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INDIVIDUAL MODERATORS OF THE TASK DESIGN, JOB ATTITUDE RELATIONSHIP: A NOTE ON MEASUREMENT
Author(s) -
Robey Daniel
Publication year - 1978
Publication title -
journal of management studies
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 4.398
H-Index - 184
eISSN - 1467-6486
pISSN - 0022-2380
DOI - 10.1111/j.1467-6486.1978.tb00910.x
Subject(s) - job satisfaction , contingency , job design , psychology , task (project management) , social psychology , measure (data warehouse) , job attitude , selection (genetic algorithm) , value (mathematics) , work (physics) , job analysis , test (biology) , order (exchange) , applied psychology , job performance , computer science , mathematics , statistics , engineering , economics , management , mechanical engineering , paleontology , linguistics , philosophy , artificial intelligence , biology , finance , database
M any job design studies incorporate a direct measure of individual differences to test the contingency hypothesis of Hulin and Blood. This study examines two basic approaches to the measurement of potential moderators of the relationship between job design and job satisfaction. One method involved independent determination of a work value system, and predicted job satisfaction of subjects in an experimental study on job enlargement. The second method, strength of higher order needs, did not yield the same results as did the first. This difference shows that choice of an operational definition of individual differences affects research findings. For purposes of personnel selection or placement, the work values approach (method one) appears to be more useful than the need strength measure (method two).