This work was completed while the author was at the Institute for Social Research, University of Michigan, Ann Arbor, Michigan. I would like to thank James S. House for his extensive comments on the manuscript.
Effects of Job Conditions on Worker Perceptions: Ambient Stimuli vs. Group Influence1
Article first published online: 31 JUL 2006
Journal of Applied Social Psychology
Volume 15, Issue 8, pages 735–757, December 1985
How to Cite
Larocco, J. M. (1985), Effects of Job Conditions on Worker Perceptions: Ambient Stimuli vs. Group Influence. Journal of Applied Social Psychology, 15: 735–757. doi: 10.1111/j.1559-1816.1985.tb02271.x
- Issue published online: 31 JUL 2006
- Article first published online: 31 JUL 2006
This study identifies the direct effects of objective job conditions on individual perceptions of job conditions. The assumptions that (1) group perceptions mediate the relationship between objective job conditions and individual perceptions of job conditions, and (2) group consensus enhances the relationship be-between group perceptions and individual perceptions were tested.
Respondents were white, male, blue collar workers (N= 1240) in a tire and rubber manufacturing plant. Work groups (N= 156), consisting of four or more men on the same shift, in the same department, and who had the same supervisor, were identified. Objective job conditions included work group size, pay style, shift, and job technology. Group and individual perceptions of amount of work-load, role conflict, responsibility pressure, and intrinsic rewards were measured.
The findings indicated that objective job conditions have important effects on individual perceptions of stressful and rewarding job conditions. Smaller work groups, and jobs that pay on an hourly rather than a piece-work basis, allow for some control over the pace of work, and allow for interaction among fellow workers resulted in higher levels of intrinsic rewards and lower levels of workload, role conflict, and responsibility pressures. An intriguing pattern appeared where, in perceptions involving interpersonal relations, work group influence was relatively more important than objective job conditions. When assessing task oriented aspects of work, objective job conditions were more important than group perceptions.