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Employee age as a moderator of the relation between perceived work alternatives and job satisfaction

Article Abstract:

This study was designed to explore whether employee age influences the relation between perceived work alternatives and job satisfaction. Moderated regression analyses were conducted using the survey responses of 226 employees between the ages of 24 and 50 who worked for a mental health institution. The analyses revealed that a Perceived Work Alternatives X Employee Age interaction significantly predicted job satisfaction. Neither organizational tenure nor employee educational level accounted for job-satisfaction variance beyond that accounted for by perceived work alternatives alone, nor did they interact with perceived work alternatives to predict job satisfaction. These findings indicate that employee age is associated with the relation between perceived alternatives and job satisfaction. They also provide some insight into which of a number of age-related effects may be most pertinent to this relation. (Reprinted by permission of the publisher.)

Employment, Demographic aspects

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Determinants of perceived fairness of performance evaluations

Article Abstract:

In response to an open ended questionnaire, middle managers from three organizations described the determinants for fair or unfair performance evaluations. Seven determinants of fairness in performance evaluations were derived from the responses; these are: (1) soliciting and using input prior to evaluating employees, (2) two-way communications, (3) allowing rebuttals, (4) rater familiarity with employee rated, (5) consistent application of rating factors, (6) basing ratings on performance, and (7) recommending salary adjustments based on ratings. These can be categorized as belonging to one of two types - procedural (the first five factors listed) and distributive. The results ratify findings in other studies of organizational justice.

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Joint moderation of the relation between task complexity and job performance for engineers

Article Abstract:

A survey of 483 engineers in seven organizations was taken to determine the relationship between their work context and the length of time on the job with task complexity and performance included as measurable factors. It found that tenure greatly affected the task complexity-job performance relationship for research and development engineers, but not for staff engineers. This suggests that both context and process elements should be included in future perception response studies.

Psychological aspects, Engineering, Employee morale, Labor productivity

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