Integrating work environment perceptions: explorations into the measurement of meaning

Article Abstract:

Many of the perceptual variables used in industrial/organizational psychology assess the meaning that work environment attributes have for individuals (e.g., the ambiguity of role prescriptions). This study represents an initial attempt to test the hypothesis that a unifying theme exists for integrating diverse measures of meaning. The unifying theme is based on a hierarchical cognitive model wherein each assessment of meaning reflects a general appraisal of the degree to which the overall work environment is personally beneficial versus personally detrimental to the organizational well-being of the individual. Results of confirmatory factor analyses on multiple samples supported a hierarchical cognitive model with a single, general factor underlying measures of meaning. These results are used to explain the substantive impact of work environment perceptions on individual outcomes. (Reprinted by permission of the publisher.)

Work environment, Industrial psychology, Industrial-organizational psychology, Meaning (Psychology)

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A three-wave longitudinal analysis of the causal ordering of satisfaction and commitment on turnover decisions

Article Abstract:

Williams and Hazer (1986) explicated the antecedents and consequences of job satisfaction and organizational commitment on turnover. Their causal model related personal and organizational characteristics to satisfaction, satisfaction to commitment, and commitment to turnover intention. Their structural equation reanalysis of cross-sectional data from Michaels and Spector (1982) and Bluedorn (1982) support the model. The present study applied structural equation methodology to assess the plausibility of this model with longitudinal data from 440 Ss. Only partial support was obtained for the model. The relations among satisfaction, commitment, and reenlistment intention changed with increased tenure in the organization. This finding suggests that commitment and satisfaction may be either cyclically or reciprocally related. The implications for future research are discussed. (Reprinted by permission of the publisher.)

Corporate culture, Employee motivation, Employee turnover

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Confirmatory analytic tests of three causal models relating job perceptions to job satisfaction

Article Abstract:

Three models of the relationship between job perception and job satisfaction were tested. The first model put satisfaction after perception in a reciprocal relationship. The second created a cause and effect relationship, with perception as the effect. The third placed job satisfaction before perception in a reciprocal relationship. The test found that only the first model appeared accurate.

Human resource management, Job satisfaction, Employee morale, Psychology, Applied, Applied psychology

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