2026-09-18T18:53:38Z https://www.ideals.illinois.edu/oai-pmh

oai:www.ideals.illinois.edu:2142/21675 2023-07-10 col_2142_5131 col_2142_17394 com_2142_5130 com_2142_236

Ferris, Gerald R. Allen, Gillian 2011-05-07T13:15:47Z 2011-05-07T13:15:47Z 10000-01-01 1992 Fit was defined in the present study as an emotional cognition of workers (and others in the workplace) that results from cognitive appraisals of interactions between personal characteristics, representing needs of workers, and corresponding reinforcers of those needs in the work situation. Fit was seen to lead to affective responses, and ultimately to influence work attitudes and behaviors. The present study investigated how correspondence between values, personality characteristics, and cognitive abilities of public services librarians influenced their fit, assessed both by the workers and by their supervisors, and how fit intervened between those determinant variables and a number of work outcomes. Measures of needs and reinforcers for values were obtained through Q-sorts completed by librarians and library administrators respectively. Measures of needs and reinforcers for personality characteristics and cognitive abilities were test scores of the workers and Q-sorts completed by the administrators respectively. Needs-reinforcers discrepancy scores were calculated for the three hypothesized determinants of fit and for their component parts, and were regressed hierarchically against both fit measures, and the fit measures were regressed against work outcomes measures. Discriminant analysis was used to investigate relationships between high and low fit levels and personal characteristics, and the Act Frequency Approach was used to identify behaviors of workers who fit their jobs well. "Values Correspondence predicted both fit scores. Age and Sociability Correspondence also predicted Self-Assessed Fit. Both fit measures predicted performance and Satisfaction with Work Situation. Self-Assessed Fit predicted additional work attitudes. Concerns about method bias and ""form versus substance"" issues (if actual scores or perceptions should be the basis of measures used in fit research) were addressed." Made available in DSpace on 2011-05-07T13:15:47Z (GMT). No. of bitstreams: 2 license.txt: 4922 bytes, checksum: 910b249b4beec47e7ab768910c8f966f (MD5) 9236387.pdf: 6768708 bytes, checksum: 39132192a9b95dbafee4a1b1a8e1b996 (MD5) Previous issue date: 1992 Item marked as restricted to the 'UIUC Users [automated]' Group (id=2) by Howard Ding (hding2@illinois.edu) on 2011-05-07T14:52:27Z Item is restricted indefinitely. Restriction data tranferred 2014-07-01T11:24:09-05:00 Original Data Group with Access UIUC Users [automated] Release Date: none Reason: ETDs are only available to UIUC Users without author permission Removed middle initial to match other items Metadata cleaned/updated 2015-5-12 ETDs are only available to UIUC Users without author permission U of I Only AAI9236387 (UMI)AAI9236387 http://hdl.handle.net/2142/21675 eng Copyright 1992 Allen, Gillian M. Library Science Business Administration, Management Sociology, Industrial and Labor Relations Person-in-job determinants and work outcomes of fit text Labor and Employment Relations Labor and Employment Relations University of Illinois at Urbana-Champaign Dissertation Ph.D.