Alternative causal models were developed, relating Work Centrality and Job Satisfaction to antecedents and outcomes. The antecedents examined were demographics and need for achievement, and the outcomes included performance, wages, organizational commitment, and career planning. The models were tested using data of Israeli high-tech personnel. Results indicated that organizational commitment, career planning, and wages were significantly affected by work centrality, while performance was positively but nonsignificantly related to it. While all models proved to be acceptable, the best model posited Job Satisfaction as an antecedent rather than an outcome of Work Centrality. It also revealed the importance of demographics for outcomes. Implications are discussed.

The author compares the work role centrality of married working women and men and the factors related to it. The factors of socialization, status, status inconsistency, and work values as well as job satisfaction are examined. Although in the aggregate women are found to be less work-centered than men, further specification indicates that this is true mainly in the intermediate socioeconomic status (SES) categories, but not in others. The author proposes that this is related to the greater status inconsistency that women experience in these SES categories, and to their dual role as wives and mothers and employed workers. For women only, country of origin is of relevance to work role centrality (WRC), suggesting the importance of socialization. A combined model of status, work values, and job satisfaction explains WRC best for men, whereas status, socialization, and job satisfaction explains it best for women.

This study develops and measures a concept of Work-Role Centrality, mainly from a cognitive perspective, and examines by means of questionnaire data its distribution in a representative sample of 778 males participating in the labor force in Israel. It also investigates the relationship between specific job rewards and work-role centrality for the five major occupational categories in this sample. Its results show that work-role centrality is a fairly reliable and valid measure: groups of different ethnic origin, educational level, employment status, and occupation differ in their work centrality, in the directions hypothesized a priori. It also demonstrates that for each occupational category, work centrality is related to intrinsic, material, social, and hygienic rewards, regardless of the importance assigned to these rewards. For all groups the strongest relationship is with intrinsic rewards. The findings concerning the relationship with intrinsic rewards corroborate previous studies, while the other relationships were not previously found.

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This study of the work-role centrality (WRC) of 419 professional women with children in Israel was carried out by means of a mailed questionnaire. WRC measures cognitive investments in the work role, relative to the person's other roles. The results show that these women generally are highly work-centred, autonomous and rewarded, and experience little work overload, but some person-role conflict on the job. Employment status, job scope, job autonomy and career anchorage, as well as job rewards, especially intrinsic, are strongly related to work-role centrality. Family characteristics are not related to WRC. Despite their demanding jobs, these women still perform the traditionally feminine tasks in the family, even when husbands are supportive. Employment status is an important intervening variable in the relationship of WRC and other job characteristics.'While the present paper was under review, the Chusmir (1982) article suggested a very similar research model.