Work Alienation: An Integrative Approach |
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Page 104
... scores range from 8.0 to 56.0 ; lower scores represent a higher involvement . For JIQ and WIQ scales the scores range from 10.0 to 60.0 and 6.0 to 36.0 , re- spectively ; higher scores represent a higher involvement . Finally , for JIG ...
... scores range from 8.0 to 56.0 ; lower scores represent a higher involvement . For JIQ and WIQ scales the scores range from 10.0 to 60.0 and 6.0 to 36.0 , re- spectively ; higher scores represent a higher involvement . Finally , for JIG ...
Page 125
... scores ( Factor 1 ) , there was no significant difference between their work - involvement factor scores . For Factor 2 , the extrinsic group mean factor score was .06 ( mean raw score = 2.62 ) , and the intrinsic group mean factor score ...
... scores ( Factor 1 ) , there was no significant difference between their work - involvement factor scores . For Factor 2 , the extrinsic group mean factor score was .06 ( mean raw score = 2.62 ) , and the intrinsic group mean factor score ...
Page 135
... scores on the two salient job outcomes were added to represent a single score for salient - need satisfaction . Likewise , the respondent's satisfaction scores on the two nonsalient job outcomes were added to represent a single score ...
... scores on the two salient job outcomes were added to represent a single score for salient - need satisfaction . Likewise , the respondent's satisfaction scores on the two nonsalient job outcomes were added to represent a single score ...
Contents
General Plan of the Book | 5 |
3 | 18 |
Characteristics of the Sociological Approach | 28 |
Copyright | |
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achievement alienation and involvement anomie Applied Psychology autonomy behavior Blauner causes chapter cognitive belief concept of alienation considered construct construct validity contexts cultural demographic developed dimensions discriminant validities empirical employees extrinsic group extrinsic managers Hegel important individual intrinsic and extrinsic intrinsic motivation intrinsic needs intrinsic orientation involvement and alienation JISD job involvement job outcomes job satisfaction Kanungo labor lack Lawler and Hall Lodahl and Kejner Marx meaning measures of job ment mental health motivational approach normative belief normlessness one's organization organizational perceived phenomena potential present job Protestant work ethic psychological identification questionnaire Rabinowitz and Hall relationship of job respondents role Saal Saleh and Hosek salient needs satisfy scale items scores Seeman self-esteem Semantic Differential social social alienation sociological sociologists studies suggested term alienation tion trinsic type of alienation validity variables variance viewed volvement WIG scale WISD