Person-Environment Fit and Job Satisfaction - Essay Example

My cousin values solitude because it gives her the necessary concentration.  After a short period of work in a big office my cousin realized that communication with people could be avoided and she could solve all work problems via the Internet.  A quiet atmosphere and minimal contact with people gave her the possibility to create.  Her goal was her art school and her agency.  One she accepted the proposition of her friend to teach children art and she thought that it could be a good and inspiring experience for her. Unfortunately, her values, psychological needs, and her goals did not fit the environment she wanted to work. Moreover, it is even important that the biological habits of the person fit the requirements of the environment (French et al. 1982). Working with children required all her energy and motivation so she came home exhausted and dissatisfied and could not draw.

One of the results for the organization in hiring this person for this position was real, not potential. She quit two weeks after beginning to the disappointment of the children and the management of the school.  Constant emotional dissatisfaction for both the teacher and children could be another consequence for the organization.  Loss of art interest could result in fewer children attending school.

2.

Job attitude is a complicated concept that incorporates several bigger and smaller factors that are difficult to take into account sometimes. However, there must be some more and less influence when determining job attitude. In my humble opinion, it is a combination of these variables that creates a job attitude. However, taking into account the experience of my relatives and friends I can state that situational variables, such as salary, work environment, and the nature of work itself, overweigh dispositional variables simply because they matter more for people.  It is necessary to understand that people dedicate their precious time to work not because they want to do it but because this is the only way to survive in the world. So in most cases, payment is a crucial factor that influences job attitude. People assess their level of education, skills, and knowledge by the salary they are offered. Another important aspect is experience; the more experience people have in certain spheres the higher their payment is. And when people are not offered the payment according to their expertise and experience they cannot be adequate in their attitude to the job (Schneider & Smith, 2010). Only people in creative professions and young inexperienced applicants are ready to work for lower pay to get experience. The work environment is another crucial aspect when creating a work attitude. For introverted reserved people, calm and friendly atmosphere is essential so in a company where there is little private space, high concurrence, and a stressful environment they will not work effectively and give good results. So despite any other perks and payment wrong atmosphere will be the most important factor in determining their attitude (Brief, 1998).

3.

Split-half Reliability

Split-half reliability method regards two halves of measure as equivalent. This method does not have the problem of creating alternate forms.  Basically, the test is built on dividing the results of the test in half after conducting a test.  The reliability of this method is based on the fact that the results of the first part of the test are correlated with the results of the second part of the test. Even though this method can look simple there is a condition that the parts of the test must be really similar to each other. Their content as well as the quantity of the questions has to match. Most logically, it is necessary to divide the test into two halves: odd numbers in one part and even numbers in the other (Davidshofer et al., 2005).

Cronbach's Alpha

Alpha was regarded as the anticipated correlation of two tests to measure the equivalent result.  This method is a bit more complicated it seems because it involves utilization of the previous method but with some serious modifications. This method of reliability is an average calculation of all split-half tests. Thus, when one result is achieved by splitting up two halves of the test it is again divided randomly into two halves and then again recomputed and this procedure is repeated over and over, it is Cronbach Alpha (a).  It is necessary to take into account that no new measures and samples are taken in recomputing (Nunnally, 1998).

Alternate Form Reliability

This method presupposes providing the same individuals with identical forms of the test. To do this a large number of equivalent questions are created to deal with the same construct and then these questions are divided randomly in two.  It allows for avoiding complications that usually arise in the course of other methods.   However, it is also necessary to ensure that the questions are similar n content and that they are delivered to the same people.  Alternate Form reliability is a very convenient method in psychological experiments when people are assigned certain roles (Shatz, 2013).