Comparative study of need satisfactions in military and business hierarchies.

Abstract

The lllenni11ger Fou11dalion, Topeka, Ka11JasThe Stouffer-Toby Role Conflict Scale, a measure of particularism (the value for institutionalized obligations or friendship), was administered to 230 employees in 13 bank branches in Mexico and the United States. Findings support the hypothesis that for both bank officers and line employees Mexicans are sig nificantly more particularistic than Mexican-Americans, who in turn are sig nificantly more particularistic than Anglo-Americans. The hypothesis that, by ethnic group, officers arc less particularistic than line employees was partially supported. The cultural development of particularism and the potential impact of that value upon organizational behavior are discussed. Some suggestions arc olfercd to management and to researchers concerning the importance of under standing the interactions among specific value orientations nnd specific organizational behaviors, nnd concerning the implications of such interactions for employee satisfaction and orgnnizntionnl integrity. Rapid industrialization of "underdeveloped"count ries, continued expansion of international busin ess operations, and increased use of indige nous labor by foreign companies height en the relevance of cross-cultural stud ies of individual behavior in complex organ izations. Though such studies are relatively few, their findings invariably indicate the pervasive influence of cultural values upon, for example, the pace and pattern of company development, the emergence of management and supervisory styles, and the varieties and intensities of motivation for, attitudes toward,

Self-esteem, need-fulfilment and job satisfaction among coloured factory workers

“…As regards the need-fulfilment measure, a pilot study in which the scale was administered individually to a comparable sample (which gave them an opportunity to comment on each item) revealed that they had no difficulty in understanding the various items. In addition, the fact that this scale has been used successfully in a variety of jobs and been found to relate highly to a number of relevant external criteria (Porter, 1962(Porter, , 1963Porter and Henry, 1964;Porter and Mitchell, 1967) suggests that it should be pretty valid in the present context. That the scale was simply used to obtain an overall score for each S is supported; by a recent factor analytic study (Herman and Hulin, 1973) which found that a single dimension, rather than five separate dimensions (for each of the needs covered by the scale) could best account for the score variance.…”

A Factor Analysis of Need‐fulfillment Items Designed to Measure Maslow Need Categories

“…A measure of overall job satisfaction (rated on a 12-point bi-polar scale) was included t o determine which, if any, types of need satisfactions clustered with overall feelings about the job. Also, job grade was included as a variable since variations in need fulfillment patterns have been reported for different vertical positions in the organizational hierarchy (Mitchell, 1970;Porter, 1961 ;Porter, 1962;Porter and Mitchell, 1967;Rhinehart et al, 1969;Slocum, 1971).…”

Position Characteristics Organizational Setting Characteristics and Employee Reactions: Test of Conceptual Framework

“…Numerous studies have examined the relationship between this variable and employees' satisfaction with the work and the work context (cf. Browne and Neitzel 1952;Porter 1962;Porter and Mitchell 1967;Lichtman 1970;Herman and H u h 1973;Herman et al 1975). Since the results of these investigations have been thoroughly reviewed elsewhere (cf.…”