Showing papers on "Job design published in 1987"

A Path Analysis of a Model of the Antecedents and Consequences of Organizational Commitment

Abstract: An attitudinal model of organizational commitment was tested using a sample of 367 managerial employees. Several aspects of the organization: perceived structure, process, and climate, as well as job satisfaction were found to be predictive of commitment. Job satisfaction and commitment were found to be equally predictive of voluntary turnover. Commitment was found to be predictive of individual motivation and objective job performance, but not of supervisors' ratings of job performance.

How important are dispositional factors as determinants of job satisfaction? Implications for job design and other personnel programs.

Abstract: According to recent research, stable dispositional factors may result in considerable consistency in attitudes such as job satisfaction across time and situations. If true, this finding may have important implications. For example, Staw and Ross (1985) argued that "many situational changes such as job redesign . . . may not affect individuals as intended." Such personnel programs "may be prone to failure because they must contend with attitudinal consistency" (p. 478). The present article has two purposes. Fiist, methodological and conceptual problems with the Staw and Ross assessment of the impact of situational and dispositional factors on job satisfaction are discussed. Second, given Staw and Ross's focus on job redesign, this article examines the impact on job satisfaction of changes in two very different measures of job complexity. Findings indicate that changes in situational factors such as job complexity are important predictors of job satisfaction, consistent with Hackman and Oldham's (1975, 1976) job design model. In contrast, measurement problems preclude accurate assessment of the predictive power of dispositional factors. Contrary to the concern raised by Staw and Ross (1985) and Staw, Bell, and Clausen (1986), it does not appear likely that the success of personnel programs will be significantly constrained by the influence of attitudinal consistency. Locke (1969) denned job satisfaction as "a function of the perceived relationship between what one wants from one's job and what one perceives it as offering". Presumably, this definition points to the importance of both dispositional and situational factors as determinants of job satisfaction. In practice, however, Mitchell (1979) suggested that personality variables have received relatively little attention in empirical research on

Comparative effects of personal and situational influences on job outcomes of new professionals.

Abstract: We investigated the relative and combined effects of personal and situational variables on job outcomes of new professionals. The personal variables were cognitive ability, socioeconomic status, and career goals; the situational variables were job feedback, autonomy, and job context. Data were collected at two times from 280 newly hired, entry-level accountants at "Big Eight" firms. Both personal and situational variables predict job outcomes, but their relative influence depends on the outcome measure. Situational variables account for the most variance in job performance, job satisfaction, and organizational commitment; personal variables account for the most variance in promotability, internal work motivation, and turnover. The findings indicate that job performance does not take care of itself by selecting bright people, but requires constant vigilance and effective systems. The results also suggest that a given result can be achieved through a variety of behavioral science

Studying job stress: Are we making mountains out of molehills?

Abstract: Job stress researchers are urged to examine job conditions which threaten workers' experienced quality of life. The relationship between measures of job-related strains and well-being is discussed. Past theorizing and research suggests that it is not safe to assume that job conditions which have an adverse impact on affective reactions to the job (a frequently used indicator of job strain) will also have a negative impact on overall subjective well-being. One set of job conditions which may be particularly relevant for well-being is identified and discussed, namely those conditions related to the economic instrumentality of work. Finally, some methodological suggestions for future research in the job stress area are offered.

Objective and Social Factors as Determinants of Task Perceptions and Responses: An Integrated Perspective and Empirical Investigation

Abstract: The purpose of this study was to test the merits of an integrated perspective derived from the job characteristics and social information processing models of task design. We conducted a complex la...

Perceived Importance of Job Facets and Overall Job Satisfaction of Industrial Workers

Abstract: The present study is an attempt to measure overall job satisfaction of industrial workers, to identify some determinants of job satisfaction, and to evaluate the perceived importance of job facets to their overall job satisfaction. The study was conducted on 1560 workers selected randomly from four jute industires in Bangladesh. The results indicate that the statisfaction variables are not unidirectional in their effects. Job facets can be sources of both satisfaction and dissatisfaction. Overall job satisfaction of industrial workers seems to be influenced by the satisfaction with job facets and personal life, and the degree of satisfaction appears to depend on the satisfaction with the number of job facets as well as their perceived importance.

Public Sector Professionals: Job Characteristics, Satisfaction, and Aspirations for Intrinsic Fulfillment through Work

Abstract: Previous research on job satisfaction in government employees has not distinguished professionals from other high status groups such as managers. Professionals and blue-collar workers employed in a state government in the U.S. (N = 252) were compared in order to learn more about the quality of the professional work experience. Data on job satisfaction, task characteristics, and aspirations for intrinsic fulfillment through work were collected via a questionnaire. Results suggested that there was no difference between the two groups in job satisfaction. However, professionals rated their jobs as significantly lower in skill variety, task identity, task significance, autonomy, and knowledge of results. Professionals also believed that their jobs should provide less intrinsic fulfillment than did the blue-collar workers. It was speculated that professionals employed in government maintain minimal levels of job satisfaction despite less fulfilling jobs by reducing their aspirations for fulfillment in work.

