Work values, which describe what employees seek from their jobs and which parts of their jobs are important to them, have been linked to employees' response to work situations, organizational commitment, and job satisfaction. One work value that has not received adequate attention when exploring the link between work values and employees'…

Drawing from theory on met expectations, person-environment fit, and social information processing, misfit between the pressure and autonomy experienced by workers and that which would be expected given their occupational roles was examined as a predictor of job satisfaction, perceived support, and depression. Results from a nationally (U.S.)…

Work in America'' study reports on company efforts to deal with employee discontent. (Editor)

Career plateauing is a major issue due to demographics, changes in organizational structure, economic cycles, and changing worker values. Managers and organizations can address with specific strategies the four types of plateaued employees: productively, pleasantly, partially, and passively plateaued. (SK)

Compensatory and spillover models of adjustment to work are described. Data from a pharmaceutical firm and two research and development organizations are examined to illustrate operation of these models. Evidence of both the compensatory and spillover models were found for several different groups of workers. (Author)

Compared the predictive power of two models (work unit structure and job design) in association with employee job satisfaction. Results indicate the work unit structure did not have a significant association with employee job satisfaction. Job design emerged as an intervening variable in the work unit structure-employee job satisfaction…

Questionnaire data were obtained from 149 enlisted men in the United States Navy. The job scope/satisfaction with the work itself relationship was examined for the study's total sample and for subsamples created by grouping individuals on the basis of their belief in the Protestant ethic (middle-class work norms and values). Job scope may be…

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)

Job design or redesign (intended to create a more meaningful working environment that meets the needs of people as well as the organization) is discussed in terms of job rotation, work simplification, job enlargement, job enrichment, and other concepts relating to successfully redesigning other's jobs as part of effective management. (TA)

Examines personal and organizational correlates of organizational identification in two types of organizations -- the Roman Catholic Church and research and development laboratories. (Author)

The basic parameters of intrinsic motivation to work are explored. Principles are sought relevant to ways of redesigning jobs to increase their intrinsic motivation properties and to avoid task overload and boredom. Coordinated field and experimental laboratory studies are described. (Author)

From research findings on job design and redesign, the authors conclude that all individuals may not approve job enrichment programs which may actually decrease job satisfaction. Although job satisfaction may increase with age, individual differences and other variables make research results inconclusive. (MF)

If the characteristics generally ascribed to recreation--pleasure, enjoyment, and fulfillment--can be made available during the work experience, the quality of all life experiences will be improved. (JD)

Survey data were used to examine hypotheses about job size and satisfaction in a broad spectrum of jobs. Job size, higher-order need importance, urban-rural residence, and blue or white-collar job category were tested as predictors of satisfaction. Results are discussed in terms of three potential sources of variation in satisfaction: job, person,…

New conceptions of job enrichment fly in the face of rational job evaluation. We need to look at the connection between them, because the merits of job enrichment justify its consideration. (Author)