The Effects of Job Categorization on Judgments of the Motivating Potential of Jobs
研究了工作分类如何影响人们对工作激励潜力的判断，发现当分类线索显著时，判断更依赖于工作所属的类别而非具体特征。
This research is part of a Ph.D. dissertation completed at the University of Illinois at Urbana-Champaign. I would like to express my appreciation to my committee, Greg Oldham (chair), Joe Porac, and Thom Srull. I thank Maureen Ambrose, Linda Argote, Alison Davis-Blake, Mark Fichman, Jerry Salancik, Scott Tindale, and three anonymous ASQ reviewers for their helpful comments and suggestions on earlier versions of this paper. Recent research has distinguished between categorybased and piecemeal processing of evaluative judgments. Traditional job design research has implicitly assumed that judgments of motivating potential are made piecemeal. The purpose of the research reported in this paper was to test the possibility that such judgments result from a categorization process. A series of pilot studies identified commonly held prototypes associated with four jobcategory pairs. The main study then examined how the source and saliency of categorization cues would influence the judgment process. Results indicated that judgments of a job's motivating potential depend on the job categorizations made by respondents, particularly when categorization cues are very salient.-