Suchergebnisse

This article argues that behaviors which predict individual variance in satisfaction do not necessarily co-exist with the need for activities which lead to satisfaction. Specifically, we examine the effect of sensitivity to performance variations on growth satisfaction. We label this sensitivity "assimilation of work experience" (A WE). In contrast to growth need strength (GNS), A WE is shown to have a main effect on growth satisfaction independent of job scope and context satisfaction. In addition, the claim that the job scope/growth satisfaction relationship is stronger for low than high context satisfaction is examined. We contend that the theory also predicts a main effect of context satisfaction on growth satisfaction. Three samples comprising middle level managers, lower level managers, and sales representatives are studied. Total sample size is 1702. Multiple regression is the primary analytical method.

Responding to the weak evidence for moderating effects of growth need strength on the growth satisfaction/job enrichment relationship, Bottger and Chew (1986) argue that capacity rather than need for growth should be studied. They show that "assimilation of work experience" (A WE), a measure of the individual's affective responses to work performance variations, does explain variance in growth satisfaction independent of job scope and context satisfactions. Here we investigate aspects of the internal and construct validities of this finding. We show that the A WE effect on growth satisfaction is independent of role ambiguity and leader behavior. Also, whereas A WE explains variance in growth satisfaction, it has a random effect on satisfaction with supervision. The sample is 487 sales representatives. Moderated regression analysis is the primary analytical method.