EGO‐INVOLVEMENT, JOB SATISFACTION, AND JOB PERFORMANCE

EGO‐INVOLVEMENT, JOB SATISFACTION, AND JOB PERFORMANCE PSYCHOLOGISTS interested in the relationship between motivation and work have typically dealt with three types of dependent variables: a) choices of occupations or jobs; b) satisfaction with, or attitudes toward, jobs; c) measures of performance or proficiency on jobs. While there has been no attempt to formulate a general theoretical framework capable of dealing in a coherent fashion with all three of these variables, they appear to have certain common characteristics. Each of them may be regarded as the outcome of interaction between characteristics of the person and characteristics of the work role. One of the difficulties in interpreting work in these three areas stems from the fact that they have been studied in somewhat different ways and in most cases by investigators from different areas of psychology. Interest in occupational choice has grown out of vocational guidance and has received the attention primarily of psychologists interested in individual differences. On the other hand, studies of job satisfaction and of the motivational determinants of effective job performance have been carried out largely by social psychologists interested in the effects of the social environment. I n addition to their differential stress on environmental and personality variables, psychologists interested in http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

EGO‐INVOLVEMENT, JOB SATISFACTION, AND JOB PERFORMANCE

Personnel Psychology, Volume 15 (2) – Jun 1, 1962

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Publisher
Wiley
Copyright
Copyright © 1962 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1962.tb01858.x
Publisher site
See Article on Publisher Site

Abstract

PSYCHOLOGISTS interested in the relationship between motivation and work have typically dealt with three types of dependent variables: a) choices of occupations or jobs; b) satisfaction with, or attitudes toward, jobs; c) measures of performance or proficiency on jobs. While there has been no attempt to formulate a general theoretical framework capable of dealing in a coherent fashion with all three of these variables, they appear to have certain common characteristics. Each of them may be regarded as the outcome of interaction between characteristics of the person and characteristics of the work role. One of the difficulties in interpreting work in these three areas stems from the fact that they have been studied in somewhat different ways and in most cases by investigators from different areas of psychology. Interest in occupational choice has grown out of vocational guidance and has received the attention primarily of psychologists interested in individual differences. On the other hand, studies of job satisfaction and of the motivational determinants of effective job performance have been carried out largely by social psychologists interested in the effects of the social environment. I n addition to their differential stress on environmental and personality variables, psychologists interested in

Journal

Personnel PsychologyWiley

Published: Jun 1, 1962

References

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