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SELF‐CONCEPT AND INTERESTS RELATED TO JOB SATISFACTION OF MANAGERS

SELF‐CONCEPT AND INTERESTS RELATED TO JOB SATISFACTION OF MANAGERS RUSSELL DOR@ MERLE MEACHAM AND University of Washington SUPER’S (1953) theory of vocational adjustment offers some hypotheses about the relationship between self-concept and job satisfaction. “This is the theory that satisfaction in one’s work and on one’s job depends on the extent to which the work, the job, and the way of life that goes with them, enable one to play the kind of role that one wants to play. It is, again, the theory that vocational development is the development of a self-concept, that the process of vocational adjustment is the process of implementing a self-concept, and that the degree of satisfaction attained is proportionate to the degree to which the self-concept has been implemented (p. 1891.” The matching of an individual’s perceived self and the “required self,” or role requirements of the job, is what Super seems t o mean when he says that career development is the process of implementing a self-concept. He feels that this relationship affects job satisfaction, for he states “. . . that jobs serve to implement self-concepts, and that when the self-concept and the job do not match, dissatisfaction results (Super, 1957, p. 240).” But there is an additional aspect http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

SELF‐CONCEPT AND INTERESTS RELATED TO JOB SATISFACTION OF MANAGERS

DORÉ, RUSSELL; MEACHAM, MERLE
Personnel Psychology , Volume 26 (1) – Mar 1, 1973
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References (4)

Publisher
Wiley
Copyright
Copyright © 1973 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1973.tb01116.x
Publisher site
See Article on Publisher Site

Abstract

RUSSELL DOR@ MERLE MEACHAM AND University of Washington SUPER’S (1953) theory of vocational adjustment offers some hypotheses about the relationship between self-concept and job satisfaction. “This is the theory that satisfaction in one’s work and on one’s job depends on the extent to which the work, the job, and the way of life that goes with them, enable one to play the kind of role that one wants to play. It is, again, the theory that vocational development is the development of a self-concept, that the process of vocational adjustment is the process of implementing a self-concept, and that the degree of satisfaction attained is proportionate to the degree to which the self-concept has been implemented (p. 1891.” The matching of an individual’s perceived self and the “required self,” or role requirements of the job, is what Super seems t o mean when he says that career development is the process of implementing a self-concept. He feels that this relationship affects job satisfaction, for he states “. . . that jobs serve to implement self-concepts, and that when the self-concept and the job do not match, dissatisfaction results (Super, 1957, p. 240).” But there is an additional aspect

Journal

Personnel Psychology – Wiley

Published: Mar 1, 1973

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