Abi Kurnia Hutama

F0313001
Perilaku Organisasi
1. A Meta-analysis of The Relation of Job Characteristic to Job Satisfaction.
By Loher, Brian T.; Noe, Raymond A.; Moeller, Nancy L.; Fitzgerald, Michael P.
Journal of Applied Psychology, Vol 70(2), May 1985, 280-289.
Abstract
Determined, using meta-analysis procedures, the relation between job characteristics and
job satisfaction in 28 studies. The role of growth need strength (GNS) as a possible
moderator of this relation was also investigated. Results indicate a moderate relation
between job characteristics and job satisfaction. This relation was stronger for employees
high in GNS. It is suggested that situational characteristics were more important in
determining satisfaction for employees low in GNS. A model based on these findings is
proposed. (16 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)

2. Stress at work and psychosomatic complaints: A causal interpretation.

By Frese, Michael
Journal of Applied Psychology, Vol 70(2), May 1985, 314-328.
Abstract
Examined the correlation between stress at work and psychosomatic complaints in 3
studies involving 1,047 German male blue-collar workers from 10 factories. In Study 1,
206 Ss were interviewed to measure psychological stress at work, psychosomatic
complaints, and possible 3rd variables (e.g., job insecurity, leisure-time stress, lack of
support from wife, political exaggeration, SES, and overrating or underrating stress at
work). Ss represented 34 workers at each work place observed. In Study 2, 841 Ss were
interviewed and 407 work places were observed. In Study 3, 90 Ss from Study 2 were
reinterviewed and their work places reobserved. Results show that the correlation
between physical stress and psychosomatic complaints can be explained by some 3rd
variable, while the correlation between psychological stress and psychosomatic
complaints cannot be explained by any of the alternative hypotheses. Objective
conditions of work stress influenced the development of subjective stress and

psychosomatic complaints. (45 ref) (PsycINFO Database Record (c) 2012 APA, all rights
reserved)
3. Job Matching and the Theory of Turnover.
By Boyan Jovanovic
Journal of Political Economy Vol. 87, No. 5, Part 1 (Oct., 1979), pp. 972-990
Abstract
A long-run equilibrium theory of turnover is presented and is shown to explain the
important regularities that have been observed by empirical investigators. A worker's
productivity in a particular job is not known ex ante and becomes known more precisely
as the worker's job tenure increases. Turnover is generated by the existence of a
nondegenerate distribution of the worker's productivity across different. The nondegeneracy is caused by the assumed variation in the quality of the worker-employer
match.
4. Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign.
By Robert A. Karasek, Jr.
Administrative Science Quarterly Vol. 24, No. 2 (Jun., 1979), pp. 285-308
Abstract
A stress-management model of job strain is developed and tested with recent national
survey data from Sweden and the United States. This model predicts that mental strain
results from the interaction of job demands and job decision latitude. The model appears
to clarify earlier contradictory findings based on separated effects of job demands and job
decision latitude. The consistent finding is that it is the combination of low decision
latitude and heavy job demands which is associated with mental strain. This same
combination is also associated with job dissatisfaction. In addition, the analysis of
dissatisfaction reveals a complex interaction of decision latitude and job demand effects
that could be easily overlooked in conventional linear, unidimensional analyses. The
major implication of this study is that redesigning work processes to allow increases in
decision latitude for a broad range of workers could reduce mental strain, and do so
without affecting the job demands that may plausibly be associated with organizational
output levels.
5. Sex differences in preferences for job attributes revisited.
By Brief, Arthur P.; Rose, Gerald L. and Aldag, Ramon J.
Journal of Applied Psychology, Vol 62(5), Oct 1977, 645-646.
Abstract

