Sources of variance in incumbent perceptions of job complexity

Article Abstract:

Substantive research in the job design area has relied heavily on incumbent-based perceptions of job complexity (IPJC) measures (e.g., the Job Characteristics Inventory and the Job Diagnostic Survey). However, little research has addressed the construct validity of IPJC measures. The present study used longitudinal data to assess the convergent validity of an IPJC measure by examining its relation with an independent measure of complexity derived from the fourth edition of the Dictionary of Occupational Titles (DOT-complexity). In addition, discriminant validity is assessed by examining the relation between the IPJC measure and a relatively broad range of individual (e.g., education) and situational (e.g., pay level) variables, controlling for DOT-complexity. The data are taken from the youth cohort (ages 16-21 in 1979; 19-24 in 1982) of the National Longitudinal Surveys of labor market experience. Results indicated that IPJC did converge significantly with DOT-complexity. Moreover, the set of individual and situational factors did not add significant explanatory power to an equation predicting IPJC using only DOT-complexity, thus providing support for the discriminant validity of the IPJC measure as well. These results may help alleviate reservations concerning previous substantive job design research that has relied almost exclusively on IPJC measures. (Reprinted by permission of the publisher.)

Psychology, Applied, Applied psychology

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Influence of social comparisons on perceptions of organizational fairness

Article Abstract:

Current research on the fairness of organizational procedures is extended by considering the role of social comparisons in the evaluation of fairness. Both the subject's and a referent's control over task choice (high or low control) and the outcome of the task (favorable or unfavorable) were varied. Contrary to expectations, results showed that evaluations of the procedure and outcome were influenced primarily by the subject's outcome. Referent outcomes also influenced perceptions of procedural fairness, but no support was found for the hypothesis that subjects' process control would interact with the referent's process control to influence subjects' ratings of procedural and outcome satisfaction and fairness. Results suggest that Ss draw different inferences from a social, rather than a self, referent. The information role of outcomes for procedural judgments is emphasized. (Reprinted by permission of the publisher.)

Social aspects, Analysis, Organizational research, Organizational behavior, Perception, Perception (Psychology)

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Measurement of job characteristics: comparison of the original and the revised job diagnostic survey

Article Abstract:

This study contrasted the original version of the Job Diagnostic Survey (JDS; Hackman & Oldham, 1975) with the revised version recently proposed by Idaszak and Drasgow (1987). A total of 224 dairy workers completed both versions of the JDS. Results of a confirmatory factor analysis showed that the revised JDS job characteristics items conformed more closely to the hypothesized five-factor structure than did the original JDS items. However, results of LISREL analyses indicated that the revised items did not improve the usefulness of the JDS in predicting several outcomes (e.g., satisfaction, internal motivation, and productivity). (Reprinted by permission of the publisher.)

Human resource management, Dairy industry

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