Situational Constraints in the Air Force. Identification, Measurement, and Impact on Work Outcomes.
Final rept. Aug 81-May 84,
TEXAS UNIV AT DALLAS RICHARDSON SCHOOL OF MANAGEMENT AND ADMINISTRATION
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This paper contains the results of a four-phase research and development RD program aimed at exploring the impact of situational constraints on individual work performance, motivation, affective reactions, reenlistment plans and thoughts of leaving among Air Force enlisted personnel in several occupational specialties. In particular, the program was designed to 1 identify constraining work factors typical in Air Force work environments Phase I, 2 develop and validate a questionnaire to assess the severity of these constraints Phase II, and 3 utilize that questionnaire to investigate the hypothesized impact of these situational constraints on performance, motivation, affective reactions, reenlistment plans, and thoughts of leaving Phases III and IV. Results from a content analysis of verbal responses to an open-ended questionnaire in Phase I identified 14 specific dimensions of work constraints. Phase II results supported the psychometric soundness of the constraint scale developed based on the Phase I information. In addition, Phase II results supported the construct validity of this newly developed instrument by demonstrating its empirical relationships to a variety of theoretically appropriate affective reaction variables. Results from Phases III and IV indicated that the mean level of reported constraints was moderate across all seven occupational specialties under investigation. Perceived situational constraints failed to consistently correlate with supervisory rate performance or effort, or with self-rated reenlistment plans.
- Administration and Management
- Personnel Management and Labor Relations