Developed separate measures of job and work constructs using 3 techniques: semantic differential, questionnaire, and graphic. Assessment measures included the Job Involvement and Work Involvement Questionnaires, Job Involvement and Work Involvement Semantic Differentials, and Job Involvement and Wor

Measurement of job and work involvement

A facet design describing the theoretical and empirical interrelationships among five forms of work commitment (Protestant work ethic, career salience, job involvement/work as a central life interest, organizational commitment, and union commitment) is presented. The analysis reveals that these concepts are partially redundant and insufficiently distinct to warrent continued separation. Suggestions for advancing the study of work commitment are rendered.

https://lib.dr.iastate.edu/cgi/viewcontent.cgi?article=1045&context=management_pubs

Concept Redundancy in Organizational Research: The Case of Work Commitment

In its current form, the Deming management method contains a prescriptive set of 14 points that serve as guidelines for appropriate organizational behavior and practice regarding quality management. Despite the apparent effect of these 14 points on both the industrial world and the practice of management theory around the world, there is little evidence of the role of the Deming management method in the formalization and advancement of management theory. Although its impact on management practice is clear, neither its theoretical contribution nor its theoretical base has yet to be articulated. Yes, there is a theory of quality management underlying the Deming management method, but at present, this theory is presented in the prescriptive form of these 14 points. We propose and articulate a theory of quality management to describe and explain the effects of adopting the Deming management method. This theory is based on the conceptual synthesis of Deming's writings, literature on the Deming management metho...

https://www.jstor.org/stable/pdfplus/258936.pdf

A theory of quality management underlying the deming management method

Individual Values in Organizations: Concepts, Controversies, and Research

The author develops a theoretical framework relating job involvement to its antecedents, correlates, and consequences and reports meta-analyses of 51 pairwise relationships involving job involvement. Results of the meta-analyses support research suggesting that job involvement is influenced by personality and situational variables. Job involvement was strongly related to job and work attitudes but not to role perceptions, behavioral work outcomes, negative "side effects," or demographic variables. Moderator analyses indicated little difference in the strength of relationships based on involvement measure. The author found modest but systematic differences in the strength of relationships between studies of employees of public versus private organizations. He compares and contrasts the results of this study with meta-analytic findings regarding organizational commitment, discusses important theoretical considerations in the research stream, and offers suggestions for future research.

A meta-analysis and review of organizational research on job involvement.

Summary.Ss were asked to cite personal examples of experiences involving high, moderate, and low levels of activation and to describe each of these experiences in terms of 132 adjectives and adjectival phrases. These data were subjected to varimax factor analyses and 12 interpretable high-, 9 moderate-, and 5 low-activation factors were extracted. The relevance of these results to activation theory and to Wolf's (1967) analysis was discussed. Variations in behavior have been described in terms of changes in arousal or activation (Duffy, 1962). Activation theory is essentially a neuropsychological description of the intensity dimension of behavior. This, dimension extends from deep sleep at the low end to excitement at the higher end. Hebb ( 1955) in relating subjective "feelings" to activation proposed that there is increasing alertness, interest, and positive emotion as activation increases from a minimum to an intermediate level, and increasing emotional disturbances and anxiety as activation rises still further, i.e., different subjective reactions or emotions correspond to different levels of activation. Activation states may be analyzed physiologically, neurologically, behaviorally, and experientially (the feelings of s). By far the greatest number of studies have used either physiological measures (e.g., EMG, blood pressure, GSR) , neurological measures, or a combination of these measures along with some relevant behavioral index. Through such studies, much has been learned about the neuro-physiological and behavioral states which characterize different levels of activation. For example, an organism sleeps when it is deprived of sensory input, or when sensory input declines (Kleitmatl, 1939). Under conditions of reduced afferent influx, the encephalogram changes from a picture of desynchronization (activation) to one of synchronic alpha waves (relaxed state) and finally to one of large, slow, increasingly synchronized waves indicative of sleep. (Lindsley, 195 1). To date, only one attempt to isolate systematically the experiential or subjective components of activation has appeared in the literature. Wolf (1967) factor analyzed 30 adjectives checked by Ss as descriptive of feelings of fatigue. In order to give a context for his descriptions, each S wrote a brief narration of a recent fatiguing experience. Three interpretable factors were extracted: exhaustion, nervous fatigue, and drowsy fatigue. He judged that each of these factors corresponded with some activation state. Thus, drowsy fatigue seemed similar to Duffy's (1962) description of low activation, nervous fatigue to her description of compensatory high activation, and exhaustion to her "simple fatigue." The present study attempted to expand Wolf's (1967) findings by apply

A factor analytic study of the subjective components of activation.

Weighting agreement responses by item scale values.

Interacting effects of motivation, ability, and noise on activation and performance in a memorizing task

A series of scales measuring attitudes toward work was developed. The Survey of Work Values (SWV) was based on a number of dimensions of Protestant Ethic, specifically those aspects that deal with the meaning that an individual attaches to his role at work. The content validity of the items was established by the reallocation method of scaling. Items were analyzed to determine the best method of scoring and to select items for the subscales according to the internal consistencies and independence of the subscales. Unweighted, multipoint scoring was selected for 54 items. SWV scores discriminated among occupational groups and correlated with background characteristics of employed and disadvantaged persons. The purpose of this research was to construct a set of scales measuring several areas of work values. The Survey of Work Values (SWV) is intended to be an index of a person's attitudes toward work in general, rather than his feelings about a specific job. The concept of work values, referring to general attitudes regarding the meaning that an individual attaches to his work role, therefore, differs from that of job satisfaction (an attitude toward one's own job). A few scales have been constructed for the purpose of measuring work values (StefHre, 1959; Super, 1957, 1962) and occupational values (Kilpatrick, Cummings, & Jennings, 1964; Rosenberg, 1957). Although these measures have been carefully developed, they seem to be extremely global. The SWV differs from previous scales3 in that it is directed toward separate areas of values and is limited to the construct of secularized Protestant Ethic with which work values seem to be closely linked. The principal aspects of Protestant Ethic as described by Weber (1958) are individualism, asceticism, and industriousness. The emphasis placed on a man's industriousness probably represents the most critical aspect of Protes

Development of the survey of work values

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A factor analytic study of the subjective components of activation.

Weighting agreement responses by item scale values.

Interacting effects of motivation, ability, and noise on activation and performance in a memorizing task

Development of the survey of work values