The Effectiveness of Alternative Methods of Searching for Jobs and Finding Them: An Exploratory Analysis of the Data Bearing upon the Ways of Coping with joblessness

Abstract: . Job search has profound implications for both the extent and duration of unemployment and hence for the efficient allocation of human resources. Yet, little is known about the relative effectiveness of alternative methods of job search. This study uses the National Longitudinal Survey of Youth Labor Market Experience to examine whether different methods influence the duration of job search and job satisfaction. Methods of search do seem to differ significantly in influencing duration of job search but not so in respect of job satisfaction, contrary to a widely held view. Some have held that informal channels of job search convey a particular type of qualitative information which makes for better and more efficient job choice and that this largely explains their extensive usage, but the data do not support this position. Both findings have potentially important implications for job search theory and government intervention in the labor market.

Boredom: Construct, Causes and Consequences

Abstract: : The literature on cause of work and life boredom is reviewed. A qualitative study of causes of boredom on and off the job is presented, and a typology of causes is developed. Problems of measuring both experienced boredom and the boredom potential of situations are discussed, followed by suggestions for future research. Keywords: Job satisfaction, Job design, Military life.

Source of recruitment and employee attitudes: An analysis of job involvement, organizational commitment, and job satisfaction

Abstract: This study empirically investigated the relationship between recruiting methods and the work attitudes of job involvement, organizational commitment, and job satisfaction. Multivariate and follow-up univariate analyses showed strong recruitment source effects, with employee referrals emerging as a better source of recruitment than newspaper advertisements. The results of the study are discussed and directions for future research elucidated.

Information technology and job design: a case study on computerized numerically controlled machine tool working

Abstract: A detailed case study is presented of the use of CNC machine tools in an engineering factory. This examines what choices were made regarding the management and operation of CNC machines, and why, and the impact of these choices on the firm and its employees. Contrary to a deskilling hypothesis, the findings showed that CNC machinists exercised high levels of operational control, were very skilled, satisfied with the content of their jobs, but critical of work coordinating mechanisms. These job designs are linked to internal and external contingencies. The paper concludes with predictions concerning job designs associated with the move to complex information technology systems.

Economic Sector and Job Satisfaction

Abstract: In this article the relationship between economic sector and job satisfaction is explored. Given the absence of previous research, a framework relying on job satisfaction, dual labor market, and economic-segmentation literature is used to create two alternative hypotheses. If the externally defined objective characteristics of jobs are the critical factor in producing job satisfaction, then the “better” jobs in the core sector will result in job satisfaction differences favoring workers in the core. If individual needs and characteristics and the “fit” between these and job rewards are the critical factors in producing job satisfaction, then the workers in the core do not necessarily have an advantage; in fact the reverse may be true. These two hypotheses are tested using data from the 1973 Quality of Employment survey and two alternate measures of economic sector. Findings support the second hypothesis in that workers in the peripheral (or local and regional) sector have significantly higher levels of re...

Job satisfaction: Identifying the important parts among computer sales and service personnel

Abstract: This article examines overall and job facet satisfaction among computer salesN=552) and service (N=1489) personnel. Results of an anonymous questionnaire indicated that seven of nine job facets were similar in the two samples. However, facets in field service referring to the company and working conditions were replaced in sales by facets concerning work-related information and problem resolution. Existing multifacet measures of job satisfaction would not have identified problem resolution as an important facet. While they are valuable for basic research, standardized multifacet satisfaction measures may not be as useful when the goal is to improve the work situation by identifying issues of concern to employees in different occupations.

Approaches to preplacement testing and selection of workers

Abstract: Matching the worker and the job has been associated with reductions in work-related injuries and illnesses, and improvements in job performance and job satisfaction. There are two approaches: (a) selecting and training the worker to fit the job, and (b) designing the job to fit the worker (i.e., ergonomics). Most authorities prefer (b). Although job design may be applicable to many manufacturing operations, there are other jobs that are difficult to design and control and require greater dependence upon preplacement testing and selection of workers. The challenges in developing preplacement testing are (a) finding effective selection criteria, and (b) using these criteria without discriminating against handicapped, older, and female workers. In the developed countries, the most common and costly musculoskeletal disorder in industry is low back pain. Selection techniques for identifying those susceptible to low back pain can be grouped into medical examinations, strength and fitness testing, and job rating...

