Unit Performance, Situational Factors, and Employee Attitudes in Spatially Separated Work Units [electronic resource] / Lyman W. Porter and Others.
This study investigated relationships between work unit performance, employee attitudes, and situational characteristics among 411 female clerical workers in 37 branch banks. The work units were characterized by spatial separation and performance of similar functions. Two independent dimensions of p...
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| Format: | Electronic eBook |
| Language: | English |
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[S.l.] :
Distributed by ERIC Clearinghouse,
1973.
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MARC
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| 100 | 1 | |a Porter, Lyman W. | |
| 245 | 1 | 0 | |a Unit Performance, Situational Factors, and Employee Attitudes in Spatially Separated Work Units |h [electronic resource] / |c Lyman W. Porter and Others. |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1973. | ||
| 300 | |a 39 p. | ||
| 500 | |a ERIC Document Number: ED080842. | ||
| 500 | |a Sponsoring Agency: Office of Naval Research, Arlington, VA. Personnel and Training Research Programs Office. |5 ericd. | ||
| 520 | |a This study investigated relationships between work unit performance, employee attitudes, and situational characteristics among 411 female clerical workers in 37 branch banks. The work units were characterized by spatial separation and performance of similar functions. Two independent dimensions of performance were empirically identified and their relationship to attitudes and situational characteristics studied within a multivariate framework by means of multiple discriminant analysis. Results indicate that employee attitudes were significantly related to branch performance. Employees in high performance branches had higher attitude levels toward them and the larger organization of which they were a part while individuals in low and medium performing branches had lower attitude levels. Situational characteristics of the branch were most highly related to the manager's performance of loan functions, a large portion of which may take place outside the branch. Ten tables are included. (Author/MS) | ||
| 650 | 0 | 7 | |a Banking. |2 ericd. |
| 650 | 0 | 7 | |a Clerical Workers. |2 ericd. |
| 650 | 1 | 7 | |a Employee Attitudes. |2 ericd. |
| 650 | 0 | 7 | |a Employment. |2 ericd. |
| 650 | 0 | 7 | |a Factor Analysis. |2 ericd. |
| 650 | 0 | 7 | |a Job Satisfaction. |2 ericd. |
| 650 | 1 | 7 | |a Organization. |2 ericd. |
| 650 | 1 | 7 | |a Organizational Climate. |2 ericd. |
| 650 | 0 | 7 | |a Organizational Development. |2 ericd. |
| 650 | 0 | 7 | |a Performance Specifications. |2 ericd. |
| 650 | 1 | 7 | |a Task Performance. |2 ericd. |
| 650 | 0 | 7 | |a Work Attitudes. |2 ericd. |
| 650 | 0 | 7 | |a Work Environment. |2 ericd. |
| 710 | 2 | |a University of California, Irvine. |b Graduate School of Administration. | |
| 856 | 4 | 0 | |u http://files.eric.ed.gov/fulltext/ED080842.pdf |z Full Text (via ERIC) |
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