satisfactoriness


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Feelings of job satisfaction are also a function of satisfactoriness in the position, which results from correspondence between worker abilities and job tasks.
TWA seems to do a reasonable job of theoretically laying out the various components of the individual dimensions and matching these dimensions with corresponding environments in order to optimize satisfaction and satisfactoriness.
In TWA, job satisfaction and satisfactoriness are important aspects of work adjustment (Zunker, 2002), job devotion, morale, and productivity (Sharf, 2002).
Minnesota Satisfactoriness Scale (MSS) The MSS (Gibson, Weiss, Dawis, & Lofquist, 1970) is a 28 item behavioral observation questionnaire designed to assess the satisfactoriness of an individual as a worker.
The WPP correlated significantly with the Minnesota Satisfactoriness Scale (MSS), a measure of job satisfactoriness (r = .
The survey instrument used was the Minnesota Satisfactoriness Scales, developed at the University of Minnesota, which included 28 questions about work behaviors for which the employee received a rating by a supervisor on a three point scale relative to others in the work group.
The initial sample of the Satisfactoriness Scales included 24 responses.
The prediction of satisfaction and satisfactoriness for counselor training graduates.
According to the Minnesota Theory of Work Adjustment, it is important to consider both the job Satisfaction (person-job environment fit) and Job Satisfactoriness (person-job requirement fit) factors in vocational evaluation and counselling (Dawis, England, & Lofquist, 1964).
This will more accurately reflect the job searching process proposed by the Minnesota Theory of Work Adjustment by carefully considering both the Job Satisfaction and Job Satisfactoriness factors in the job searching process.
The employer's evaluation of the employee is called work satisfactoriness in the Minnesota Theory of Work Adjustment (Dawis, 1987).
Appropriate as a return-to-work follow-up service, ability management programs have the potential to increase employee satisfaction and satisfactoriness.