Work role centrality of industrial workers as related to organizational conditions,task autonomy,managerial orientations and personal characteristics

The study shows that, for a sample of 818 industrial workers, work role centrality (WRC) is positively related to task autonomy and to organizational conditions of sector of ownership, unit-type of production system, and production stability; it is also weakly related to the orientations of production managers concerning the sharing of information, general supervision and granting autonomy. The task autonomy - work role centrality relationship is maintained beyond other organizational conditions, but the effects of managerial orientations are attenuated by task autonomy and by organizational conditions. Situational conditions such as production system and stability, managerial orientations and task autonomy add to the variance of WRC explained by personal attributes of gender, education and job training, and by the outcome of job satisfaction, and a combined model of both types of variables is the most efficient. Generally, work role centrality is found to be a fairly sensitive response to the work situation, but it is suggested that perceptual and attitudinal data be added to the explanatory model.     

The downside of religious attire: The Muslim headscarf and expectations of obtaining employment

As laws are being passed or considered to ban certain forms of religious attire in the current international arena (France, Netherlands, Italy), it is important to address some of the concerns that Americans who wear religious attire might have. Based on stereotype threat theory, data from 219 American Muslim females were examined regarding their expectations of receiving job offers for a variety of occupations. Results indicated that Muslim women who wear the headscarf (Hijabis) had lower expectations of receiving a job offer than Muslim women who do not wear the hijab. This difference increased as the amount of public contact associated with the occupation decreased and job status of the occupation increased. Furthermore, work centrality moderated this relationship, but only for Muslim women who did not wear the headscarf. Implications of these findings with regard to Hijabis and occupational attainment are discussed. Copyright © 2009 John Wiley & Sons, Ltd.     

Innovations and personal change: Patterns of adjustment to relocation

The aim of the study was to test hypotheses derived from Nicholson's (1984) theory of work-role transitions within the context of job relocation. These hypotheses concern the adjustment strategies used by those changing jobs. A total of 121 U.K. employees provided data at three points in time during the process of their relocation. Measures included job characteristics, personal change, role innovation, self-esteem and subjective well-being. Data were analysed via non-recursive structural equation models using LISREL VI. Results were generally consistent with the model of work-role transitions. Individual differences in self-esteem were found to influence adjustment strategies over and above the effects of job characteristics.     

How retirees work: predictors of different types of bridge employment

Employment after retirement, known as bridge employment, is expected to occur more frequently because the baby boom generation will increase the number of retirees. Little is known about which employees will obtain which type of bridge employment when they retire, even though it has important implications. The present study examined work‐related attitudes, job characteristics, and work‐related accomplishments of 171 retirees in order to predict whether they would fully retire or take one of two types of bridge jobs after retirement: Career‐consistent bridge jobs or bridge jobs in fields different from their original career. Continuity theory of retirement helped predict post‐retirement employment type. Retirees who had skills specifically related to their career job were more likely to work in a career‐related bridge job than either to fully retire or to take a bridge job that was not related to their careers; retirees who formerly held career jobs with intrinsically motivating job characteristics were more likely to take a career‐related bridge job than to retire fully, and retirees who had experienced work strain in their career job were more likely to take a bridge job not related to their former career than to take a career bridge job. Copyright © 2008 John Wiley & Sons, Ltd.     

Relationships of gender,family responsibility and flexible work hours to organizational commitment and job satisfaction

Psychological contract theory (Rousseau, 1995) suggests that women and those with family responsibilities may negotiate new psychological contracts that include family-responsive benefits such as flexible work hours. Relationships of gender, family responsibility, and flexible work hours to organizational commitment and job satisfaction were examined among 160 matched male and female managers in a cross-organizational study. Results revealed that women who perceived their organizations offered flexible work hours reported higher levels of organizational commitment and job satisfaction than women who did not. Also, flexible work hours were related to higher organizational commitment and job satisfaction for those having family responsibilities. Implications of these results for future research and organizational policy are discussed. © 1997 by John Wiley & Sons, Ltd.     

