Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)

Spector, Paul E.; Fox, Suzy

doi:10.1002/job.199

Cited by 90 publications

(83 citation statements)

References 37 publications

(54 reference statements)

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“…First, studies should investigate discrepancy in relation to more objective health outcomes such as biomarkers or physician-diagnosed disease or even death. Future studies of the work environment may also benefit from self-report questions that are less influenced by individual perceptions (26) and utilize novel methods for incorporating multiple sources of observation (27) that ensures an accurate capture of the actual circumstances of the structured working conditions. It may also be useful to consider how discrepancy between types of measures depends on categories of interaction between demand and control aspects of the work environment (eg, individuals in "passive" jobs) (1,5).…”

Section: Discussionmentioning

confidence: 99%

Discrepancy between objective and subjective measures of job stress and sickness absence

Rehkopf¹,

Kuper²,

Marmot³

2010

Scand J Work Environ Health

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Rehkopf DH, Kuper H, Marmot MG. Discrepancy between objective and subjective measures of job stress and sickness absence. Scand J Work Environ Health. 2010;36(6):449-457.Objectives The aim of this study was to examine the association of the discrepancy between externally and self-assessed measures of work environment with long-and short-term sickness absence.Methods The study population included 6997 middle-aged men and women from the Whitehall II cohort, whose work characteristics were examined at baseline (1985)(1986)(1987)(1988) through both an external evaluation and self-report, with a follow-up of up to 13 years of sickness absence reporting from administrative records. The primary exposure of interest was the discrepancy between measures of work stress for fast job pace, conflicting demands, and decision latitude. ResultsIn mutually adjusted models, external measures of job characteristics were more strongly associated with higher rates of sickness absence compared with self-assessed measures, for both lower frequency of fast work pace and lower conflicting demands (ie "passive" levels). Individuals who self-reported higher frequencies of fast work pace and conflicting demands than were reported through external assessment had higher rates of short-term sickness absence [incident rate ratios (IRR) of 1.13 [95% confidence interval (95% CI) 1.11-1.15] and IRR 1.14 (95% CI 1.11-1.16), respectively]. There was no difference in rates of sickness absence found for decision latitude [IRR 1.02 (95% CI 1.00-1.04)].Conclusions Our findings demonstrate that the discrepancy between externally and self-assessed job demand measures have additional predictive power beyond each individual measure of job structure, which may be related to the extent of cognitive and emotional processing of assessment questions as compared to decision latitude measures.

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Section: Discussionmentioning

confidence: 99%

Discrepancy between objective and subjective measures of job stress and sickness absence

Rehkopf¹,

Kuper²,

Marmot³

2010

Scand J Work Environ Health

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“…Defined as an individual"s cognitive, affective and evaluative reactions towards their job (Greenberg & Baron, 1993), or put in simpler terms how negative or positive employees feel about their work (Spector & Fox, 2003). Job Satisfaction is among the most essential work-related attitudes managers, who believe that an organization has a responsibility to provide employees with jobs that are challenging and intrinsically rewarding, should seek to attain in their workplace (Robbins, 2001).…”

Section: Job Satisfactionmentioning

confidence: 99%

The Effect of a Manager’s Emotional Intelligence on Employees’ Work Outcomes in the Insurance Industry in Jordan

Suifan¹,

Abdallah²,

Sweis³

2015

IBR

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This study investigates the effect of emotional intelligence on employees" work outcomes of job satisfaction, organizational commitment, and customer service behavior in Jordan. Emotional intelligence was measured using Emotional Competence Inventory (ECI) model. Data were collected from 193 respondents in the insurance industry. Linear regressions were used to test the hypothesized effects. The results indicate that all emotional intelligence dimensions of self-awareness, self-management, social awareness, and relationship management positively and significantly affect all employees" work outcomes. Additionally, the results show that emotional intelligence overall scale positively and significantly affects employees" work outcomes.

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“…The Counter Productive work behaviour is measured through Counterproductive Work Behaviour tool as developed and used by Spector and Fox, (2003). 17 items are taken from the instrument developed by them (Spector and Fox, 2003).…”

Section: Counterproductive Work Behaviourmentioning

confidence: 99%

“…17 items are taken from the instrument developed by them (Spector and Fox, 2003). ''All the responses are recorded on a five point likert scale'' ( 1= never, 2= very rarely, 3= sometimes,4= frequently,5= daily).…”

Section: Counterproductive Work Behaviourmentioning

confidence: 99%

A Study Of Leadership Style, Counter Productive Behavior And Group Effectiveness

Shahzad¹

2018

The European Proceedings of Social and Behavioural Sciences

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This study is an attempt to solve the dilemma of leadership behaviour of managers towards subordinates. Most of the line past literatures refers to the fact that the heads should be separated from their behaviour depending on the needs of the subject and the level of maturity. But the current study demonstrates that the behaviour of the leader's segregation hampers the effectiveness of the group.Moreover, this differentiation also leads to an increase in the harmful behaviour of workers. Research data is collected by structured questionnaires from 71 working groups. The study tested a model, which dealt with a group of key leadership and differentiated targeted individual leadership. The research findings revealed that differentiated Individual focused leadership is negatively associated with group efficiency by increasing countermeasures, while group-cantered leadership is positively associated with group efficiency by lowering counterparty productivity. There will also be discussions about the management of the research and the future impacts.

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Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)

Cited by 90 publications

References 37 publications

Discrepancy between objective and subjective measures of job stress and sickness absence

Discrepancy between objective and subjective measures of job stress and sickness absence

The Effect of a Manager’s Emotional Intelligence on Employees’ Work Outcomes in the Insurance Industry in Jordan

A Study Of Leadership Style, Counter Productive Behavior And Group Effectiveness

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