A sample representative of the adult noninstitutionalized population of the continental US

was stratified by sex and occupation. Data were derived from the 1974 General Survey
conducted by the National Opinion Research Center, as reported by J. A. Davis (1975).
Ss rank ordered 5 job attributes in terms of their importance: high income, security, short
hours, advancement, and feelings of accomplishment. No sex differences were found.
(PsycINFO Database Record (c) 2012 APA, all rights reserved).
6. Differences in job motivation and satisfaction among female and male managers.
By Forgionne, G. A. and Peeters, V. E.
Human Relations, 1982, Vol. 35, Iss. 2, pp. 101-118. ISSN 0018-7267.
Abstract
This study examines the influence of sex on satisfaction with job related factors, overall
job satisfaction, attitudes toward various motivators, and overall job motivation among
managers. Using a statistical analysis of survey data, the study identifies many significant
differences between male and female managers perceptions and attitudes. The article then
compares the findings to previous research, presents some questions pertinent to policy
formation, and suggests avenues for future research.
7. Age and Job Satisfaction Among Males and Females: A Multivariate, Multisurvey Study.
By Glenn, Norval D.; Taylor, Patricia A. and Weaver, Charles N.
Journal of Applied Psychology, Vol 62(2), Apr 1977, 189-193.
Abstract
A study of 1,080 White male and 461 White female respondents to 3 recent national
sample surveys (J. A. Davis, 1972, 1973, 1974) reveals, for both sexes, a moderate but
consistent positive correlation between age and job satisfaction. The correlation may
result from influences associated with aging or cohort membership, or both. Tests,
through partial correlation analysis, of one "aging" and one "cohort" explanation yield
largely negative evidence. The correlation among males, however, seems likely to result
to some degree from an increase with aging in extrinsic job rewards. (16 ref) (PsycINFO
Database Record (c) 2012 APA, all rights reserved).
8. Age, Education, Job Tenure, Salary, Job Characteristics, and Job Satisfaction: A
Multivariate Analysis.
By Raymond Lee and Elizabeth R. Wilbur
Human Relations, 1985, Vol. 38, Iss. 8, pp. 781-791 ISSN 0018-7267
Abstract

The relationship of age to job satisfaction was investigated. Subjects were 1707 public
employees in the United States who responded to questionnaires. The results showed that
job satisfaction increased with age. Younger employees were less satisfied overall with
their jobs, but especially with the intrinsic characteristics of the work. Older employees
were more satisfied with the extrinsic characteristics than were the two younger groups of
employees. When the effects of salary, job tenure, and education were removed
independently as well as simultaneously, the same differences were found. However,
when the effect of job characteristics was added to the combination and partialled out, the
intrinsic characteristics factor was no longer significant.
9. Work and Extra-Work Correlates of Life and Job Satisfaction.
By Janet P. Near, Robert W. Rice and Raymond G. Hunt
Academy of Management Journal, 1978, Vol. 21, pp. 248-64. ISSN 00014273.
Abstract
A probability sample survey (n = 1,041) explored the relationship of both work-related
and extra-workplace variables to four subjective quality of life measures: life satisfaction,
life satisfaction over time, job satisfaction, and evaluation of health. The
interrelationships among these four measures were also examined. A conceptual model
relating job satisfaction to life satisfaction was offered.
10. Age-related differences in work attitudes and behaviour: A review and conceptual
analysis. Rhodes, Susan R.
Psychological Bulletin, 1983, Vol. 93, pp. 328-67. ISSN 0033-2909.
Abstract
Presents a theoretical framework for understanding age-related differences in work
attitudes and behaviour. Based on a review of more than 185 research studies, age-related
differences in 3 major categories of variables are examined: work attitudes, work
behaviours, and values, needs, and preferences. The work attitudes include overall job
satisfaction; satisfaction with work itself, pay, promotions, co-workers, and supervision;
job involvement; internal work motivation; organizational commitment; and turnover
intention. Among the behavioural characteristics are performance, turnover, absenteeism,
and accidents. Consistent age-related differences are reported for a number of work
attitudes and behaviours, but conceptual and methodological difficulties preclude
identifying causal factors in the relationship between age and work attitudes and
behaviors. Some theoretical orientations having utility for guiding theory development

and research on age differences are discussed. (6 p ref) (PsycINFO Database Record (c)
2012 APA, all rights reserved).