Jobs, Training, and Attitudes of Workers. Institute for Research on Poverty Discussion Papers No. 204-74. [Report No.: IRP-DP-204-74

Autor/inn/en	Sorensen, Aage B.; Kalleberg, Arne L.
Institution	Wisconsin Univ., Madison. Inst. for Research on Poverty.
Titel	Jobs, Training, and Attitudes of Workers. Institute for Research on Poverty Discussion Papers No. 204-74. [Report No.: IRP-DP-204-74
Quelle	(1973), (47 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Career Choice; Interaction; Job Placement; Job Satisfaction; Job Skills; Job Training; Labor Market; Negative Attitudes; Occupational Aspiration; Organizational Climate; Organizational Development; Vocational Adjustment; Work Attitudes; Work Environment + Suchen Sie Ihr Suchwort? Interaktion; Employment service; Employment services; Arbeitsvermittlung; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Produktive Fertigkeit; Berufsqualifizierender Bildungsgang; Labour market; Arbeitsmarkt; Negative Fixierung; Berufsneigung; Berufsziel; Organisationsklima; Organisationsentwicklung; Personalanpassung; Work attitude; Arbeitshaltung; Arbeitsmilieu
Abstract	In a highly complex occupational structure with a great deal of mobility of men among jobs, the process of matching men to jobs is by no means automatic, but determined by complex mechanisms that may produce discrepancies between jobs and men--discrepancies that are a likely source of negative job attitudes. This paper focuses on the mechanisms that produce discrepancies between men's skills and the requirements of jobs, and discrepancies between men's aspirations for status and income and the wages and prestige a job provides. The paper outlines a number of concepts relevant for the analysis of the occurrence of such discrepancies: characteristics of the production of skills and aspirations, characteristics of jobs such as the nature of competition they generate and the flexibility of tasks, and characteristics of the labor market such as the rate of change in job content, employment levels, and the distribution of information about job opportunities. Finally the paper attempts to specify some of the organizational characteristics that determine the strength of the relationship between actual discrepancies between job and men and job attitudes. (Appended is a two-page bibliography.) (Author)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01