{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/70466"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/70466","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"The Consequences of Job Categorization","abstract":"Previous research has observed differences in job perceptions and evaluations associated with differences in various features of the work environment (i.e., the social context, the physical and organizational setting, personal characteristics of the jobholder). This research attempts to identify the process by which job judgments are related to underlying job categorizations which represent jobholders' implicit job theories. Study 1 addressed the question of whether prompting alternative categorizations of jobs affect perceptions of the jobs' motivating potential. In two sets of conditions, subjects were provided with evaluatively neutral job information associated with alternative categorizations. A second factor varied the saliency of the categorization information. Study 2 considered the affective consequences of job categorization. Subjects read job descriptions which associated the job with one of two alternative job categorizations. An additional piece of information was then provided which was intended to evoke (a) category-based processing, (b) piecemeal processing, or (c) alternative-category processing of the information. Results of the two studies indicate that judgments of jobs' motivating potential are very dependent upon subjects' job categorizations. However, evaluative judgments appear to be more influenced by the evaluative content of the job information than by the categorization of the job.","abstract_html":"Previous research has observed differences in job perceptions and evaluations associated with differences in various features of the work environment (i.e., the social context, the physical and organizational setting, personal characteristics of the jobholder). This research attempts to identify the process by which job judgments are related to underlying job categorizations which represent jobholders' implicit job theories. Study 1 addressed the question of whether prompting alternative categorizations of jobs affect perceptions of the jobs' motivating potential. In two sets of conditions, subjects were provided with evaluatively neutral job information associated with alternative categorizations. A second factor varied the saliency of the categorization information. Study 2 considered the affective consequences of job categorization. Subjects read job descriptions which associated the job with one of two alternative job categorizations. An additional piece of information was then provided which was intended to evoke (a) category-based processing, (b) piecemeal processing, or (c) alternative-category processing of the information. Results of the two studies indicate that judgments of jobs' motivating potential are very dependent upon subjects' job categorizations. However, evaluative judgments appear to be more influenced by the evaluative content of the job information than by the categorization of the job.","abstract_has_math":false,"creators":["Kulik, Carol Therese"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"Ph.D.","degree_level":"Dissertation","degree_discipline":"Business Administration","degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2014,"date_issued":"2014-12-15T23:30:31Z","date_published":"2014-12-15T23:30:31Z","updated_at":"2026-07-22T22:26:02Z","subjects":["Psychology, Industrial"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["(UMI)AAI8711823"],"render_values":[{"text":"(UMI)AAI8711823","href":null,"code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/2142/70466","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Kulik, Carol Therese"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2014-12-15T23:30:31Z","10000-01-01","1987"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Business Administration"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Ph.D."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Psychology, Industrial"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/70466","(UMI)AAI8711823"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Previous research has observed differences in job perceptions and evaluations associated with differences in various features of the work environment (i.e., the social context, the physical and organizational setting, personal characteristics of the jobholder). This research attempts to identify the process by which job judgments are related to underlying job categorizations which represent jobholders' implicit job theories. Study 1 addressed the question of whether prompting alternative categorizations of jobs affect perceptions of the jobs' motivating potential. In two sets of conditions, subjects were provided with evaluatively neutral job information associated with alternative categorizations. A second factor varied the saliency of the categorization information. Study 2 considered the affective consequences of job categorization. Subjects read job descriptions which associated the job with one of two alternative job categorizations. An additional piece of information was then provided which was intended to evoke (a) category-based processing, (b) piecemeal processing, or (c) alternative-category processing of the information. Results of the two studies indicate that judgments of jobs' motivating potential are very dependent upon subjects' job categorizations. However, evaluative judgments appear to be more influenced by the evaluative content of the job information than by the categorization of the job.","Made available in DSpace on 2014-12-15T23:30:31Z (GMT). No. of bitstreams: 1 8711823.pdf: 5891166 bytes, checksum: 5af58e52aee67f6ecbe7a8df40b30bc4 (MD5) Previous issue date: 1987","Embargo set by: Seth Robbins for item 70632 Lift date: Forever Reason: Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","U of I Only","300 p.","Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1987."]},{"key":"dc:title","label":"Title","values":["The Consequences of Job Categorization"]}]}],"canonical_facts":{"dc:creator":["Kulik, Carol Therese"],"dc:date":["2014-12-15T23:30:31Z","10000-01-01","1987"],"dc:description":["Previous research has observed differences in job perceptions and evaluations associated with differences in various features of the work environment (i.e., the social context, the physical and organizational setting, personal characteristics of the jobholder). This research attempts to identify the process by which job judgments are related to underlying job categorizations which represent jobholders' implicit job theories. Study 1 addressed the question of whether prompting alternative categorizations of jobs affect perceptions of the jobs' motivating potential. In two sets of conditions, subjects were provided with evaluatively neutral job information associated with alternative categorizations. A second factor varied the saliency of the categorization information. Study 2 considered the affective consequences of job categorization. Subjects read job descriptions which associated the job with one of two alternative job categorizations. An additional piece of information was then provided which was intended to evoke (a) category-based processing, (b) piecemeal processing, or (c) alternative-category processing of the information. Results of the two studies indicate that judgments of jobs' motivating potential are very dependent upon subjects' job categorizations. However, evaluative judgments appear to be more influenced by the evaluative content of the job information than by the categorization of the job.","Made available in DSpace on 2014-12-15T23:30:31Z (GMT). No. of bitstreams: 1 8711823.pdf: 5891166 bytes, checksum: 5af58e52aee67f6ecbe7a8df40b30bc4 (MD5) Previous issue date: 1987","Embargo set by: Seth Robbins for item 70632 Lift date: Forever Reason: Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","Restricted to the U of I community idenfinitely during batch ingest of legacy ETDs","U of I Only","300 p.","Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1987."],"dc:identifier":["http://hdl.handle.net/2142/70466","(UMI)AAI8711823"],"dc:subject":["Psychology, Industrial"],"dc:title":["The Consequences of Job Categorization"],"dc:type":["text"],"thesis:degree_discipline":["Business Administration"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Ph.D."],"thesis:institution_name":["University of Illinois at Urbana-Champaign"]},"updated_at":"2026-07-22T22:26:02Z"}