With the use of a hierarchy-of-effects model, the decision to complete a mail survey was modeled as a process moving through several stages. A set of variables thought to influence the survey-completion decision process was examined. These variables include survey design factors, which were manipulated by the researchers, and respondent factors, such as attitudinal and personal constructs. Based on the research findings, the hierarchy-of-effects model is an appropriate way to model the mail-survey-response process. The data indicate that among the survey design factors included in the study, the monetary incentive had the most effect on the decision process, with a pervasive impact throughout the process. Importantly, respondent factors such as attitude toward research were of critical importance in moving respondents through the survey-response process. Research into the response-rate phenomenon is likely to benefit by considering how both survey design and respondent factors affect specific stages of the response process and enhance participation in surveys. ᭧

The findings on burnout that are almost universally from research in service settings are applied to an industrial setting with self-managed work teams. Researchers formulated several hypotheses on the basis of this literature. These hypotheses were then used to develop a structural (causal) model that was tested and refined using LISREL 8. Data were collected from 320 employees concerning perceptions of several job and organization conditions, as well as the three components of burnout. Results indicated that role conflict contributed to emotional exhaustion, and participation in work teams diminished it. Job ambiguity, low co-worker support, and low job ability contributed to feelings of low personal accomplishment. These results were consistent with previous findings. When insufficient time to complete a job was removed from the workload measures, workload actually diminished burnout, a finding opposite from previous research. Other organization factors had no significant impact on burnout in this setting.

Much of the early research on job involvement provided mixed results and generated considerable confusion. Recently, a conceptual distinction has been proposed between job involvement, a function of how much the job satisfies one's salient needs, and work involvement, a generalized psychological identification with work. Several studies have provided moderate support for such a distinction. This study was designed to provide additional support for this conceptual differentiation by exploring the causal antecedents of the two constructs. A causal model is proposed in which work involvement is a function of stable personality characteristics and job involvement is a function of the job's ability to satisfy salient needs and the degree of work involvement that an individual brings to the work situation. The data provide strong support for the model and thereby further support the theoretical distinction between job involvement and work involvement. ResumeLes premieres recherches sur l'attachement a 1'emploi ont, pour la plupart, donne des resultats variables et seme une grande confusion. Dernierement, une distinction conceptuelle a ete etablie entre l'attachement a 1'emploi, fonction par laquelle 1'emploi satisfait des besoins importants, et l'attachement au travail, etat psychologique generalise d'identification au travail. Plusieurs etudes viennent appuyer de faqon modeiee cette distinction. La presente etude visait a etayer davantage cette distinction conceptuelle, grace a un examen des antecedents causals des deux concepts. On a propose un modclc causal selon lequel l'attachement au travail repr^sente un trait de personnalite stable, tandis que l'attachement a 1'emploi est fonction de la capacite de 1'emploi a satisfaire des besoins importants et du degr£ d'attachement au travail que manifeste l'individu dans le contexte du travail. Les donnees appuient fortement le modele et, partant, la distinction theorique entre attachement a 1'emploi et attachement au travail.Job involvement as a construct has been investigated for over two decades. Recently, however, the whole concept of job involvement has been called into

Studies concerned with variables involving an individual's decision to leave an organization are categorized into process and content aspects. Variations in previous tests of causal content models are discussed. It was hypothesized that job type acts as a moderating factor affecting the variables indicated as important in the intention-to-leave decision. The results of this study support the hypothesis. Implications of the findings are discussed.

No abstract