Job satisfaction data on managerial personnel were used to illustrate how organizations can be differentiated and described as reinforcer systems. Twenty-seven specific satisfaction scales were regressed on overall job satisfaction. Overall satisfaction was found to be determined mainly by scales concerning challenge of the job and prospects of…

Self-esteem and job complexity were investigated as moderators of self, supervisor, and peer ratings of performance and satisfaction with work, supervisors, and peers testing balance and activation theories. Subjects were 153 registered nurses. The important variable was perceived job complexity. (Author)

A longitudinal study over a five-month period of changes in several jobs was conducted among 244 employees of a federal agency. Data were obtained on perceptions of job content and a number of job attitudes, and indicated a temporary positive influence of the changes in one set of jobs. (Author)

The purpose of this research was to determine the degree to which positive relationships between self-descriptions and/or interpersonal descriptions and ratings of competence generalized over different situations. Generality was found for the interpersonal descriptions but not for the self-descriptions. (Author)

Economic factors serve to control the degree to which individual and work-related factors can explain variation in turnover. Individual and work-related variables will be more predictive of turnover under prosperous economic conditions than when the economy is strained. (Author)

Studies the interaction of employee personality characteristics and job scope in prediction of turnover. Results indicate that employee reactions to the job are a result of interactions between personality characteristics and the nature of the job. Interactions between employee characteristics and the work environment are an important…

Reviews two major themes in sexual harassment research (prevalence figures and perceptions/attributions) and two emerging areas (victim responses and organizational factors). Identifies lack of research on training interventions and organizational response patterns as well as a lack of conceptual clarity and specificity in research. (81…

Metaanalysis of 27 studies found overall correlation between interest congruence and job/academic satisfaction was not significant. Methodologically weakest studies yielded strongest correlations. No significant effects appeared for type of congruence measure, gender, Holland type, or academic versus job setting. (SK)

Ten judges with varying expertise rated 183 occupations on 3 dimensions (predictable/unpredictable, self/nonself, social/nonsocial). Comparison with "Dictionary of Occupational Titles" ratings of interest and temperament requirements showed that occupations can be characterized reliably on these dimensions. (SK)

Includes comments from Brown, Tinsley, Hesketh, Tenopyr, Morrow, Murphy, and Blau on the articles in this special issue on the Theory of Work Adjustment as well as rejoinders from Dawis and Lofquist, Bizot, and Lawson. (SK)

A literature review was structured using models of job satisfaction, organizational commitment, turnover intentions, and turnover behavior. Key findings were as follows: methodology of most studies was weak; most used cross-sectional design and self-report measures; and samples were largely executives and professionals and predominantly white. (81…

The perceptions of 522 employees regarding the family-supportive nature of their organization was related to number of benefits offered, benefit usage, supervisor support. These perceptions influenced job commitment, job satisfaction, and work-family conflict. Global perception of the work environment had more influence on attitudes and…

Social support is an important variable in occupational stress research and theory, yet little is know about the factors that influence the amount of social support one gives, and receives at work. We examined personality (extraversion, neuroticism, and agreeableness) and reciprocity as potential antecedents to giving and receiving support from…

One of the most popular and often studied topics in the organizational socialization literature is Van Maanen and Schein's [Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), "Research in organizational behavior" (Vol. 1), pp. 209-264. Greenwich, CT: JAI Press.] theory of organizational…

Finds evidence for both the consistency and the variability of behavior precludes resolution of the person-environment controversy. Prefers dynamic, interpretive, process-oriented models of person-environment interaction emphasizing stasis and flow of behavior, to static descriptive models. Describes a theory of goal-directed behavior focusing on…