Use this URL to cite or link to this record in EThOS: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.629574
Title: The association between person, work environment, job satisfaction and performance : a study in light manufacturing assembly plants
Author: Bin Ahmad, Kamarul Zaman
Awarding Body: University of Manchester
Current Institution: University of Manchester
Date of Award: 2001
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Abstract:
Recent research in organisational psychology has identified two models of person-environment fit that can be used in the study of satisfaction and performance. These models are the complementary fit and the supplementary fit model. The essential difference between the two models is that the work environment in the supplementary fit model is described according to the people who inhabit it, whereas in the complementary model, it is described according to some aspect of the job environment itself other than its inhabitants. Most prevlOUS studies of the complementary fit have failed to use objective measures of the work environment that are independent of the person examined. The present field study investigated the moderating role of group size, an objective independent measure of the work environment, on the relationship between intelligence and satisfaction, personality and satisfaction, and personality and performance. The intelligence variables in this model were two general measures ("g" and "reasoning") and one specific measure ("speed of closure" defined as the specific ability with which individuals can apprehend the structural implications of a confused or incomplete visual configuration). Personality was operationalised in terms of a selection of Cattell et ai's (1992) primary and secondary factors. On the basis of data from 257 shopfloor workers in a light manufacturing plant, results generally indicated that group size moderated the relationships between all three measures of intelligence and satisfaction with pay as well as with the job overall. Results also indicated that group size moderated the relationships between the personality factors of apprehension, sensitivity, social boldness and dominance, and various facets of satisfaction. The relationships between these personality variables and satisfaction were negative in large groups and positive in small groups (except for apprehension, the slope of which was virtually flat for small groups). Most previous studies have used statistical tests of hierarchical multiple regression (HMR) to analyse the significance of the moderators. The present study used hierarchical logistic regression (HLR) in addition to HMR. HLR successfully detected group size as a moderator in 20 out of 33 instances whereas HMR detected only 13. Also, unlike HMR, HLR does not have any distributional assumptions. In sum, HLR appears to offer a viable alternative to the previously popular HMR. Multiple instruments of satisfaction were administered simultaneously to respondents in this study. Results of this research corroborated the meta-analytic findings of Tranberg et al (1993), in that one-item measures of satisfaction generally yielded higher satisfaction congruence relations compared with the more sophisticated standardised measures that have adequately reported reliability. [In the present research the Job Descriptive Index (Smith et aI, 1969) was regarded as the sophisticated, standardised measure].
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.629574  DOI: Not available
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