| Popis: |
The purpose of the research was to determine if augmenting the more orthodox normative analysis with a typal analysis would lead to a more efficient description of the relationship between job satisfaction and the motivation to work. There were two major objectives related to the stated purpose: 1) to determine if a matching satisfaction type could be found for each motivation type, and, 2) to see if various motivation and satisfaction types would be characterized by differing lengths of time in the profession. The subjects in the study were 175 performing engineers from six different organizations. A single occupation was chosen in an attempt to control for reward system. An assumption was made that individuals from a single occupation have the same potential rewards available to them. The subjects completed a satisfaction inventory comprising the Job Descriptive Index and a 43 item form. They also answered questions dealing with work history. Co-workers of the subjects rated them on seven work motivation scales and six performance scales. The satisfaction inventory was cluster analyzed and yielded five reliable, independent, and interpretable dimensions: Advancement, Ethical Principles, Creativity, Pay, and Working Conditions. Factor and Cluster analyses of the motivation scales yielded three dimensions: Professional Identification, Team Attitude, and Task Concentration. Factor and Cluster analyses of the performance scales also yielded three dimensions: Problem Weighting and Communication of Results, Use of Personnel Resources, and Personal Ethics. Cluster scores for the five previously mentioned satisfaction dimensions were derived for all subjects. Typing on the basis of these satisfaction dimensions yielded 15 distinct types, comprising 163 subjects. Raw scores on the three motivation dimensions were used for motivational typing. A total of 13 motivation types emerged, comprising 171 subjects. A 15 X lJ complementarity matrix was formed, with the cell entries corresponding to the number of individuals falling into a particular motivation and satisfaction type. Work history variables and performance dimensions were related to both satisfaction and motivation types. Far too many groups emerged from the typing for a meaningful analysis of the complementarity matrix. In addition, too little is known of the sampling distributions of·various typologies to allow a statement concerning the chance characteristics of the types appearing in the present study. Replication's and greater N sizes are needed to address these problems. The results obtained suggested the following conclusions: 1. Knowledge of an engineer's motivational type does not seem to enable one to predict the same engineer's satisfaction pattern. 2. Certain satisfaction types do seem to be characterized by differing lengths of service to the profession; length of service seems to have no relationship to motivational type. J. In the present sample, motivational type seems to act as a moderator of the relationship between job satisfaction and job performance. There were several interesting relationships among satisfaction, motivation, and performance. While the typological procedures employed did not support the major proposals of the research, subgrouping as a basis for showing relationships between attitudes and behavior does show some promise. |