Work characteristics,challenge appraisal,creativity, and proactive behavior: A multi‐level study

Work characteristics such as time pressure and job control can be experienced as a challenge that is positively associated with performance‐related behaviors. Using experience‐sampling data from 149 employees, we examined the relationships between these work characteristics and creativity and proactive behavior on a daily level. Results from multilevel analyses indicate that time pressure and job control are perceived as challenging, and that challenge appraisal in turn is related to daily creativity and proactive behavior. Furthermore, cross‐level mediation analyses revealed that daily work characteristics act as the mechanism underlying the relationships between chronic work characteristics and challenge appraisal. This study supports the view of time pressure as a challenge‐related stressor that leads to favorable outcomes. Copyright © 2009 John Wiley & Sons, Ltd.     

Work centrality and work alienation: distinct aspects of a general commitment to work

The authors tested the proposition that identification with the work role and engagement in the work role constitute different aspects of a general commitment to work. Whereas work centrality (a strictly normative attitude) represents the extent to which a person identifies with the work role, work alienation (an affect‐inclusive attitude) represents the extent to which a person is engaged in the work role. Predicated on these conceptual distinctions, the authors tested whether work centrality and work alienation exhibited theoretically‐meaningful, differential correlations with six variables reflecting various work‐related commitments. Using data from 349 employed individuals, the results of Hotelling–Williams t tests revealed that, compared to work alienation, work centrality had stronger correlations with Protestant work ethic and leisure ethic. In contrast, compared to work centrality, work alienation was more strongly correlated with work locus of control, work self‐discipline, and affective organizational commitment. Work centrality and work alienation did not differ in their correlations with job involvement–role. Taken together, the results suggest that people who are highly committed to work not only identify with the work role, they are also engaged in the work role. Copyright © 2000 John Wiley & Sons, Ltd.     

Change in job conditions,change in psychological distress,and gender: a longitudinal study of dual-earner couples

Building on the Job-Strain Theory, we estimated three relationships in a random sample of 201 full-time employed men and women in dual-earner couples interviewed three times over a 2-year period. We first estimated the main effects relationships between change over time in employees' experiences of job demands and job control and change over time in psychological distress. Then we estimated the interaction effects relationship of change in job demands on the relationship between change in job control and change in distress. Finally, we estimated the interaction effects of gender on these relationships. Job control was disaggregated into two conceptually distinct job conditions: skill discretion and decision authority. Controlling for other potentially stressful job conditions such as pay adequacy, job security, and relations with supervisor, as well as trait anxiety (an indicator of negative affectivity), change over time in job demands and skill discretion, but not decision authority, was related to change over time in psychological distress. Equally, for full-time employed women and men in dual-earner couples, if concerns about having to do dull, monotonous work increase over time, distress increases; if concerns about having to work under pressure of time and conflicting demands increase over time, distress increases. Finally, neither average skill discretion nor change over time in skill discretion moderated the relationship between job demands and psychological distress. Thus, at every level of skill discretion, high job demands were related to high distress. © 1997 John Wiley & Sons, Ltd.     

Probability of death,disability, and restricted work activity in United States underground bituminous coal mines, 1975–1981

This study examined relationships between mine and miner characteristics and severity of 82,945 underground bituminous coal mine injuries using logistic regression techniques. Injuries were classified as severe if they resulted in death, disability, or restricted work activity. Supervisory and maintenance personnel were found to have fewer chances of severe injuries than “all other” job classifications. A shaft or slope had a lower association with severe injuries than the face. The probability of a severe injury increased each succeeding year from 1975 through 1981. Mining method was not related to degree of injury. Older miners had the same probability of severe injuries as younger miners. Weeks of experience in mining, on a particular job, and in a specific mine were not related to severity of injuries. Mobile equipment operators had the same chance of severe injuries as miners in “all other” job classifications. Accidents at intersections and “other” locations were as likely to produce severe injuries as those at the face. Elapsed shift time prior to an injury was not related to injury severity. The implications of these findings are discussed and recommendations made for future research.     

