Values, are conceptualized in context of work adjustment as reference dimensions for the description of needs. Factor analyses of Minnesota Importance Questionnaire data are presented. Safety, Comfort, Aggrandizement, Altruism, Achievement, and Autonomy are identified. These value dimensions are organized in terms of reinforcement preferences and…

The purpose of this study was to examine a model for investigating employee mental health in industrial environments and, more particularly, to determine the extent to which a worker's perceptionss of the environment covaried with mental health criteria. (Author)

This paper reviews the various experimental and survey strategies employed to assess the relative importance of different job characteristics in determining job satisfaction, and analyzes the problems involved with the different approaches. The paper then describes the development of an empirically derived explanatory model of job satisfaction,…

Person-environment congruence as assessed by Holland's model of vocational preference was tested in a sample of 362 employees from five environmental typologies. The results indicate that congruent employees are significantly more satisfied with the job facet satisfaction measures than incongruent employees. (Author)

This paper reports the findings of a study of 3193 British industrial workers which suggest that, when individually measured and analyzed, task attributes relate in different ways and in varying degrees to worker dissatisfaction. Validity may depend upon how job specialization is measured. (Author)

Factor analysis of responses of funeral directors to work orientation items is interpreted first as specifying major orientational themes and second as to how well the theoretical value components of professionalism and a business orientation hold together empirically. (Author)

Moderating effects of nine organizational climate factors were examined on relationships between four goal-setting attributes and three measures of employee satisfaction with 245 scientists and engineers participating in an MBO program. Researchers did not find sufficient evidence to warrant a general statement concerning the moderating effects in…

Holland's theory of congruence of work environments was examined by analyzing the career redirection of 62 men of managerial and professional level who changed occupations between the ages of 33 and 54. The results of the study do not lend support to Holland's theory, because of the imprecision of DOT categories for research purposes. (Author)

Certain aspects of Holland's theory were studied to assess their applicability to nonprofessional workers. Results indicate that nonprofessional workers (1) tend to be congruent with their work environments and (2) tend to perceive groups of adjectives as self-descriptive which were consistent with their personal orientations. (Author)

This study investigated relationships between self-esteem (SE) and job satisfaction among black and white employees. There was a positive relationship between SE and job satisfaction for members of both racial groups. In addition, the correlation between need satisfaction and job satisfaction was stronger for high SE persons than for low SE…

Nurses (N = 363) were surveyed regarding their perceptions of different job-satisfaction factors. The results revealed many significant interactions between the role-characteristic data and the intrinsic-extrinsic factors data. Ti was concluded that nursing-job satisfaction must be reviewed in light of the roles and characteristics of the nurses…

Examines the degree to which the Growth Need Strength scales (job choice and would like formats) of the Job Diagnostic Survey correlate with, first, other measures of needs and values employed in research as moderators of the job scope-job satisfaction relationship; and, second, a measure of social desirability. (Author)

The working climate has not changed appreciably for most women in administrative positions. Job satisfaction seems to come from a sense of personal worth rather than from a working climate. (Author)

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)