Year: 2005
Type: dissertation
Study design: Observational Study
Abstract: In agreement with the principles of the learning organization and lifelong learning, it should be in the interests of organizations not only to make an effort to keep knowledge within them, but also to facilitate the sharing of that knowledge among colleagues.The aim of the study is to gain a more thorough understanding of the role of cognitive style, that is, individual differences in information processing, in work contexts in order for that knowledge to be utilized to improve the development of human resources.The study focuses on whether and how intuitive and analytic cognitive style are related to the experiencing of intuitive and analytic demands of the work environment as well as to different types of sources of job satisfaction/dissatisfaction.In addition to the cognitive variables, the role of demographic and individual variables (age, gender, education and work experience), and organizational variables (field of trade, position, job tenure), are investigated.Sociocultural theory directs attention towards the meaning of context and culture.In order to understand the contextual dimension in which individual and organizational factors interact, organizational climate has been investigated.Data were collected from 228 managers, employees and workers in small and medium sized enterprises in the service sector and production industry.The inventories used were Finnish translations of the Cognitive Style Index (CSI) (Allinson & Hayes, 1996) and the Academic Environment Index (AEI) (Sadler-Smith, 1997).A revised response mode and scoring system was employed in order to allow the testing of a possible two-dimensional, unipolar construct of cognitive style.Analysis and intuition were treated as separate scales.Perceptions of organizational climate were investigated using a set of variables by Forss and Karisalmi (1997).Data on sources of job satisfaction/dissatisfaction were collected through two openended interview questions.These qualitative data were analyzed and categorized through a grounded theory type procedure.Two overarching categories of sources of job satisfaction and dissatisfaction emerged: 1) intrinsic-content based sources, and 2) extrinsic-context based sources.Each subject was given a categorical code for further statistical analyses.The category indicates what combinations of intrinsic and extrinsic sources of job satisfaction and dissatisfaction dominate for the individual.Further analyses include exploratory factor analyses and univariate General Linear Models procedures with Tests of Between-Subjects Effects.Effect sizes were computed to determine the magnitude of the observed effects.independent and innovative tasks requiring higher levels of education.Such tasks become in themselves sources of job satisfaction.In routine tasks, on the other hand, which do not provide the worker meaningful and developing doings, the person turns to find his or her sources of job satisfaction in factors external to the task itself.The search for job satisfaction appears to be an active endeavor induced by the person him-or herself.Realizing satisfaction in one's job is the right of all employees and workers.It should be taken into consideration that sources of job satisfaction vary, take on different norms, and imply different meanings for people.In addition to a cost/benefit perspective there is the humane value that should not be overlooked.
Source: Työväentutkimus Vuosikirja
Author: Erika Löfström
Language: English
Subfield: Developmental and Educational Psychology
Field: Psychology
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W2148849478