The relationship between job experiences and psychological distress: A structural equation approach

Using structural equations, we estimated the relationship between employees' experiences of seven job conditions, that have been identified as potential job stressors, and psychological distress in a random sample of 504 full-time employed men and women in dual-earner couples. The seven job conditions were: skill discretion, decision authority, schedule control, job demands, pay adequacy, job security, and relations with supervisor. We found that two job conditions — skill discretion and job demands — were related to psychological distress, whereas five other conditions were not. These findings lend partial support to Karasek's job demand — job control model. In our analysis, skill discretion, one of the two components of job control (referred to jointly as decision latitude) was related to distress, however, decision authority, the second component, was not. A third aspect of control, schedule control, was also unrelated to distress. For full-time employed women and men in dual-earner couples, the additive effects of feeling concerned about having to do dull, monotonous work and having to work under pressure of time and conflicting demands were associated with psychological distress. Finally, the magnitude of the relationships between these job experiences and psychological distress did not differ between men and women.     

Antecedents of work–family conflict: A meta‐analytic review

This study provides and meta‐analytically examines an organizing framework and theoretical model of work–family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work‐to‐family conflict (WFC); while family role stressors (family stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family‐to‐work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role stressors (job stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role stressors (family stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC. Copyright © 2010 John Wiley & Sons, Ltd.     

The effects of work site,supervisory status,and job function on nuclear workers' responses to the TMI accident

This study examines the impact of the Three Mile Island accident on nuclear workers (N = 622) at the accident site and a ‘control’ plant in the same general area. Effects of the accident are examined by respondents' plant location, supervisory status, and basic job function. Major accident effects include perceived radiation exposure during the incident, evacuation behaviour, uncertainty and conflict regarding the accident, job related attitudes and tension, symptoms experienced during the accident period, and demoralization. Several of these general outcomes vary according to supervisory status and functional work area.     

Role stressors,social support,and well-being among two-career couples

The study examined relationships among work and family role stressors, work—family conflict, social support, and well-being using data gathered from 119 men and 119 women who were partners in a two-career relationship. Results showed that within-domain relationships of stressors with well-being are stronger than between-domain relationships. Thus, work and family role stressors were primarily related to job satisfaction and family satisfaction respectively, whereas work and family role stressors as well as work—family conflict were associated with overall life stress. Similar results were found for the relationships of social support with well-being. Work support was associated with increased job satisfaction, while spouse support was associated with greater family satisfaction. Some gender differences were found in the relationships of stressors and social support with well-being. Implications of the findings for future research on work—family dynamics were discussed.     

Routinization,work characteristics and their relationships with creative and proactive behaviors

Researchers have claimed that routinization hinders creativity. However, empirical evidence for this assumption is sparse. In this study, we argue that routinization may be beneficial for creativity and related behavior due to available resources that can be used to develop new ideas while working. We examine the relationship between routinization and four work characteristics (job control, job complexity, time pressure, and supervisor support) on the one hand and a range of creative and proactive behaviors on the other hand in a randomly selected sample of 278 employees of a German high‐tech company. Regression analyses reveal that in addition to work characteristics, routinization is generally positively related to creative and proactive behaviors. Ways to enhance routinization and thereby creative and proactive behaviors are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

Correlates of relocation intention and emotional responses to an Israeli plant relocation

Prior to a relocation of a governmental organization in Israel, 155 workers responded to a questionnaire tapping three criteria: the intention to relocate, positive feelings, and stress reactions. The questionnaire also addressed potential correlates: biographical data, family-related variables, perceived attitudes of co-workers, job satisfaction and centrality, and anticipations regarding work and nonwork aspects. The intention to relocate was associated mainly with the perceived attitude of the spouse and the children. Stress experienced was most strongly related to the future job prospects, and the positive emotions were mostly correlated with the perceived favourability of the anticipated changes. The family-related variables were found to be significantly correlated with all the criteria. These results suggest that organization should direct efforts on spouse and children in order to influence employees' decisions and feelings regarding relocation. This and other implications are discussed.     

