Individual differences and the job characteristics: Job involvement linkage.
Item
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Title
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Individual differences and the job characteristics: Job involvement linkage.
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Identifier
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AAI9605646
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identifier
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9605646
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Creator
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Papamarcos, Steven Dana.
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Contributor
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Adviser: Abraham K. Korman
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Date
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1995
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Language
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English
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Publisher
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City University of New York.
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Subject
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Business Administration, Management | Psychology, Industrial
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Abstract
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High-involvement management has been advanced as something of a prescription for meeting the challenges faced by today's corporate managers. While the literature is rich with anecdotal evidence supporting involvement as critical to corporate survival in increasingly global and hostile markets, empirically establishing the efficacy of participative strategies vis-a-vis either the organization or the individual has not been easy.;In this paper, I hypothesized that the substantive denial of job-related freedom and opportunities to develop a sense of membership may be a job-alienating experience. Conversely, opportunities to exercise a degree of control with regard to the substance of one's work life, and establish a sense of belonging to the larger organization, may result in greater job involvement.;Additionally, using an interactionist perspective and Hofstede's work-related values as an organizing framework, I suggested that psychological proxies for Hofstede's ecological factors would qualify the job characteristics-job involvement linkage. I also argued that the psychological moderators being investigated in this research may not be equally salient for all subjects. Indeed, for some they may not serve as evaluative criteria at all. I proposed that the practical importance of one's value system is determined, in part, by one's image of the self as worthwhile. Therefore, I hypothesized that the strength of the moderator effects of the personological variables would be positively related to self-esteem.;Empirical results evidence a level of support for this study's general hypotheses. Objectively evaluated participative job content and context factors appear statistically and operationally related to job involvement. Modest support is also found for the interactionist perspective. Results indicate that the overall job characteristics-job involvement linkage is qualified by the individual difference variables jointly considered. Lastly, it was hypothesized that self-esteem would qualify the moderating influence of the psychological variables. However, the class of second-order interactions entered into this study's general analysis failed to achieve statistical significance after controlling for the direct and first-order interactive effects of the job characteristics and individual differences. Subsidiary hypotheses showed similar supportive or null results. No relationships opposite those predicted were detected.
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