Achieving High Performance in Library Work

Abstract: INTHIS ARTICLE, the concept of productivity is recast. This is necessary because the nature of work is undergoing a profound transformation. As a result, corporate and political leaders are seeking to build an institutional framework in which excellence and high performance are adopted as basic cultural norms. To be successful in this effort, leaders must create a new reality for the employee. This must include a high quality of work life. Discussion of a set of critical human resource issues may help to provide a platform from which to refocus personnel administration as it is currently practiced in our nation’s libraries. These issues are: motivation; job design; quality of work life; organizational culture; high performance; and excellence and renewal.

The introduction of advanced manufacturing technology (AMT) and its impact on skilled workers' perceptions of communication, interaction, and other job outcomes at a large manufacturing plant

Abstract: From a sociotechnical systems theory framework, this study investigates the effect of the introduction of advanced manufacturing technology (AMT) on communication, interaction, and other job outcomes at a large manufacturing firm. Ninety-four skilled workers, some with supervisory responsibility, responded to a mail questionnaire about the introduction of industrial robots on a manufacturing line. It was hypothesized that the introduction of industrial robots, a form of AMT, would result in predictable changes in communication and interactions. in addition, ii was further suggested that these changes would have an effect on certain job outcomes such as workers' perceptions of job satisfaction, job influence, and job control. Study results show that the introduction of AMT was associated with significant increases in the amount of information to process, increase in informal communication, decreases in some forms of formal communication, increases in both intraunit and interunit communication (especially the latter), more face-to-face and machine communication (e.g., use of VDT's), more supervisory communication, more working together on teams, and more feedback on job problems. Many of these increases are accentuated for those skilled workers who spend more of their time with industrial robots, an advanced form of AMT. Finally, many of the changes in communication and interaction were positively related to workers' job satisfaction. However, the effect of these factors on job influence and job control was mixed. The factor of more avenues or opportunities to communicate informally about job problems was related positively to job influence and control. However, the presence of more supervision during early implementation and tighter monitoring of job performance was related negatively to job influence and control. Job satisfaction and job influence was somewhat higher for skilled workers who spent more time than others with industrial robots.

Job stress and job dissatisfaction: influence of contextual factors.

Abstract: To examine contextual factors which play a role in responses to job stress, 135 employees high in stress and high in job satisfaction and 97 employees high in stress and low in job satisfaction were identified. Comparisons of the two groups indicated that highly stressed individuals who remained satisfied perceived their jobs as more challenging and interesting, perceived organizational communication as more timely and useful, perceived fewer supervisory problems, and worked with managers whom they perceived to be high in referent power.

The role and expectancy participation model: An empirical assessement and extension

Abstract: Four hypotheses were investigated. The results substantially support and extend the usefulness of Schuler's role and expectancy participation model (1980). Schuler's model posits that participation intervenes to attenuate the relationships between job objectives and role conflicts and ambiguity. Also, participation, role conflict and role ambiguity are assumed to intervene to attenuate the relationships between job objectives and job satisfaction. The four hypotheses were tested using a sample of 187 retail store managers. Results revealed that job objectives were related to the role variables and satisfaction. Participation significantly attenuated the job objectives, role conflict and job satisfaction relationships. Implications for the use of the attributes of job objectives approach to integrate other objective setting paradigms are discussed.

A Model of Job Facet Satisfaction

Abstract: This study was undertaken to identify facets, or elements, of the job that lead to overall job satisfaction. Public employees completed an employee attitude survey; men and women were equally represented in this sample. Closed-ended items rated on a five-point Likert scale covered commonly accepted facets of job satisfaction such as pay and supervision. Open-ended questions were also included in the attempt to locate as yet unidentified facets. The model developed in this study included 17 facets: promotion, training, supervisor, upper management, organization of work tasks, work stress, work challenge and autonomy, physical work space and equipment, work group, organizational commitment, organizational structure, pay, merit pay, affirmative action, benefits, job security, and distribution of staff. Although the number of facets is large, each is recommended for inclusion in future models to test the level of overall job satisfaction explained by this model.

A Practical Rationale for Using Multi-Method Job Analyses

Abstract: Public sector personnelists are often asked to select or recommend a job analysis system. Selecting the approach which is most likely to meet their agency's needs is a complex task, demanding attention to factors such as staff requirements, type of information obtained, and legal ramifications. The Uniform Guidelines on Employee Selection Procedures, and judicial interpretation of legal requirements are of paramount importance in choosing a particular system. This paper examines three significant issues related to selecting a job analysis system, and recommends a multi-method approach as the best way to obtain useful information while complying with regulatory guidance and case law.