英语论文网

1981 Smircich and Chesser 205
person rather than a process occurring within the context of a dyadic relationship.
The four-level framework provides a mechanism for fuller examination
出国留学论文and comparison of perceptions rather than "one person's set of attributions
considered in isolation" (Laing et al., p. 59). Such an approach
may offer greater insight into the dynamics of interpersonal relationships
in organizations.
REFERENCES
1. Baird, L. S. Self and superior rating of performance: As related to self-esteem and satisfaction
with supervision. Academy of Management Journat, 1977, 20, 291-300.
2. Bugental, J. F. T. Challenges of humanistic Psychology. New York: McGraw Hill, 1967.
3. Burrell, G., & Morgan, G. Sociological paradigms and organizational analysis. London: Heinemann,
1979.
4. Cronbach, L. Processes affecting scores on "understanding of others" and "assumed
similarity." Psychological Bulletin, 1955, 52 (3), 177-193.
5. Dansereau, F., Graen, G., & Haga, W. J. A vertical dyad linkage approach to leadership in formal
organizations. Organizational Behavior and Human Performance, 1975, 13, 46-78.
6. Graen, G., & Schiemann, W. Leader-member agreement: A vertical dyad linkage approach.
Journal of Applied Psychology, 1978, 63 (2), 206-212.
7. Henemann, H. G. Comparison of self and superior ratings of managerial performance. Journal
of Applied Psychology, 1974, 59, 638-642.
8. Laing, R. D., Phillipson, H., & Lee, A. R. Interpersonal perception: A theory and a method of
research. New York: Springer Publishing Co., 1966.
9. Siegel, S. Non-parametric statistics. New York: McGraw Hill, 1956.
10. Sims, H. P., & Szilagyi, A. D. Leader reward behavior and subordinate satisfaction and performance.
Organizational Behavior and Human Performance, 1975, 14, 426-438.
11. Smircich, L., & Chesser, R. J. Authenticity: Conceptualization and measurement. Proceedings
of the Eastern Academy of Management, 1979.
12. Thornton, G. C. The relationship between supervisory and self-appraisals of executive performance.
Personnel Psychology, 1968, 21, 441-456.
© Academy of Management Journal
1981, Vol. 24, No. 1, 205-212.
DIMENSIONALITY OF THE JOB DESCRIPTIVE INDEX'
SAMUEL J. YEAGER
Wichita State University
The Job Descriptive Index (JDI) (Smith, Kendall, & Hulin, 1969) is the
most widely used measure of job satisfaction extant today. More than 50
percent of the articles published between 1970 and 1978 in seven leading
management or management related journals that used non-ad hoc
'The author expresses thanks to Patricia Cain Smith, Bowling Green State University, for supplying
copies of the factor matrices used in Smith, Smith, and Rolls (1974) and also for the coding
scheme used.
206 Academy of Management Journal March
measures of job satisfaction employed the JDI. The journals examined
were The Academy of Management Journal, Administrative Science
Quarterly, Human Relations, Journal of Applied Behavior Science, Journal
of Applied Psychology, Organizational Behavior and Human Performance,
and Personnel Psychology. In addition, more than 50 percent of
the studies using non-ad hoc measures of job satisfaction in The Proceedings
of the Academy of Management since 1975 have employed the JDI.
Earlier issues do not include enough detail on the papers presented to classify.
Ad hoc measures 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。