Suchergebnisse

This article has three themes. First it considers the reflections of those scholars who document current changes in the world‐of‐work and the academic and managerial challenges that these provide. Second, various speculations about the future of work are reviewed including those made 20 years ago attempting to predict the current state of work and those futurological forecasts made at the moment for the world in 20 years time. Finally, two topics are considered in depth – the psychology of unemployment and the experience of teleworking – to illustrate some of the costs and benefits in the new world of work.

This paper examines the economic beliefs and value correlates of adults either optimistic or pessimistic about their economic future. On the basis of an internally reliable, 19-item scale, nearly 277 British subjects were divided into economic pessimists, optimists, and status quo observers. These economic views were then correlated with ratings on economic social comparisons, beliefs about work, job involvement, and economic "values." Subjects with Marxist-related work beliefs tended to be more pessimistic and those with leisure ethic beliefs tended to be more optimistic. A multiple stepwise regression showed that nearly 45% of the variance could be accounted for by five factors which indicated that older, less religious, richer people who strongly believed in the humanistic work-belief system, but not in the leisure ethic, tended to be more pessimistic about the economic future of their country. The results are discussed in terms of the literature on psychological and economic optimism and pessimism.

A review of the literature revealed seven, quite different self-report measures of the Protestant Work Ethic (PWE). This study set out to compare and contrast these different measures by content, correlational, and factor analysis. Over 1000 English-speaking respondents completed all seven scales. Content analyses revealed seven dimensions to the PWE measures, and correlational analyses confirmed this. Factor analyses yielded five readily interpretable factors. The results are discussed in terms of the multi-dimensional nature of the PWE beliefs, the psychometric evaluation of the different scales, and the difficulty of defining the PWE in current contexts.

This study set out to examine the application of the locus of control concept to economic behavior and devise a scale to measure these beliefs. Based on other applied locus of control scales, a questionnaire was devised to examine these beliefs which was investigated psychometrically. The scale yieldedfour interpretable factors which were related to established scales. The scale that discriminated most concerned chance economic locus of control beliefs which was related to sex, age, and income. The use of the economic locus of control scale for investigating aspects of organizational and occupational behavior is discussed.

This study set out to determine the structure and determinants of people's attitudes towards trade unions in Britain. Over two hundred subjects completed two questionnaires, the first measuring the Protestant work ethic, and the second attitudes towards the unions. Although there were few age, sex, education or trade union membership differences as regards attitudes toward the unions, subjects' beliefs in the Protestant work ethic and voting behaviour were clearly and predictably linked to their attitudes. Factor analysis of the attitude to the union scale revealed a number of interpretable factors. The results are discussed in terms of the psychology of voting and social and political attitudes in general.

This study sets out to investigate the relationship between demographic variables (age, sex, education, vote, and income), psychological beliefs (alienation, Protestant work ethic, and conservatism) and attitudes toward taxation. Over 250 people from a variety of backgrounds completed a number of standardized self-report measures. A factor analysis of the scale revealed five clearly interpretable factors which were later computed into five subscale scores. Analysis of variance showed that the psychological belief variables most differentiated subjects' attitudes toward taxation. A canonical correlational analysis revealed that education, vote, alienation, and Protestant work ethic were most clearly related to the various taxation attitudes. These results are discussed in terms of the previous literature in this area and various suggestions for future research are considered.

The structure & determinants of people's attitudes toward trade unions in GB are considered, using data from 2 questionnaires completed by a convenience sample of 225 citizens; one questionnaire measured the Protestant work ethic, & the other attitudes toward trade unions. Although there were few age, sex, education, or trade union membership differences regarding attitudes toward unions, the Rs' belief in the Protestant work ethic & conservative voting behavior were predictive of negative attitudes toward unions, & vice versa. Results are discussed in terms of the psychology of voting & social & political attitudes in general. 3 Tables. Modified HA.

Though there appear to have been a number of psychological studies done in the 1930s and 1970s on the consequence of unemployment, there seem to be very few studies on attitudes toward the unemployed receiving social security benefits or attitudes toward welfare in general. This study examined the effect of sex, education, and voting pattern of over 170 subjects on their attitudes toward people receiving social security benefits. Both education and vote appeared to be important factors in predicting people's attitudes, though there were few sex or interaction effects. A factor analysis of the attitude items revealed three factors indicating that the attitudes centered around the difficulty of coping with the amount of benefit provided; beliefs about people being dishonest about their needs and abusing benefit payments; and the loss of self-esteem and stigma associated with being on social security. Results are discussed in terms of the psychology of explanations, and the implications for social change were noted.

"Buying a table tennis table will make your staff happier. Working eight hours a day, five days a week, will result in the most productivity. Paying higher salaries will always result in higher motivation. But will it really?There are a staggering number of myths, stereotypes and out-of-date rules that abound in the workplace. This can make it feel impossible to truly know how to get the most out of your career, your team and your company. In Myths of Work, Ian MacRae take an entertaining and evidence-based look at the most pervasive myths about our working lives, from the serious to the ridiculous, to give you the insight you need to become a better manager in the modern workplace. Fascinating real life case studies from organizations around the world display the myths (and how to overcome them) in practice.Myths of Work combines business thinking with psychology to give you practical insights, a lively writing style and a handy dip-in-and-out structure to form your ultimate guide to becoming a better and enlightened manager.About the Business Myths series...The Business Myths series tackles the falsehoods that pervade the business world. From leadership and management to social media and the workplace, these accessible books overturn out-of-date assumptions, skewer stereotypes and put oft-repeated slogans to the myth-busting test. Both entertaining and rigorously researched, these books will equip you with the insight and no-nonsense wisdom you need to succeed"--