Industrial Productivity: A Psychological Perspective by Michael M Gruneberg

By Michael M Gruneberg

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Given the generally inconsistent measures of absenteeism from study to study (see Chapter 7), such inconsistencies in results are perhaps not too surprising. On the other hand, a number of studies have shown a relationship between turnover and job involvement. This, of course, is not surprising. If one is not involved with one's present job, the temptation to move to another job more in line with one's interests is likely to be greater than for the individual who sees his goals being fulfilled by his present job.

However, involvement was measured only considerably after productivity occurred, a methodological aspect present in the Siegal and Ruh (1973) study also. Again in the Goodman et at. study, neither age nor ability were examined in assessing the effects of involvement, yet it is self-evident that no matter how willing a person is, if he is incompetent he will not be able to publish research papers in large numbers. As to some extent competence at paper writing and research is likely to increase with age, this variable too must be examined.

The budding concert pianist, for example, may treasure his own performance but may not be a good piano player. Another factor which negates any underlying relationship between performance and satisfaction occurs where it is not clear what performance leads to rewards, and where the relationship between performance and rewards, although positive, is not made clear to the individuals concerned. There is at least one reported case of a failure in an incentive payments scheme because the employees were not made aware of the relationship between performance and rewards.

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