Processes of participation in decision-making: Self-efficacy and performance-outcome instrumentalities as mediating variables in three levels of employee participation.

摘要

The potential of two variables, performance-outcome instrumentalities and self-efficacy, to mediate the relationships between employeesu27 participation in decision making (PDM) and the outcomes of PDM, job satisfaction and work performance, were investigated within the framework of Dachler and Wilpertu27s (1978) conceptual model of participation. Sixty-two direct-care workers on eight residences in a large Provincial residential facility for developmentally delayed persons completed the Minnesota Satisfaction Questionnaire (Weiss, Dawis, England u26 Lofquist, 1967), two scales constructed for the present research to measure instrumentalities and self-efficacy, the Work Locus of Control Scale (Spector, 1988), and a perceived skill-utilization scale (Dowling u26 Ou27Brien, 1980). Residence supervisors rated the work performance of residential workers who participated in the research. Two weeks later semi-structured interviews and a perceived group influence scale (adapted from Moch, Cammann, u26 Cooke, 1983) were administered to subjects in order to classify the eight residential work groups according to the level of PDM used in their routine decision making procedures. Two residences (n = 15) that had been involved in a participation intervention two years prior to the present research were classified as Formal Participation residences. Three residences (n = 25) were classified as Informal Participation residences and the remaining three residences (n = 22) were classified as Non Participation. Results provided qualified support for positive relationships between PDM and both employeesu27 intrinsic job satisfaction and work performance. No support was found for the potential of instrumentalities to mediate the relationship between PDM and intrinsic job satisfaction, or for employeesu27 self-efficacy beliefs about performing their work to mediate the relationship between PDM and work performance. Ancillary analyses showed statistically significant correlations between intrinsic job satisfaction and both perceived group influence, and skill-utilization. These findings are discussed within the context of Dachler and Wilpertu27s (1978) convergent conceptual model of participation.Dept. of Psychology. Paper copy at Leddy Library: Theses u26 Major Papers - Basement, West Bldg. / Call Number: Thesis1991 .C458. Source: Dissertation Abstracts International, Volume: 53-09, Section: B, page: 4988. Thesis (Ph.D.)--University of Windsor (Canada), 1991.