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This study tests the relationships among employee perceptions of task attributes and long-term productivity and job and overall satisfaction. Measures of perceived task attributes, individual growth need strength, and job and overall satisfaction were obtained by questionnaire from 100 randomly selected employees of a manufacturing firm. Productivity was computed as the average daily output (quantity adjustedfor quality) of each employee for a one-year period of time. Strong positive correlations were found between certain task attributes and productivity and job satisfaction. Overall satisfaction was unrelated to task attributes. Further, growth need strength was found to moderate the task attribute-job satisfaction relationships. This moderating effect was demonstrated by both subgroup and moderated regression analyses. No moderating effects were detected for either of the other two relationships. Finally, implications for future task design research are discussed.

The contemporary business world -- The u.s. business environment -- Understanding business ethics and social responsibility -- Entrepreneurship, new ventures, and business ownership -- Understanding the global context of business -- Managing the business -- Managing the business -- Organizing the business -- Operations management and quality -- People in organizations -- Employee behavior and motivation -- Leadership and decision making -- Human resource management and labor relations -- Principles of marketing: building relationships with customers for competitive -- Advantage -- Marketing processes and consumer behavior -- Developing and pricing products -- Distributing and promoting products -- Managing information for better business decisions -- Information technology (it) for business -- The role of accountants and accounting information -- The financial system and issues in financial management -- Understanding monday and the role of banking -- Managing business finances

The paper offers an introduction to research that concerns itself with the 'dark side' of organization and attempts to bring theoretical resources from a range of disciplines to bear upon the problem. This stream of research has emerged most visibly since the 1990s, although its concerns can be found in much earlier research. Frustrations with the tendencies of mainstream work to overlook, ignore or suppress difficult ethical, political and ideological issues, which may well mean life or death to some people, has in recent years led to a research that self-identifies its concerns as being with the dark side. We structure our review around key contributions on the dark side of organizational behaviour, mainly in psychology but also including the concept of organizational misbehaviour; the sociology of the dark side, with particular reference to mistakes, misconduct and disaster; and a wider range of critical approaches to the dark side including Marxist, post-Marxist and postcolonial perspectives. We also undertake a review of methodologies for investigating dark side phenomena, and finally introduce the five papers that comprise this special issue.