Abstract
A model for job attitudes and job performance is proposed which hypothesizes that relationships occur in situations where job behaviors are primarily worker controlled. The empirical literature on job attitudes and absences, turnover, grievances, and objective performance is reviewed from the perspective of the model. Data collected in two union representation elections are presented as a test of the proposition that when an employee is free of situational constraints in choosing among behavioral alternatives, his attitudes predict his performance.
| Original language | English (US) |
|---|---|
| Pages (from-to) | 208-224 |
| Number of pages | 17 |
| Journal | Organizational Behavior and Human Performance |
| Volume | 10 |
| Issue number | 2 |
| DOIs | |
| State | Published - Oct 1973 |
Funding
1T his study was supported by NSf' Grant No. GS 3030 to Indiana University, Julius G. Getman, Indiana University Law School, and Stephen B. Goldberg, College of Law, University of Illinois, Principal Investigators. The author is indebted to Professor Goldberg and Professor Getman who colleeted the data and to Charles I-Iulin who read and commented on an earlier version of this paper. Requests for reprints should be sent to Jeanne B. Herman, Department of Psychology, University of Illinois, Champaign, Illinois 61820. 208 Copyright © 1973 by Academic Press, Inc. All rights of reproduction in any form reserved.
ASJC Scopus subject areas
- General Medicine