Occupational Experience and the Self-Concept: A Longitudinal Study

Mortimer, Jeylan T.; Lorence, Jon

doi:10.2307/3033802

Cited by 82 publications

(58 citation statements)

References 37 publications

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“…While they assumed a reciprocal relationship between conditions and personal change, they concluded that the reciprocity is not equal: BIn all cases, job affects man more than man affects job^ (Kohn and Schooler 1973, p. 114), which is in accordance with Archers' (1982) structure-agency approach. In longitudinal studies, both Mortimer and Lorence (1979) and Parker (1998) provide empirical support to the socialization effect of work experiences, especially in relation to work autonomy on personal efficacy.…”

Section: The Mediating Role Of Distributed Leadership Agency On the Amentioning

confidence: 99%

Distributed Leadership Agency and Its Relationship to Individual Autonomy and Occupational Self-Efficacy: a Two Wave-Mediation Study in Denmark

2017

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The purpose of the present study is the investigation of distributed leadership agency (DLA). DLA is an activity-based concept, which is defined as employees' active participation in leadership tasks. By combining a descriptive and a normative approach DLA has the potential of real employee empowerment. It can protect from arbitrary managerial power and lead to employees' personal development through sharing organizational resources, influencing leadership activities and joint decision making in companies. The study examines individually perceived autonomy as an antecedent and employees' occupational self-efficacy as an outcome of DLA over time. Furthermore, the study tests the mediating role of DLA on the autonomy -selfefficacy relationship. The two-wave study applied an online survey in a Danish municipality with a time lag of seven months. We used regression analyses for testing the cross-sectional as well as cross-lagged relationships and an autoregressive model for analyzing the half-longitudinal mediation. The results revealed a significant positive effect of DLA on employees' occupational self-efficacy cross-sectionally at Time 1 (n = 117) and Time 2 (n = 67), as well as cross-lagged (n = 67). The cross-sectional and cross-lagged findings also support a significant positive impact of autonomy on DLA. However, DLA only mediated the autonomy-self-efficacy relationship cross-sectionally, but not over time. Computed alternative causal models corroborate the proposed direction of our hypothesized relationships. These results provide first evidence that structural features such as autonomy are timely prior to action-related behavior (DLA), and that participating in leadership tasks enhances employees' occupational self-efficacy.

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Section: The Mediating Role Of Distributed Leadership Agency On the Amentioning

confidence: 99%

Distributed Leadership Agency and Its Relationship to Individual Autonomy and Occupational Self-Efficacy: a Two Wave-Mediation Study in Denmark

2017

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“…(b) Job characteristics: Job security, expected mobility, self-perception of work quality, and job satisfaction also may have an effect on selfperception (Kohn and Schooler 1983;Mortimer and Lorence 1979). For employed respondents, we include indicators of the respondent's perceived chances of losing his job, perceived chances of being promoted, and self-rated job satisfaction.…”

Section: The Samplementioning

confidence: 99%

Self-Perceptions of Black Americans: Self-Esteem and Personal Efficacy

Hughes¹,

Demo²

1989

American Journal of Sociology

321

243

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This study examines the determinants of personal self-esteem, racial self-esteem, and personal efficacy in a 1980 national sample of black Americans. The findings show that the three dimensions are interrelated and each is anchored in interpersonal relations with family and friends. However, the three dimensions are produced by fundamentally different processes. Personal self-esteem is most strongly influenced by microsocial relations with family, friends, and community, while personal efficacy is generated through experiences in social statuses embedded in macrosocial systems of social inequality. We conclude that black self-esteem is insulated from systems of racial inequality, while personal efficacy is not, and suggest that this explains why black Americans have relatively high self-esteem but low personal efficacy. The belief that racial discrimination, rather than individual failure, accounts for low achievement among blacks is irrelevant to personal self-esteem and personal efficacy. In contrast, racial self-esteem is produced by a combination of education, interracial contact, and ideological processes.Two major dimensions of self-perception known to be positively correlated are self-esteem and personal efficacy. Somewhat surprisingly, black Americans have relatively high self-esteem but relatively low personal efficacy. There is no widely accepted, empirically supported explanation for this apparent inconsistency. Most studies in this area have

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“…While more evidence has surfaced in favor of the "generalization hypothesis" or one which suggests that the work environment is an arena into which family life extends or "spills over," (Pleck, 1977;Rosenberg, 1979;Mortimer and Lorence, 1979) Table 1 , questions 7, 28, 37, 38, and 51 for the interview guestions.) I focused initially on the entry period, reasoning that new reactions to the work would be most salient at this time, as would prior influences on conceptions of work.…”

Section: Discussionmentioning

confidence: 99%

Worker perceptions of the fast-food giant : interviews with and class comparisons of teenagers working at McDonalds

Korshgen¹

2000

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This study examines the relationship between social class and adolescents conceptions of work. Four major areas of the adolescent's work experience are examined:(1) tasks and training, (2) relations with co-workers and managers, (3) organizational structure and change, and (4) family life and work. Forty female adolescent, nonmanagerial employees who worked part time at McDonald's 2 franchise stores were interviewed. Two groups were formed: one middle class group {n=20), and another working class group {n=20). An item by item content analysis was performed on data tested for rater reliability. No significant results were found with regard to relations with co-workers. However, significant results were found in all four areas. These include: (1) middle class respondents were more likely than working class respondents to adopt a technical approach to training, (2) middle class respondents were more apt than working class respondents to seek positive, affective ties with managers, (3) middle class respondents were more likely than working class respondents to identify efficiency as a rationale forMcDonald's organizational structure, (4) middle class respondents were more likely than working class respondents to deal with perceived unfairness by talking directly with management, and (5) working class respondents were more likely than middle class respondents to identify the principle of the necessity of work as the lesson in their family work experience most helpful in adjusting to service work, whereas middle class adolescents identified abstract capabilities as the most helpful lesson in their family work experience.In addition, in using motivation for employment and age~ exploratory predictors, three significant results appear. First, respondents working for basic needs were more likely than those working for extra money to identify unfairness at work in the form of exploitation. Secondly, respondents working for basic needs were more likely than those working for extras to identify endurance as a means of dealing with unfairness. Finally, adolescents 17 years and older were more likely than 15 and 16 year olds to report some knowledge of workplace mobility. INTRODUCTIONThe steady increase in teenage employment in recent decades has generated considerable controversy about its effects on adolescents' psychosocial development. Early research on adolescence and work was largely confined to the effects of paid work experience on the acquisition of adult attitudes and behaviors (Behn, et al., 1974;Bucknam, 1976;Elder, 1974), school performance (Bateman, 1950;Straus & Holmberg, 1968) and later work aspirations (Behn, et. al., 1974). Adolescent work was also seen as a factor decreasing delinquency (Cloward and Ohlin, 1960;Hirschi, 1969). While some research suggests that paid work may be detrimental to development, e.g., increasing drug abuse or delinquency (Greenberger, Steinberg, and Vaux, 1981;Shannon, 1982), the assumption behind much of this empirical research has been that experience in the "real world" of adu...

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Occupational Experience and the Self-Concept: A Longitudinal Study

Cited by 82 publications

References 37 publications

Distributed Leadership Agency and Its Relationship to Individual Autonomy and Occupational Self-Efficacy: a Two Wave-Mediation Study in Denmark

Distributed Leadership Agency and Its Relationship to Individual Autonomy and Occupational Self-Efficacy: a Two Wave-Mediation Study in Denmark

Self-Perceptions of Black Americans: Self-Esteem and Personal Efficacy

Worker perceptions of the fast-food giant : interviews with and class comparisons of teenagers working at McDonalds

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