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首页> 外文期刊>Journal of organizational behavior management >Job Satisfaction: I/O Psychology and Organizational Behavior Management Perspectives
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Job Satisfaction: I/O Psychology and Organizational Behavior Management Perspectives

机译：工作满意度：I / O心理学和组织行为管理的观点

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摘要

Perspectives on job satisfaction and its relations with job performance among members of the Industrial/Organizational Psychology (IOP) and Organizational Behavior Management (OBM) cultures are identified and compared. Comparisons include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job performance, job satisfaction, and the potential causal relations among them. Literature reviewed suggests the IOP culture has validated technologies that some members of the OBM culture recognize as useful for purposes of assessing what members of the OBM culture call Social Validity (SV). Given similarities among values of the two cultures, reflected in their mutual concern for assessing Organizational Responsibility and SV, the author proffers the following recommendation: Members of the OBM culture should not eschew the IOP culture's practices that might contribute to OBM practitioners' ability to effectively establish the SV of their interventions, particularly large-scale interventions.
机译：确定并比较了在产业/组织心理学（IOP）和组织行为管理（OBM）文化成员中对工作满意度及其与工作绩效的关系的观点。比较包括每种文化在理论和数据作用方面的优势，这些理论和数据涉及行为，工作绩效，工作满意度以及它们之间的潜在因果关系定义。回顾的文献表明，IOP文化已经验证了OBM文化的某些成员认为对评估OBM文化的哪些成员称为社会有效性（SV）有用的技术。考虑到两种文化的价值观之间的相似性，反映在他们对评估组织责任和SV的共同关注中，作者提出了以下建议：OBM文化的成员不应回避可能会有助于OBM从业人员有效开展能力的IOP文化实践。建立他们的干预措施的SV，特别是大规模干预措施。

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