Sex segregation of work in Finland and the quality of women's work

The Finnish labor market is sharply segregated by sex. This is a statistically well-documented fact and holds true for all Western European market economies. The aim of this article was to find out whether women profit (regarding the quality of their work) from performing the same sort of work as men. The qualitative aspects of work were the following: autonomy at work; lack of routinization of work; the compulsory rhythm of work; and the demands for social skills. We also analyzed monthly pay and its variation according to functional segregation of work. The empirical data came from the Finnish Study on Working Conditions (1984) which is a representative sample of the Finnish wage-earning population with 4502 persons of whom 48 per cent were women and 52 per cent men. Our results indicate that women often profit from the fact that they perform the same sort of work as men. This profit was more apparent for white-collar than for blue-collar women. For men the effects of segregation on job characteristics were the opposite. They often profit from sex segregated work. Social status played a major role regarding the qualitative aspects of work.     

Employee satisfaction in work groups with different gender composition

This study investigates the relationship between the gender composition of an employee's work group and the employee's job satisfaction, using a random sample over 1600 U.S. workers. After controlling possible confounding variables, our analysis shows that the level of an employee's job satisfaction is related to the gender composition of the employee's work group, and that the relationship of these variables does not differ between male and female employees. Both men and women working in gender-balanced groups have higher levels of job satisfaction than those who work in homogeneous groups. Employees working in groups containing mostly men have the lowest levels of job satisfaction, with those working in groups containing mostly women falling in the middle. These results are consistent with predictions based on Blau's theory of social structure, that satisfaction would be highest for employees in more heterogeneous groups. © 1997 by John Wiley & Sons, Ltd.     

The relationship of organizational politics and support to work behaviors,attitudes, and stress

The purpose of this paper is to report two studies that investigated the consequences of organizational politics and organizational support on two separate samples of employees. Study 1 surveys 69 full-time employees, while Study 2's sample includes 185 part-time workers. Four major findings were observed. First, the present studies replicated prior findings concerning the relationships of politics and support to such variables as withdrawal behaviors, turnover intentions, job satisfaction and organizational commitment. In general, politics is related to negative work outcomes while support is related to positive ones. Consistent results were obtained within both the full- and part-time samples. Second, we elaborated upon previous work concerning the relationship of politics and support to job involvement. Third, we found in both samples that politics and support did predict above and beyond each other, suggesting that they should be viewed as separate constructs rather than opposite ends of a single continuum. Lastly, Study 2 extended the research on politics and support by analyzing their relationships to four work stress variables: job tension, somatic tension, general fatigue, and burnout. Each of these four variables was predicted by both politics and support. © 1997 by John Wiley & Sons, Ltd.     

Sex differences in job attribute preferences

This study investigated the job attribute preferences of male and female MBA candidates. Participants were drawn from 27 different MBA programmes in the United States. Factor analysis of the job attributes questionnaire revealed three primary job attribute dimensions: (1) professional growth; (2) work environment; and (3) salary. Contrary to most previous research, females were found to place a greater emphasis on the professional growth dimension than did males. Males, on the other hand, placed greater emphasis on salary considerations. No sex difference was found in participants' ratings of the work environment job attribute dimension. Consistent with earlier research, women were found to place more importance on the calibre of colleagues than did males. In general, both males and females rated job attributes concerning job content as more important than job attributes concerning job context. These results are discussed with respect to earlier research findings. Finally, the generalizability of these findings to other occupational groups is discussed and managerial implications presented.     

Where intrinsic job satisfaction fails to work: national moderators of intrinsic motivation

This study sought for national characteristics that moderate the individual‐level relationship between job characteristics and job satisfaction. Data from two distinct questionnaire surveys administered to 107,292 employees in 49 countries was analyzed by employing multilevel modeling. Results showed that the link between intrinsic job characteristics and job satisfaction is stronger in richer countries, countries with better governmental social welfare programs, more individualistic countries, and smaller power distance countries. By contrast, extrinsic job characteristics are strongly and positively related to job satisfaction in all countries. In addition, we found that intrinsic job characteristics tend to produce motivating satisfaction in countries with good governmental social welfare programs irrespective of the degree of power distance, while they do not tend to work so in countries with poor governmental social welfare programs as well as a large power distance culture. Socio‐economic and cultural approaches to explaining cross‐national variation in work motivation are discussed. Copyright © 2003 John Wiley & Sons, Ltd.