scispace - formally typeset
Search or ask a question
Topic

Job analysis

About: Job analysis is a research topic. Over the lifetime, 9195 publications have been published within this topic receiving 319197 citations. The topic is also known as: work analysis.


Papers
More filters
Journal ArticleDOI
TL;DR: In this article, the authors examined longitudinal relationships between job resources, personal resources, and work engagement and found that job and personal resources related positively to T1 job engagement and T2 personal resources.

1,456 citations

Book ChapterDOI
01 Jan 2014
TL;DR: The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process) as discussed by the authors.
Abstract: The Job Demands-Resources model (JD-R model) became highly popular among researchers. The current version of the model proposes that high job demands lead to strain and health impairment (the health impairment process), and that high resources lead to increased motivation and higher productivity (the motivational process). This chapter reviews the assumptions and development of the JD-R model and presents an overview of important findings obtained with the model. Although these findings largely support the model’s assumptions, there are still several important unresolved issues regarding the JD-R, including the model’s epistemological status, the definition of and distinction between “demands” and “resources,” the incorporation of personal resources, the distinction between the health impairment and the motivational processes, the issue of reciprocal causation, and the model’s applicability beyond the individual level. The chapter concludes with an agenda for future research and a brief discussion of the practical application of the model.

1,344 citations

Journal ArticleDOI
TL;DR: Investigating the process by which employee perceptions of the organizational environment are related to job involvement, effort, and performance revealed that a modest but statistically significant effect of job involvement on performance became nonsignificant when effort was inserted into the model, indicating the mediating effect of effort on the relationship.
Abstract: This study investigated the process by which employee perceptions of the organizational environment are related to job involvement, effort, and performance. The researchers developed an operational definition of psychological climate that was based on how employees perceive aspects of the organizational environment and interpret them in relation to their own well-being. Perceived psychological climate was then related to job involvement, effort, and performance in a path-analytic framework. Results showed that perceptions of a motivating and involving psychological climate were related to job involvement, which in turn was related to effort. Effort was also related to work performance. Results revealed that a modest but statistically significant effect of job involvement on performance became nonsignificant when effort was inserted into the model, indicating the mediating effect of effort on the relationship. The results cross-validated well across 2 samples of outside salespeople, indicating that relationships are generalizable across these different sales contexts.

1,312 citations

Journal ArticleDOI
TL;DR: In this article, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader rated innovative job performance and job satisfaction.
Abstract: As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance orientation was negatively related or unrelated to those outcomes. These findings suggest that employees with stronger mastery orientations are more effective on the job because they tend to establish higher-quality exchanges with their supervisors. Important and recurring questions in organizational science are why employees perform well in their jobs and why they are satisfied with their jobs. Achievement goal theory and research suggest that

1,284 citations

Journal ArticleDOI
TL;DR: In this article, the authors developed a theory of job satisfaction which incorporates differences in work values and perceived job characteristics as key explanatory variables, and empirically examined the relationship between job satisfaction and the work values, and found that work values have independent-effects on job satisfaction.
Abstract: This paper attempts to develop a theory of job satisfaction which incorporates differences in work values and perceived job characteristics as key explanatory variables. It empirically examines the relationship between job satisfaction and the work values and job rewards associated with six dimensions of work-intrinsic, convenience, financial, relations with co-workers, career opportunities and resource adequacy. It is found that work values have independent-effects on job satisfaction. The extent to which workers are able to obtain perceived job rewards is conceptualized to be a function of their degree of control over their employment situations. The paper also seeks to develop a framework which links the variation in the job satisfactions of workers to the factors that influence the degree of their control over the attainment of job rewards in American society. The analyses in this paper are based on data from the 1972-73 Quality of Employment Survey. The concept of job satisfaction traditionally has been of great interest to social scientists concerned with the problems of work in an industrial society. Many have been interested in job satisfaction, for example, as a result of a personal value system which assumes that work which enables satisfaction of one's needs furthers the dignity of the human individual, whereas work without these characteristics limits the development of personal potential and is, therefore, to be negatively valued. Thus, it is important to examine these issues in order, hopefully, to improve the work experiences of individuals as an end in itself. Other social scientists have been interested in this concept because of evidence that has linked the degree of satisfaction with work to the quality of one's life outside the work role-especially one's physical and mental health. Still others were motivated to study job satisfaction out of a desire to improve productivity and organizational functioning by improving the quality of work experiences of employees. While these concerns have their bases in different perspectives, they share the recognition of the importance of the job in the total life experience of the individual and the desirability of a

1,208 citations


Network Information
Related Topics (5)
Job satisfaction
58K papers, 1.8M citations
88% related
Organizational commitment
33K papers, 1.5M citations
86% related
Organizational learning
32.6K papers, 1.6M citations
80% related
Experiential learning
63.4K papers, 1.6M citations
78% related
Higher education
244.3K papers, 3.5M citations
77% related
Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202367
2022126
202137
202045
201959
201884