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This paper reports an investigation of the underlying dimensionality of managerial performance utilizing a multidimensional scaling approach. Using similarities and preference data supplied by practicing managers, four dimensions were identified: Perceived Managerial Competence, Activity Level, Role Centrality, and Purposefulness. Dimensions were replicated in three independent analyses. These dimensions are descriptive and represent the relevant and discriminable criteria used by managers to evaluate managers. It is suggested that performance and evaluator "profiles" may provide a rich source of data for the analysis of managerial performance. The authors propose that a better understanding of the dimensionality of performance is a necessary precondition for the development of meaningful normative models. [ABSTRACT FROM AUTHOR]

Five sources of feedback (the formal organization, supervisor, co-workers, the task, one's own self) were investigated for their "informativeness" as providers of information about what the job requirements are (referent) and the extent to which they were met (feedback). Findings indicate that there is a greater reliance on intrinsic sources (sources psychologically "closer" to the individual) than on more external sources for feedback information, this reliance being reduced for referent information. These findings are discussed in terms of job description items which indicate that various characteristics of the external sources are associated with a reduced reliance on intrinsic sources. Implications for future research and organizational life are discussed. [ABSTRACT FROM AUTHOR]

Recent criticisms of the two-factor theory of job satisfaction suggest that Herzberg's reliance upon the recall of critical incidents (Ewen, 1964) and dual system of categorization (Schneider and Locke, 1971) may have introduced a scaling bias in his method of experimentation which severely restricts respondents' opportunities to register negative reactions to motivators (Ms) and positive reactions to hygienes (Hs). Industrial trainees in two vocational education projects (N1 = 72, N2 = 102) responded to check lists which contained both negative and positive performance specimens (Whitlock, 1963) related to two of Herzberg's Ms and three Us. These data were used to test three of King's (1970) formulations of Herzberg's theory dealing with the relative frequency of good and bad experiences engendered by Ms and Us (Theories I through III). A set of hypotheses dealing with levels of satisfaction and dissatisfaction derived from Ms and Us were also tested. The results of both studies failed to support Herzberg's two-factor theory. Rather, the results appeared to substantiate the contention of Graen (1966) and others about the greater potential for satisfaction associated with intrinsic work factors. [ABSTRACT FROM AUTHOR]

In a 2 × 2 factorial design, the present experiment investigated the effects of expected pay and chronic self-esteem on quantity and quality of performance. The results on the quality data indicated that high self-esteem subjects performed highly under both low and high pay conditions, whereas low self-esteem subjects performed highly only under the high pay condition. The results on the productivity data, however, indicated only the main effect of pay. These results can be explained in terms of self-consistency theory. They are also in agreement with other investigations showing that individuals would tend to confirm a high self-concept more by high quantity than by high quantity of work. [ABSTRACT FROM AUTHOR]