A Longitudinal Study of First- and Second-Level Supervision, Job Performance, and the Weekly Earnings of the Hard-Core Unemployed.

Autor/in	Beatty, Richard W.
Titel	A Longitudinal Study of First- and Second-Level Supervision, Job Performance, and the Weekly Earnings of the Hard-Core Unemployed.
Quelle	(1972), (10 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Beigaben	Tabellen
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Tagungsbericht; Dropouts; Employment; Job Performance; Job Satisfaction; Longitudinal Studies; Measurement Techniques; Performance Factors; Predictive Measurement; Research Methodology; Salary Wage Differentials; Supervision; Unemployment; Wages + Suchen Sie Ihr Suchwort? Drop-out; Drop-outs; Dropout; Early leavers; Schulversagen; Dienstverhältnis; Work performance; Arbeitsleistung; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Longitudinal study; Longitudinal method; Longitudinal methods; Längsschnittuntersuchung; Messtechnik; Leistungsindikator; Research method; Forschungsmethode; Arbeitslosigkeit; Wage; Löhne
Abstract	Over a two-year period this study examined the relationship of two levels of supervision with both the job performance and weekly earnings of the hard-core unemployed (HCU). First- and second-level supervisors were measured on consideration, initiating structure, and social insight. After six months on the job the HCU's perceptions of their first-level supervisor's consideration and initiating structure behaviors were concurrently related to HCU job performance. After two years on the job, the weekly earnings of the HCU were strongly predicted by the six-month perceptions of both first-and second-level supervisory behavior on the consideration and initiating structure dimensions. With both job performance and weekly earnings, consideration was correlated positively and structure negatively. These findings indicate that the relationships with supervisors, particularly early in the HCU's experience with an organization, is indeed related to job success. The positive relationship with consideration indicates that employer's attempts to be successful with the HCU should encourage supervisory styles which are supportive of HCU job efforts, while the negative relationship with structure suggests that supervisors should restrain from imposing structure on a culture which may be unaccustomed to external, rigid demands upon behavior. (Author)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01