the organization to achieve the performance goals, and to increase employees’ satisfaction through empirical research. According to the literature, the study concludes the relationship between 1) Organizational Climate and Job Satisfaction; 2) Job Satisfaction and perception of Job Performance; 3) Job Satisfaction and actual Job Performance; 4) Organizational Climate and perception of Job Performance; 5) Organizational Climate and actual Job Performance; 6) perception of Job Performance and actual Job Performance, and makes assumptions. The research carries out through questionnaires, and analyzes the relationship among organizational climate, job satisfaction, and subjective job performance. It explores the effect of different demographic variables. The source of data covers 1,096 people from fifty branches in Taipei. 373 were returned. The study compares the difference between objective and subjective job performance. The study found that the degree of members’ satisfaction shows a significant positive relationship with their perception of job performance. However, the study also found that, regardless of the intrinsic or extrinsic satisfaction, there is no significant correlation with actual job performance. It differs from the cognition of the public.

Abstract Facing the advent of the knowledge-based economy, enterprises realization that the continuous competitive advantages are no longer land, labor and capital, but have been replaced by knowledge capital such as intellectual and innovation. Knowledge has become the critical core capital in the age of a knowledge economy flowing from information technology. The sole source of competitive advantage today is an organization¡¦s capability to learn through value cognition to create innovation value. Knowledge management has become the primary focus for enterprises in the 21st century. Enterprises shall review the informative degrees of production and working process for the implementation of knowledge management. China Steel already has all production and working process data digitalized and acts as an e-business pioneer among domestic peers in the implementation of knowledge management. This study establishes knowledge management documentation as the basis for questionnaire design. The relationships among knowledge management, engineering professionals¡¦ core competence and job performance for engineers at China Steel were studied through quantitative analysis and case study with moderating variables such as personal initiative and contextual factor. After analyzing the data, the results of the study indicate that: 1.Variations from different educational levels: For the task performance, personal performance is higher when the educational level of the engineering professionals¡¦ is lower. For the operation consciousness, although all are willing to take action for the benefit of the organization, the engineering professionals¡¦ with a lower educational level is the more enthusiastic. 2.Variations from different seniority: For the control cognition, people of higher seniority are more capable of forecasting the relationship between effort and performance, are more confident in judging an event, and are under less stress to carry out a task. While people of lower seniority are the opposite. 3.Variations from different age: In the task performance, the personal performance of older staff is superior. In control cognition, older staff is more capable of forecasting the relationship between effort and performance, are more confident in judging an event, and are under less stress to carry out a task. 4.Variations from different positions: Staff holding managerial positions above superintendent typically shows the leadership ability to influence job performance and motivate the changing. 5.A significant positive correlation was identified among knowledge management, engineering professionals¡¦core competence and job performance. 6.Knowledge management and engineering professionals¡¦core competence was positively significant to job performance. 7.Engineering professionals¡¦core competence was found to have a significant mediating effect between knowledge transfer and job performance. 8.Personal initiative and contextual factor were found to have a significant moderating effect among relationships of knowledge management, engineering professionals¡¦core competence and job performance.

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.