GANZACH, YOAV
Intelligence and Job Satisfaction
Academy of Management Journal 41,5 (October 1998): 526-539
Cohort(s): NLSY79
ID Number: 3333
Publisher: Academy of Management

Permission to reprint the abstract has not been received from the publisher.

Suggests that cognitive variables, and intelligence in particular, may be important determinants of job satisfaction. The relationship between intelligence and job satisfaction was analyzed on the basis of a model in which intelligence has a direct negative effect on job satisfaction, an indirect positive effect, mediated by job complexity, and an interactive effect with job complexity. The roles of background variables, in particular education, and the implications of the findings for theories of job satisfaction were also examined. Data was drawn from reports by 5,423 participants in the National Longitudinal Survey of Youth. Results show that intelligence was associated positively with job satisfaction. However, intelligence also is associated negatively with satisfaction when job complexity is held constant. This negative direct effect of intelligence on job satisfaction is mediated by job complexity: the effect decreases with an increase in job complexity. ((c) 1999 APA/PsycINFO, all rights reserved)

NICHOLSON, EDWARD A.
RODERICK, ROGER D.
A Multivariate Analysis of the Correlates of Job Satisfaction among Men Aged 45-59
Proceedings, Academy of Management (1973): 221-24. Also: Columbus OH: Center for Human Resource Research, 1972
Cohort(s): Older Men
ID Number: 1757
Publisher: Academy of Management

Permission to reprint the abstract has not been received from the publisher.

The initial results of an attempt to identify and measure the strength of some of the personal, social- psychological, and economic factors associated with high levels of job satisfaction among men aged 45-59 show that an individual's hourly rate of pay, his occupation, his health, and the factors he considers most important about a job strongly influence his level of job satisfaction, even after adjustments are made for the effects of other variables.

PARKS-YANCY, ROCHELLE
Antecedents of Managerial and Professional Career Trajectories and Their Differential Effects on Blacks and Whites: Gaining Parity Through Human and Social Capital
Academy of Management Proceedings (2002): A1- A6. Also: http://search.epnet.com/direct.asp?an=7516568&db=buh
Cohort(s): NLSY79
ID Number: 4139
Publisher: Academy of Management

Permission to reprint the abstract has not been received from the publisher.

Research has shown that blacks and whites do not have the same level of success in managerial and professional careers. On average, whites gain higher salaries and rewards and obtain jobs that have greater responsibility and authority than blacks. While there has been extensive research on the effects family socioeconomic status (SES) (Blau & Duncan, 1967) and human capital (Durham et. al., 1995) on labor market outcomes, there has not been sufficient attention given to the effects of social capital on blacks compared to whites (Seibert et. al., 2001). This paper explores the effects of social capital on income differences between blacks and whites, net of the effects of socioeconomic background and human capital, for a sample of young adults. While extensive research has documented the labor market outcomes for blacks and whites, there is relatively limited research on blacks in managerial and professional careers. Prior research specifically on blacks has looked at the career progress of blacks who participated in the youth development program, ABC (A Better Chance), (Zweigenhaft & Domhoff, 1991), racial and gender differences in performance assessments (Smith et. al., 2001) and minorities' success in corporate management (DiTomaso &Thompson, 1988).

The data were from the National Longitudinal Survey of Youth (NLSY). These data are ideal for this study because its longitudinal format enables the study of careers over time and contains measures that can be used as indicators of family SES, human capital, and social capital. This study focused on the time frame of 1988-1998, chosen because the youngest of the respondents in 1979 (aged 14) would have been at an age to have completed college (if they attended) and be employed in full-time work in 1988. Survey questions included as measures in this paper were not necessarily asked of the respondents every year. The sample size for the analysis herein included 221 blacks and 537 whites.

TREVOR, CHARLES OLIVER
Interactions among Actual Ease-of-Movement Determinants and Job Satisfaction in the Prediction of Voluntary Turnover
Academy of Management Journal 44,4 (August 2001): 621-638
Cohort(s): NLSY79
ID Number: 1426
Publisher: Academy of Management

Permission to reprint the abstract has not been received from the publisher.

Emphasizing that both general job availability and individual attributes determine actual ease of movement in the job market, I propose a voluntary turnover model that combines aspects of signaling and human capital perspectives with approaches emphasizing job satisfaction and general job availability. Longitudinal data on 5,506 individuals were analyzed via survival analysis with time-dependent covariates and repeated turnover events. Most notably, the effects of job satisfaction and unemployment rate on voluntary turnover were moderated by education, cognitive ability, and occupation-specific training.

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