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The correlational literature concerning the relationships between individual job satisfaction and individual performance was analyzed, using the meta-analysis techniques of Hunter, Schmidt, and Jackson (1982). Higher and more consistent correlations between overall job satisfaction and performance were indicated than those previously reported. Relationships between JDI measures of job satisfaction and performance were not as high or as consistent as those found between overall job satisfaction and performance. [ABSTRACT FROM AUTHOR]

The article presents a study that explores the relationships between objective measures of organizational effectiveness and employees' attitudes concerning job satisfaction and employees' role stress in labor intensive public welfare agencies. The author notes three programs involved in the study: Aid to Families with Dependent Children (AFDC), Medicaid, and Food Stamps. The results of the study support the hypotheses that effective administration of the AFDC program is dependent on employee satisfaction.

An investigation of the relationships between leader initiating structure and consideration and several organizational outcomes tested the conditioning effects of organizational size. The results suggest that leader initiating structure is more effective in smaller agencies than in larger agencies, while the effectiveness of leader consideration does not appear to vary with agency size. [ABSTRACT FROM AUTHOR]

The article presents a study which explored role differences in relationships between degree of role clarity and various personal outcomes and in the moderating effects of need for clarity for supervisory and nonsupervisory roles. The methodology of the study is described, as well as the administration of questionnaires and scales used in the study. A discussion of the findings of the study and implications for future research are also presented, including scales displaying the results of the research.

Meta-analysis was employed to investigate the relationships between organizational performance, as measured by sales growth, and turnover functionality and between organizational performance and turnover frequency. Turnover functionality was found to be correlated with organizational performance while turnover frequency was not. [ABSTRACT FROM AUTHOR]

This paper describes employee reactions to the implementation of a performance-based pay plan. Out of 8,000 employees from seven operating companies covered by the plan, 4,788 responded to three open-ended questions. The questions allowed employees to say basically anything they wanted about the plan. The responses indicated that employees appeared to approve of the concept of merit pay, but were concerned about problems with its implementation. Employees appreciated the opportunity to be judged on merit, the money offered by the plan, and the incentive to raise performance; they were concerned with the quality of the goals that were set and with a lack of fairness or a perception of favoritism in the allocation of rewards. [ABSTRACT FROM AUTHOR]

One-hundred and sixty-nine social workers, assistance payments technicians and clerical workers in a human service agency in the Northeast completed a questionnaire two times with a nine-month period between the two administrations. Thirty one of the respondents joined the union between the two administrations of the questionnaire. A comparison of the responses on the first questionnaire of thirty one employees who eventually joined the union with the one hundred thirty-eight who retained their nonmember status, indicated that the union members reported significantly lower levels of satisfaction with work, lower levels of clarity about agency objectives, and lower levels of clarity about the agency's reward system. The implications of these findings for human service agencies are discussed. [ABSTRACT FROM PUBLISHER]

The relationship between employee training and error rates in public welfare programs was investigated. The results provided some support for the hypothesis that employee training, especially on policy and procedures, is associated with lower error rates. The implications of these findings for centralized training functions and training information systems were discussed. [ABSTRACT FROM PUBLISHER]

The sex role congruency hypothesis as it pertains to supervisory initiating structure and consideration was tested among 144 social workers in a human service agency in the northeast. The results indicated that male social workers responded negatively to female superiors' initiating structure and positively to male supervisor' initiating structure. Female social workers responded more positively to female supervisors' initiating structure than they did to male supervisors' initiating structure. The implication of these findings for future research were discussed. [ABSTRACT FROM PUBLISHER]

This article presents a study which investigated sex-role stereotyping in female-dominated social service organizations in the United States. The results of the present study provide some support for the belief that sex-role stereotypes, conceived of as widely shared differential sex-based role expectations, exist for the leadership role and that these stereotypes are shared by subordinates of both sexes. First, satisfaction with supervisor was more strongly and positively related to male, as opposed to female, leader initiating structure and more strongly and positively related to female, as opposed to male, leader consideration. Secondly, these results were amplified when sex of subordinate was controlled. Male subordinates were significantly more satisfied with male, as opposed to female, supervisors exhibiting initiating structure behaviors. This aspect of leader sex-typing is apparently learned by females, since female subordinates also were significantly more satisfied with male, as opposed to female, supervisory initiating structure behaviors. This same stereotypical pattern was found for leader consideration behaviors. Subordinates of either sex were significantly more satisfied with consideration behaviors on the part of female rather than male leaders. The correlation between consideration and satisfaction with supervisor for female subordinates of female supervisors was .74 while the correlations for female subordinates of male supervisors was .46 (Z = 1.55, p < .10). The correlation for male subordinates of male supervisors was -.44 while the correlation for male subordinates of female supervisors was .74 (Z = 1.92, p < .05).

The goal of this study was to investigate the effects of experience and training upon performance in a LGD. Since the effects of these two variables were estimated across three criterion measures of the Ss' rated performance, a multivariate analysis (Clyde, Cramer, and Sherin, 1966) was performed so that all the differences due to experimental treatments could be evaluated simultaneously. Without the multivariate analysis, the nine F ratios (three for each criterion measure) produced by the univariate tests would be difficult to interpret since the probability of at least one Type 1 error would be equal to at least 1-(1-alpha level) (Hays, 1963, page 488). That is, the probability of rejecting the null hypothesis that there is no experimental effect when the null hypothesis is true would be at least .37 if a 5% level of significance were used. [ABSTRACT FROM AUTHOR]

The quality of exchange relationships between work teams and their members was assessed for 103 manufacturing workers. Higher levels of team-member exchange quality, as well as of cohesiveness, satisfaction with coworkers and general job satisfaction were reported by members of teams expected to be self-managing in contrast to teams expected to function as traditional work groups. Gains in departmental production efficiency were also found to be related to the work unit's avenge change in team member exchange over time. [ABSTRACT FROM AUTHOR]

The article discusses the efficacy of certain 'experimental conditions' in reducing the magnitude of dissimulation on a self-report criterion. The author has presented an analysis on the hypothesis that faking is a factor in studies using self-report criteria under conditions ostensibly for research which differ in terms of the level of subject anonymity. He likewise made a discussion on the development of self-report measures and the differences in favorability of responses secured under conditions of complete anonymity and conditions of confidentiality. He has also examined the reliability of a forced-choice social desirability scale.