Chapter 4 - Industrial Psychology
Chapter 4: Work Adjustment Theory
Work Adjustment Theory consists of 18 different consequences. The current theory is based on research that has modified earlier work. Each of these statements of theory had as a goal the prediction of work adjustment. Dawis and Lofquist (1984) define work adjustment as:
“A continuous and dynamic process by which a worker seeks to achieve and maintain correspondence with a work environment”.
That is, work adjustment is indicated by length of time, or tenure, on the job. This concern with job tenure and a similar concept, job performance, distinguishes Work Adjustment Theory from most other theories with are concerned with career selection or work adjustment but not actual performance on the job.
There are two major predictions to the prediction of work adjustment (and therefore work tenure):
Satisfaction – being satisfied with the work that one does (related to life-satisfaction and general well-being). It refers to the extent to which an individual’s needs and requirements are fulfilled by the work that they do.
Satisfactoriness – employer’s satisfaction with the employee’s performance. It concerns the appraisal of others, usually supervisors, of the extent to which an individual adequately completes the work that is assigned to them.
Satisfaction is important because the individual must be satisfied with many aspects of the work, such as salary, and type of work task.
Work Adjustment Theory (WAT) is concerned with other indicators of satisfaction and satisfactoriness such as amount of turnover, tardiness, absenteeism, devotion to job, job morale, and productivity on the job – these aspects of job performance are indicators of work adjustment.
The work environment must be able to satisfy all of the individual’s needs, and the employee must have the correct skills to meet the job’s needs.
Skills and needs are observable entities that are the essence of work personality. However, hundreds of skills are
Work Adjustment Theory consists of 18 different consequences. The current theory is based on research that has modified earlier work. Each of these statements of theory had as a goal the prediction of work adjustment. Dawis and Lofquist (1984) define work adjustment as:
“A continuous and dynamic process by which a worker seeks to achieve and maintain correspondence with a work environment”.
That is, work adjustment is indicated by length of time, or tenure, on the job. This concern with job tenure and a similar concept, job performance, distinguishes Work Adjustment Theory from most other theories with are concerned with career selection or work adjustment but not actual performance on the job.
There are two major predictions to the prediction of work adjustment (and therefore work tenure):
Satisfaction – being satisfied with the work that one does (related to life-satisfaction and general well-being). It refers to the extent to which an individual’s needs and requirements are fulfilled by the work that they do.
Satisfactoriness – employer’s satisfaction with the employee’s performance. It concerns the appraisal of others, usually supervisors, of the extent to which an individual adequately completes the work that is assigned to them.
Satisfaction is important because the individual must be satisfied with many aspects of the work, such as salary, and type of work task.
Work Adjustment Theory (WAT) is concerned with other indicators of satisfaction and satisfactoriness such as amount of turnover, tardiness, absenteeism, devotion to job, job morale, and productivity on the job – these aspects of job performance are indicators of work adjustment.
The work environment must be able to satisfy all of the individual’s needs, and the employee must have the correct skills to meet the job’s needs.
Skills and needs are observable entities that are the essence of work personality. However, hundreds of skills are