Job Satisfaction Research: The Post‐Industrial View

Davis, Louis E.

doi:10.1111/j.1468-232x.1971.tb00015.x

Cited by 37 publications

(17 citation statements)

References 12 publications

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“…And indeed, studies on job satisfaction are aimed at establishing how to get the worker to commit himself to work that is unanimously admitted to be alienated. In this type of study it seems to us that the work of Davis (1966Davis ( , 1971) and Emery and Trist (1960) respresents the most interesting line of research. They deal, on the one hand, with the connection between work and job design, and on the other, with the problem of the relation between work and environment.…”

Section: Discussionmentioning

confidence: 93%

The Effects of Technical Change on Skill Requirements: An Empirical Analysis

Russo

1991

Labour

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Absrrucr. Th s essay offers an empirical analysis of the effects of technical change on skill. Firstl:, with the increasing diffusion of more and more mechanization and, in this decade, with the advent of microelectronics, this theme has been widely debated both in theory md in empirical analyses. These latter are usually based on a measurement of skill ia terms of the parameters adopted in the job evaluation. My critique to that approzch is both on the job evaluation criteria adopted, and on the unclear distinction between quantitative and qualitative effects of technical change on labour requirements. The following analysis will show the importance of that distinction in interpreting data.The case study is the production of ceramic tiles in Italy. The analysis is articulated in three parts. The first discusses an indicator of technical level of ceramic tile production. This indicator refers to the 'scale of mechanization' proposed by Bright in 1958. The oldest and the most up-to-date techniques in use in the early 1980's are compared with regard both to the level of mechanization and to the number of workers required at each task at factory level. This analysis is the premiss for the distinction between quantitative and qualitative effects of technical change. This -together with the discussion of a measurement of skill based on job content -is examined in the second part.The conclusion of the case study and a critical analysis of the main contributions on this topic are in the third part. Labour 5 (1): 45-73 (1991) J.E.L. J24, 033 45

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Section: Discussionmentioning

confidence: 93%

The Effects of Technical Change on Skill Requirements: An Empirical Analysis

Russo

1991

Labour

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“…These were described by Cherns (1973a) in his presidential address to Section N of the British Association and are indicative of what Bell (1967), Davis (1971), and others contend is a transition from an industrial to a post-industrial era. They include the decline in manufacturing industry as the principal type of employment, the refusal of young people in the developed countries to undertake jobs which deny them personal satisfaction, to opt out of 'work' altogether or to engage in jobs which are only on the fringe of so-called normal activity, and the choice by older people to spend a smaller proportion of their lives at work by means of longer holidays, a shorter working week, and earlier retirement.…”

Section: Social Changementioning

confidence: 88%

“…According to Davis (1971), a major criticism of studies by Katzell, Barrett, and Parker (1961), Dunnette, Campbell, and Hakel (1967), Blood and Hulin (1967), and Hulin (1969), which seek to correlate economic, community, group, and personality variables with workers' attitudes and job satisfaction, is their failure to study the work itself. By this he does not mean totally ignoring the content of jobs but the taking of technology as a given, as a result of which occupational adjustment is considered within the context of existing systems of work rather than exploring how satisfaction might beincreased through job design.…”

Section: Social Changementioning

confidence: 99%

“…Some of the arguments about job enlargement and job enrichment are spurious in the opinion of Davis (1971) because of the tendency of some researchers to treat the terms as synonymous, leading to mis-interpretation by protagonists such as Kilbridge (1960) and MacKinney, Wernimont, and Galitz (1962) of the views of Argyris (1957;), Davis (1957a1957b), Guest (1957), and Davis and Werling (1960). However, confusion of terminology continues, as may be observed in a recent article by Susman (1973) in which enlarged jobs are defined as those which allow workers more discretion and responsibility through redesigned technology, workflow or increased delegation to the job holder.…”

Section: Social Changementioning

confidence: 99%

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People and work: some contemporary issues.

Shimmin¹

1975

Occupational and Environmental Medicine

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“…It is argued that this new value emphasis on gender, racial, ethnic, and disability-affected equality of opportunity has very serious implications for the public workplace. The need for public authorities to model appropriate practices in these areas has led many commentators to call for the adoption of new &dquo;progressive&dquo; personnel policies (e.g., see Davis, 1971;Waldo, 1980:158-161; Koehn, 1983;O'Leary, 1994) and more employeecentered and employee-empowered types of management practices (Osborne and Gaebler, 1992;Winter Commission, 1993).…”

Section: Keeping Up With the Timesmentioning

confidence: 98%

Public Personnel Management in County Government

Steel¹,

Lovrich²

1996

Review of Public Personnel Administration

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In recent decades there have been many social, economic and political changes in society which have led to an emphasis on progressive public personnel policies and management. Some of the most salient changes for public personnel policy have been the increasing number of women in the workplace, a societal emphasis on equality and diversity, the unionization of government employees, and an increasing emphasis on employee lifestyle issues. This article investigates how well county governments have responded to these new workplace dynamics and the factors associated with adaptive change. The focus of the analyses presented is the adoption of progressive personnel practices and policies such as sexual harassment prevention training and complaint processing, affirmative action recruitment, collective bargaining rights, and employee assistance policies. Based on a survey of 790 counties in 1993, the results indicate that the adoption of formal sexual harassment, affirmative action, collective bargaining, and employee assistance programs is demonstrably related to level of urbanization, the presence of a professional personnel office, size of the workforce, local-level representation of women and/ or minorities in public office, and political culture.hile county government has ~ ~ become an increasingly im-

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Job Satisfaction Research: The Post‐Industrial View

Cited by 37 publications

References 12 publications

The Effects of Technical Change on Skill Requirements: An Empirical Analysis

The Effects of Technical Change on Skill Requirements: An Empirical Analysis

People and work: some contemporary issues.

Public Personnel Management in County Government

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