Darrell E Roach
Biographic Data
| ID | 7122910 |
|---|---|
| NAME | Darrell E Roach |
| GIVEN NAMES | Darrell E |
| FAMILY NAME | Roach |
| SIGNATURE | ROACH D E |
| AFFILIATIONS | Nationwide Mutual Insurance Company (United States) |
| VERIFIED | No |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1971 |
| LATEST PUBLICATION YEAR | 1976 |
| H-INDEX | 0 |
Managerial Role-Job Attitude Relationships
Two operationally different approaches to measuring job satisfaction were used to discriminate among groups of higher-level line managers, lower-level line managers, and managerial-level technical/specialty personnel. Using the need deficiency measure of satisfaction, no linear combinations of subscores significantly discriminated among the groups. When the Job Descriptive Index was used to measure satisfaction, two discriminant functions separat…
Further Correlational Analyses of Five Versions of Two-Factor Theory of Job Satisfaction
5 versions of the two-factor theory of job satisfaction were tested for a sample of male radio/TV employees. No support was found for any of the versions of the theory. Two trends in the data, greater saliency of the intrinsic job-facets and greater predictability of over-all satisfaction, seemed to account largely for the results. These trends, previously noted by Hulin and Waters (1971) and Waters and Waters (1972), are more consistent with tra…
Relation between Importance Ratings and Two Parts of the Porter Need Satisfaction Questionnaire
Responses of 101 male managerial personnel, 130 nonsupervisory female clerical workers, and 104 female clerical employees of a university to a job questionnaire showed importance was related to “should be” responses for women and men, and to “is there” for women only. rs with importance ratings were larger for the former responses
The Use of Hierarchical Factor Analysis in the Determination of Corporate Image Dimensions
Comparison of Unweighted and Importance-Weighted Job Satisfaction Measures for Three Samples of Female Office Workers
Multiplicative importance-weighted and unweighted composites of job-satisfaction components were correlated with separate measures of over-all job attitudes and a termination criterion. In no case did the use of weighting for importance result in higher correlations with criteria than the use of raw-score unit weights
No prominent works on this page.
Comparison of Unweighted and Importance-Weighted Job Satisfaction Measures for Three Samples of Female Office Workers
Multiplicative importance-weighted and unweighted composites of job-satisfaction components were correlated with separate measures of over-all job attitudes and a termination criterion. In no case did the use of weighting for importance result in higher correlations with criteria than the use of raw-score unit weights
The Use of Hierarchical Factor Analysis in the Determination of Corporate Image Dimensions
Further Correlational Analyses of Five Versions of Two-Factor Theory of Job Satisfaction
5 versions of the two-factor theory of job satisfaction were tested for a sample of male radio/TV employees. No support was found for any of the versions of the theory. Two trends in the data, greater saliency of the intrinsic job-facets and greater predictability of over-all satisfaction, seemed to account largely for the results. These trends, previously noted by Hulin and Waters (1971) and Waters and Waters (1972), are more consistent with tra…
Relation between Importance Ratings and Two Parts of the Porter Need Satisfaction Questionnaire
Responses of 101 male managerial personnel, 130 nonsupervisory female clerical workers, and 104 female clerical employees of a university to a job questionnaire showed importance was related to “should be” responses for women and men, and to “is there” for women only. rs with importance ratings were larger for the former responses
Managerial Role-Job Attitude Relationships
Two operationally different approaches to measuring job satisfaction were used to discriminate among groups of higher-level line managers, lower-level line managers, and managerial-level technical/specialty personnel. Using the need deficiency measure of satisfaction, no linear combinations of subscores significantly discriminated among the groups. When the Job Descriptive Index was used to measure satisfaction, two discriminant functions separat…
Psychology (5 works) · Job satisfaction (4 works) · Mathematics (4 works) · Social Psychology (4 works) · Social Psychology (4 works) · Statistics (4 works) · Applied Psychology (3 works) · Applied Psychology (3 works) · Computer Science (3 works) · Clinical Psychology (1 work)