The job characteristics model in Hong Kong

Article Abstract:

The core job dimensions from 57 jobs in Hong Kong measured by job incumbents' self-reports on the Job Diagnostic Survey (JDS) and supervisory ratings on the Job Rating Form (JRF) together with job incumbent work satisfaction measured on the Job Descriptive Index (JDI) provided the data base for this research. The convergent and discriminant validities of the JDS and the RJF were examined by using confirmatory factor analysis. The results indicate that although the five-trait model as suggested by the job characteristics model did not fit the data, a modified four-trait model did. The results also indicate that the supervisory ratings of job characteristics had greater trait variance and less method variance than the ratings provided by job incumbents. Subsequent correlational analysis further revealed that the within-person correlations between incumbents' task descriptions and work satisfaction as measured by the JDS and JDI work scales might be inflated by the common source variance and the confounding of items in the two scales. The results are discussed in terms of their relevance and implications for future job design research. (Reprinted by permission of the publisher.)

Models, Hong Kong, Job satisfaction, Job analysis, Job descriptions, Hongkong

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Effects of comparative performance information on the accuracy of self-ratings and agreement between self- and supervisor ratings

Article Abstract:

The manner in which social comparison performance information affects the accuracy of self-ratings and the agreement between self- and supervisor ratings was investigated in a laboratory experiment using 163 undergraduates. Ss proofread a series of articles for 30 minutes and then made self-ratings of work performance. Half of the subjects received social comparison information prior to making self-ratings. Correlations between self- and supervisor evaluations and between self-evaluations and objective performance indicators were significantly larger when self-raters were presented with the same comparative performance information that was available to supervisors. Implications of the findings for future research on self- and supervisor evaluations are discussed. (Reprinted by permission of the publisher.)

Supervision of employees, Employee supervision

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Effects of purpose of the appraisal and expectation of validation on self-appraisal leniency

Article Abstract:

A study of 62 students enrolled in an organizational behavior class, conducted as a two-by-two factorial experiment, indicates that self-appraisals are more lenient when conducted for grading purposes as opposed to research purposes, and that self-appraisals conducted with foreknowledge of later validation methods are less lenient than those conducted with low expectation of subsequent validation processes.

Psychological aspects, Self-perception, Self-evaluation, Self evaluation, Self perception

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