The Worker-to-Job “Fit” Hypothesis: Some Further Evidence

A worker-to-job congruence model of a classic motivation theory was tested with weights applied to intrinsic and extrinsic work place factors reflecting the importance they held for individual respondents. A total of 401 registered nurses in a large Western metropolitan area of the United States ser...

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Bibliographic Details
Published in:Work and occupations 1985-08, Vol.12 (3), p.269-283
Main Authors: CASTON, RICHARD J., BRAITO, RITA
Format: Article
Language:English
Subjects:
Congruence
Congruences
Design factors
Factors
Health care industry
Hypotheses
Intrinsic motivation
Job satisfaction
Job satisfaction/Job dissatisfaction
Mathematical models
Metropolitan areas
Motivation
Motivation theory
Nurse/Nurses/Nursing
Nurses
Occupation
Statistical analysis
Studies
Worker/Workers
Workplaces
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Summary:A worker-to-job congruence model of a classic motivation theory was tested with weights applied to intrinsic and extrinsic work place factors reflecting the importance they held for individual respondents. A total of 401 registered nurses in a large Western metropolitan area of the United States served as the sample. The results indicated that when perceived importance of intrinsic factors are taken into account in a multivariate design, support is obtained for the contention that intrinsic, but not extrinsic, factors contribute to job satisfaction. The support for the contention, however, is strongest when intrinsic and extrinsic factors are both considered important to respondents. The implications of these findings for a better understanding of job satisfaction and for manipulations of intrinsic and extrinsic job factors are discussed.
ISSN:0730-8884
1552-8464
DOI:10.1177/0730888485012003002