The Matching of Men to Jobs: Mechanisms and Consequences for Organizations and Individuals. Discussion Papers No. 212-74. [Report No.: IRP-DP-212-74

Autor/inn/en	Kalleberg, Arne L.; Sorensen, Aage B.
Institution	Wisconsin Univ., Madison. Inst. for Research on Poverty.
Titel	The Matching of Men to Jobs: Mechanisms and Consequences for Organizations and Individuals. Discussion Papers No. 212-74. [Report No.: IRP-DP-212-74
Quelle	(1974), (38 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Beigaben	Tabellen
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Tagungsbericht; Adjustment (to Environment); Economic Factors; Employment; Individual Needs; Job Analysis; Job Placement; Job Satisfaction; Labor Market; Labor Needs; Literature Reviews; Occupational Aspiration; Organizational Climate; Vocational Adjustment; Work Attitudes + Suchen Sie Ihr Suchwort? Ökonomischer Faktor; Dienstverhältnis; Arbeitsanalyse; Employment service; Employment services; Arbeitsvermittlung; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Labour market; Arbeitsmarkt; Labour needs; Arbeitskräftebedarf; Berufsneigung; Berufsziel; Organisationsklima; Personalanpassung; Work attitude; Arbeitshaltung
Abstract	In an industrial society, jobs and men can be conceived of as separate entities that are brought together through a matching process. In this paper the "goodness-of-fit" between the individual and the job is taken as problematic and is used as an explanatory concept for both the reactions of individuals to their jobs (job satisfaction, stress, turnover) and for the response of the organization to characteristics of its members (conflict, need for control and communication). It is argued that the distribution of jobs according to characteristics sought out by individuals in the matching process (such as status, income, autonomy) is determined quite independently from the forces that determine the supply of individuals according to the value they place on various characteristics of jobs and the skills they possess. In the matching process the outcome is determined by the relative bargaining power of individuals and organizations and the distribution of information about jobs and men. The psychological impact of discrepancies between jobs and men on individuals is analyzed as well as the reaction of organizations to various types of discrepancies. (Author)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01