Job attitudes of supervisors in textile industry: Two factors revisited by two different methods

Abstract

150 textile mill supervisors were administered the semi-structured interview of F. Herzeberg et al (1959) in an attempt to identify (a) job characteristics which provide satisfaction or dissatisfaction; (b) the effects of the presence or absence of these characteristics on the attitudes of the supervisor; and (c) the effects of these attitudes on the supervisor's performance, turnover, interpersonal relations, and mental health. In order to examine the stability of interview responses over time, 56 of the Ss were retested using the same interview; findings of the retest were then compared with those resulting from the questionnaire responses of 30 additional supervisors. Results show that sources of satisfaction and dissatisfaction were constant over time and that the mode of inquiry had little influence on Ss' responses. Achievement, advancement, responsibility, and growth potential were constant satisfiers; they showed unidirectionality and were motivating factors for the Ss. Recognition on the job and salary were bi-directional (i.e., capable of producing states of both satisfaction and dissatisfaction). Interpersonal relations with the superior, technical supervision, and company policies and administration were dissatisfiers and tended to curb the motivation of Ss. The contradiction between some of these findings and those of Herzeberg is discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved)

150 textile mill supervisors were administered the semi-structured interview of F. Herzeberg et al (1959) in an attempt to identify (a) job characteristics which provide satisfaction or dissatisfaction; (b) the effects of the presence or absence of these characteristics on the attitudes of the supervisor; and (c) the effects of these attitudes on the supervisor's performance, turnover, interpersonal relations, and mental health. In order to examine the stability of interview responses over time, 56 of the Ss were retested using the same interview; findinGS Citedof the retest were then compared with those resulting from the questionnaire responses of 30 additional supervisors. Results show that sources of satisfaction and dissatisfaction were constant over time and that the mode of inquiry had little influence on Ss' responses. Achievement, advancement, responsibility, and growth potential were constant satisfiers; they showed unidirectionality and were motivating factors for the Ss. Recognition on the job and salary were bi-directional (i.e., capable of producing states of both satisfaction and dissatisfaction). Interpersonal relations with the superior, technical supervision, and company policies and administration were dissatisfiers and tended to curb the motivation of Ss. The contradiction between some of these findinGS Citedand those of Herzeberg is discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved)