Showing papers on "Job design published in 1997"

Perceived Organizational Support, Discretionary Treatment, and Job Satisfaction

Abstract: A diverse sample of 295 employees drawn from a variety of organizations was surveyed to investigate (a) whether the relationship between the favorableness of job conditions and perceived organizational support (POS) depends on employee perceptions concerning the organization's freedom of action and (b) whether POS and overall job satisfaction are distinct constructs. The favorableness of high-discretion job conditions was found to be much more closely associated with POS than was the favorableness of low-discretion job conditions. No such relationship was found between job conditions and satisfaction. To decide how much the organization values their contributions and well-being, employees distinguish job conditions whose favorableness the organization readily controls versus job conditions whose favorableness is constrained by limits on the organization's discretion.

Work Motivation in Organizational Behavior

Abstract: Porter, Foreword. Part 1. How Theories of Work Motivation are Developed. Work Motivation, Productivity, and the Economy. Methods of Inquiry in Work Motivation Theory and Research. Part 2. Alternative Models of Human Functioning. Human Nature: Needs and Values as Motives at Work. Human Nature: Affect and Emotions as Motives to Work. Power, Love, and Sex as Motives at Work. Social Motivation and Self-Esteem at Work. Job Design as a Contextual Source of Work Motivation. Causes and Consequences of Frustration at Work. Part 3. Concepts of Work Motivation and Ultimate Determinants of Behavior. Beliefs, Attitudes, and Intentions. Human Reactions to Work, Jobs, and Organizations. Equity, Fairness, and Justice Motives Related to Work. Expectancy-Valence Theories of Work Motivation. Goal-Directed Theories. Part 4. Views of "Work Motivation" and Work Behavior. Learning, Behavior Control, Social-Cognitive Theory, and Self-Management. Part 5. Summary and Evaluation of Progress. Profit, Slaves, and Hopes for Strawberry Fields of the Future.

Job satisfaction : application, assessment, cause, and consequences

Abstract: Job Satisfaction is the most frequently studied variable in organizational behavior research. This new book provides an overview of the vast literature on this topic. The nature of job satisfaction is discussed along with techniques for assessing job satisfaction including existing scales and new instruments. In addition, the book summarizes the findings concerning how people feel about workincluding coverage of cultural and gender differences in job satisfaction. Possible reasons for job satisfactionboth personal and organizationalare explored as well. The book concludes with a discussion of the potential consequences of job satisfaction and dissatisfaction. Those using this volume for study or classroom purposes will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix. Job Satisfaction is written for professionals and students in business, management, organization studies, human resources, industrial psychology and public administration.

A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes

Abstract: This longitudinal field study was designed to examine the relationships between job information sources, self-esteem, and perceptions of person-job (P-J) and person-organization (P-O) fit, as well as the relationships between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms, and turnover). The results indicate that the number of formal job information sources and self-esteem were positively related to perceptions of P-J fit, and formal job information sources were positively related to perceptions of P-O fit. Perceptions of P-J fit were positively related to job satisfaction, organizational commitment, organizational identification, and negatively related to stress symptoms and intentions to quit. Perceptions of P-O fit were negatively related to intentions to quit and turnover. In addition, perceptions of fit mediated the relationships between job information sources and self-esteem with job satisfaction, intentions to quit, and turnover. These results highlight the job applicant's perspective of fit, and demonstrate the importance of both P-J and P-O fit perceptions.

Determinants of Job Satisfaction of Federal Government Employees

Abstract: What determines the job satisfaction of federal government employees? Using data reported in the Survey of Federal Government Employees, I propose and assess the argument that the job satisfaction of federal government employees is determined primarily by three sets of factors: job characteristics, organizational characteristics, and individual characteristics. The empirical findings show that job characteristics such as pay satisfaction, promotional opportunity, task clarity and significance, and skills utilization, as well as organizational characteristics such as organizational commitment and relationship with supervisors and co-workers have consistently significant effects on the job satisfaction of federal government employees. I also discuss the research and organizational implications of my findings.

An Examination of Organizational Communication as a Moderator of the Relationship between Job Performance and Job Satisfaction.

Abstract: Organizational communication received strong support as a predictor of job sat isfaction and weak support as a moderator of the job performance-job satisfaction relationship in this study. Using data collected from 302 employees at two manu facturing firms, moderated regression analyses explored the influence of organi zational communication on the relationship between job performance and job satisfaction. Lateral communication was found to moderate the relationship between satisfaction with pay and performance, while accuracy of information was shown to moderate the association between satisfaction with work and performance. Communication dimensions with the greatest support as predictors were accuracy of information, desire for interaction, communication load, trust in superior, influence of superior, and satisfaction with communication.

Continuous improvement and kaizen: standardization and organizational designs

Abstract: Proposes to delineate a set of core principles from the Japanese kaizen concept and illustrate the contingent nature of the design and organization of continuous improvement (CI) processes, especially with respect to product/process standardization and work design. Given differences in the overall degree of standardization related to product design and process choice, two types of standards to reduce variability at operator work process level should be considered: indirect system standards, e.g. for skills, organization, information and communication; and direct standard operating procedures (SOPs). It is proposed that two team‐based organizational designs for CI (organic CI and wide‐focus CI) are functionally equivalent to the Japanese kaizen model, particularly when combining indirect system standards of skills with a group task design and low degree of product/process standardization. Expert task forces and suggestion systems are complementary organizational designs for improvement processes, particularly when work design is based on individual tasks and direct SOPs.

The Influence of Manager Behavior on Nurses' Job Satisfaction, Productivity, and Commitment

Abstract: How do managers influence their nurses' job satisfaction, productivity, and commitment to the organization? The author discusses the findings of her study, drawing comparisons to other studies and suggesting implications for improving managerial supervision, organizational performance, and outcomes.

The relation between leadership style and empowerment on job satisfaction of nurses.

Abstract: Objective The authors explore the relation between leadership style and empowerment and its effect on job satisfaction among the nursing staff of a regional medical center. Background Several empirical studies on transformational leadership-found that transformational leadership behaviors were positively related to work team success and leadership effectiveness. Transformational leadership processes have also been suggested to enhance followers' work-oriented values and shape the self-efficacies of followers. Employee empowerment may be influenced by the perception that the organization cares about its employees' well-being and that their work is valued. Empowering nurses may increase job satisfaction and improve patient care. Leadership style and empowerment influence job satisfaction among workers. Methods All nursing department staff were invited to complete a self-report questionnaire with no identifying information. Leadership style was measured using Bass's Multifactor Leadership Questionnaire, empowerment was measured with items from Spreitzer's Psychological Empowerment instrument, and job satisfaction was measured by Warr, Cook, and Wall's job satisfaction questionnaire. Results Both transformational and transactional leadership were positively related to job satisfaction, as was empowerment. Differences in the contributions of empowerment and leadership style in predicting job satisfaction for licensed and unlicensed workers was evident. Conclusion Designing interventions that allow for the relative influence of leadership style as well as empowerment on varying classifications of nursing personnel may be a more effective strategy and have a greater effect on staff attitudes and behaviors.

Social and Cognitive Sources of Potential Inaccuracy in Job Analysis

Abstract: Although it appears that many assume job analysis information is accurate, there is considerable evidence from other fields to suggest that the types of subjective judgments often involved in job analysis may be subject to systematic sources of inaccuracy. Drawing from the social, cognitive, and industrial-organizational psychology literatures, this review develops a framework that delineates 16 potential sources of inaccuracy in job analysis. This includes such social sources as social influence and self-presentation processes as well as cognitive sources such as limited and biased information processing. For each source of inaccuracy, the relevant literature is first reviewed, its potential operation in the job analysis context is described, and propositions for future research are derived. In addition, the likelihood of these sources of inaccuracy across various job analysis facets are described, concluding with recommendations for research and practice. As a process of obtaining information about jobs (McCormick, 1979), job analysis is one of the most widely used organizational data collection techniques. It forms the foundation upon which virtually all other human resource management systems are built (Buffer & Harvey, 1988), including personnel selection, performance appraisal, training, career development, workforce planning, safety, and licensing requirements (Ash, 1988). Its use is mandated to meet legal requirements (Uniform Guidelines, i978), and estimated annual costs for job analyses

Job satisfaction and dissatisfaction in higher education

Abstract: Several articles have reported and discussed the job satisfaction and dissatisfaction of workers in miscellaneous organizations. However, very few empirically‐supported explanations have been given to explain job satisfaction or dissatisfaction. Probes into explanations for job satisfaction and dissatisfaction in higher education using content analytical methodologies. Finds that teaching and research‐related activities contribute significantly to both job satisfaction and dissatisfaction of university teachers. Finds also that several miscellaneous dimensions of the jobs of the workers, such as relative job security and changes in university funding mechanisms, contribute to satisfaction and dissatisfaction respectively. Discusses these findings in the light of the two‐factor theory and the situational occurrences theory of job satisfaction.

The Relationship of Job Satisfaction With Substitutes of Leadership, Leadership Behavior, and Work Motivation

Abstract: A self-report questionnaire was administered to 125 adult Americans between the ages of 20 and 46 years, to examine the predictive values of substitutes of leadership, leadership behavior, and work motivation in relation to job satisfaction The results of independent regression analyses revealed that all but subordinate substitutes were significant predictors of job satisfaction In the stepwise analysis, task substitutes, organizational substitutes, consideration leadership behavior, initiating structure leadership behavior, and work motivation were significant and together accounted for 54% of the total variance of job satisfaction In both the stepwise and independent analyses, work motivation (expectancy theory) and consideration leadership style affected levels of job satisfaction more than any other variables The study included an analysis of the aggregate population by occupation The individual results from assembly workers, middle managers, and executives were used to examine the predi

Ergonomics, quality and continuous improvement--conceptual and empirical relationships in an industrial context.

Abstract: This paper reviews the literature comparing the fields of ergonomics and quality, mainly in an industrial context, including mutual influences, similarities and differences. Relationships between ergonomics and the factors: work conditions, product design, ISO 9000, continuous improvements and TQM are reviewed in relation to the consequence, application, and process domains. The definitions of ergonomics and quality overlap substantially. Quality deficiencies, human errors and ergonomics problems often have the same cause, which in many cases can be traced to the design of work, workplace and environment e.g. noise, light, postures, loads, pace and work content. In addition, the possibility of performing to a high standard at work is an important prerequisite for satisfaction and well-being. Contradictions between the two fields have been identified in the view of concepts such as standardization, reduction of variability and copying of best practice, requiring further research. The field of quality would gain by incorporating ergonomics knowledge, especially in the areas of work design and human capability, since these factors are decisive for human performance and also therefore the performance of the systems involved. The field of ergonomics, on the other hand, would benefit from developing a stronger emphasis on methodologies and structures for improvement processes, including a clearer link with leadership and company strategies. Just as important is a further development of practicable participative ergonomics methods and tools for use at workplaces by the workers themselves, in order to integrate the top-down and the bottom-up processes and achieve better impact. Using participative processes for problem-solving and continuous improvement, focusing ergonomics and quality jointly has a great potential for improving working conditions and quality results simultaneously, and satisfying most of the interested parties.

Addressing problems of conceptualization and construct validity in researching teachers’ job satisfaction

Abstract: Summary The purpose of this paper is to address methodological issues arising out of the conceptual problems associated with the study of job satisfaction. It does not aim to present research findings, but refers to those findings which elucidate the conceptual and methodological issues raised. The paper identifies the ambiguity of the meaning of job satisfaction, emanating from the distinction between the meanings of ‘satisfactory’ and of ‘satisfying’. It is suggested that neglect of this ambiguity, along with a more general prevalent conceptual vagueness, has led to problems of construct validity in much research in this field. The importance of this ambiguity issue in relation to construct validity is demonstrated by examples from the author's own, and from other, qualitative research. Addressing the problems identified, a reconceptualization of job satisfaction is suggested, focusing upon a bifurcation into two constituents: job fulfilment and job comfort. Finally, ways in which the research process m...

The dispositional model of job attitudes revisited: Findings of a 10-year study.

Abstract: Research findings showing that satisfaction scores are stable over time led B. M. Staw and J. Ross (1985) to suggest that job satisfaction is rooted in dispositional mechanisms. The current study tested this hypothesis by administering a questionnaire to 166 U.S. Department of Defense employees on 2 occasions. Measures of job satisfaction (r = .37, p <.01) and job involvement (r =.41, p <.01) evidenced significant stability over the study's 10-year interval. Multiple regression analysis showed that job characteristics explained variance in the attitudinal measures after accounting for the variance due to attitudinal stability. In addition, regression results suggested that the success of job design interventions may be conditioned by personal characteristics (e.g., attitudinal stability-instability) of the individuals in the sample. By supporting both the dispositional and situational views of job satisfaction, current findings suggest an interactionist perspective.

The Interactive Effects of Communication Quality and Job Involvement on Managerial Job Satisfaction and Work Motivation

Abstract: The hypothesis that job involvement moderates the relationship between the quality of communication and employee job satisfaction and work motivation was examined among a sample of 135 managers from 21 different firms (4 to 7 managers from each firm) in a variety of industries. The quality of communication for each manager was measured on a scale of Organizational Communication Effectiveness (Frone & Major, 1988); the average scores of other managers (never less than 3) from the same firm were used to remove response–response bias from the communication-outcome correlations. In a hierarchical regression analysis, the involvement–communication interaction added significantly to the explained variance in both satisfaction and motivation. Managers who were more involved were more affected by the quality of communication.

Job control and occupational outcomes among prison workers

Abstract: Management studies have shown considerable theoretical development and empirical support for the proposition that giving workers an opportunity to influence decision making and to control operations results in desirable occupational outcomes. In contrast, the most widely recognized study of prison management, DiIulio's Governing Prisons, argues for a traditional management style that severely restricts prison employees' influence and control, and embodies a bureaucratic model of organization. This study tests whether, at an organizational level, job control influences prison workers' satisfaction and performance. Results from a study of 73 federal prisons support the model suggested by management studies over DiIulio's traditional model: Job autonomy and participation in decision making are associated with enhanced occupational outcomes including higher job satisfaction, stronger commitment to the institution, greater effectiveness in working with inmates, and less job-related stress.

Psychosocial aspects of working with video display terminals (VDTs) and employee physical and mental health.

Abstract: Psychosocial aspects of using video display terminals (VDTs) have been recognized as contributors to employees' mental and physical health problems for more than 15 years. Yet, little has been done by employers to change work organization conditions to improve the psychosocial work environment of VDT users. Thus, psychosocial aspects of work are emerging as one of the biggest problems for VDT users in the late 1990s. This paper explores how psychosocial aspects of VDT work are related to job stress, and their consequences for mental and physical health. Using the research literature, it defines various aspects of work organization and job design that have been shown to be related to VDT users' ill-health. Some of the important work design aspects uncovered include a lack of employee skill use, monotonous tasks, high job demands and work pressure, a lack of control over the job, poor supervisory relations, fear of job loss, and unreliable technology. These are the same job stressors that have been defined ...

The Changing Workforce, Job Stress, and Psychological Distress

Abstract: The change in the United States from a manufacturing economy to a service economy has important implications for theoretical models of the relationships between job characteristics and workers' psychological distress A sample of 600 men and women employed full-time were recruited to test 2 theoretical models The job demand-control model posits mat jobs that are both high in job demands and low in decision latitude are associated with greater psychological distress The job demand-service model posits that jobs that are high in job demands and low in service to others are associated with greater psychological distress Results show that the job demandcontrol model is a significant predictor of psychological distress among employees in the manufacturing industry, whereas the job demand-service model is a significant predictor of psychological distress among employees in the services industries The US economy is increasingly becoming a service economy The number of jobs in the services industries is rising faster than in any other area of the economy In 1970, 26% of civilian jobs were in manufacturing and 26% were in the services industries By 1990, only 18% of civilian jobs were in manufacturing, whereas 33% were in the services industries1 To the extent that the characteristics of jobs in the services industries differ from those in manufacturing, this change in the US economy may be accompanied by a need to change our understanding of the specific characteristics of jobs that impact workers' health Indeed, many occupations in the services industries, particularly those involving direct client or patient contact, are generally recognized as

An investigation of the antecedents of turnover intention for manufacturing plant managers

Abstract: Shows how a survey of 216 plant managers is used to develop and test an integrated model of their turnover intentions. The model incorporates role stressors, task characteristics, job involvement, job satisfaction, and organizational commitment as predictors of intention to stay in the organization. The results provide moderate support for the proposed model and show that organizational commitment had a direct and positive effect on plant managers’ intention to stay with their organization. Indirect effects on intention to stay were found for job satisfaction, job involvement, task characteristics and role stressors. Results show that job satisfaction is considered the most important factor directly affecting organizational commitment, while job involvement also had a direct effect on organizational commitment. Role stressors were found to be the most disfunctional variables affecting satisfaction of the plant managers. The results also indicated that task characteristics play an important role in predicting job satisfaction, organizational commitment, and intention to stay. Presents implications for top management to improve job satisfaction, organization commitment and retention of plant managers.

Continuous improvement: design, organisation and management

Abstract: The paper analyses and describes strategies for designing, organising and managing systems for Continuous Improvement (CI). CI is defined as a broad change program, planned, organised and systematic, and distinguished from project based models of change. Based on case studies and survey research, four basic strategies for the design and organisation of CI are identified: three team-based strategies and one individually based strategy. These, in turn, depend on the basic task design (individual or group tasks), and whether the improvement task is integrated or parallel. It is argued that the design largely depend on the definition of process, goals and content of the improvement tasks. Further, it is shown that companies tend to move from expert-oriented strategies to more organic strategies as maturity evolves, and that Swedish models for CI seems to be more organic in nature, as compared to the more expert-oriented Japanese approaches.

Job satisfaction among police constables: A comparative study in three developing nations

Abstract: The determinants of job satisfaction are explored extensively in organizational behavior literature but have not been addressed adequately in criminal justice. A conceptual model is developed in this paper, which draws on recent research in developed nations from both of those literatures. The model is then applied to police constables in three structurally similar but socially different developing Caribbean nations. Predictions are made concerning (1) the applicability of a developed-nation model to less developed nations and (2) the effects of differing sociopolitical factors on the constables' levels of job satisfaction and the efficacy of the model. The findings show that traditional predictors from the organizational behavior literature, such as promotion policy, affect satisfaction levels as do predictors from the police literature, such as citizens' support. Yet not all traditional predictors, such as individual characteristics, influence job satisfaction. The findings suggest that nation-specific ...

Job Assurance—The Job Guarantee Revisited

Abstract: (1997). Job Assurance—The Job Guarantee Revisited. Journal of Economic Issues: Vol. 31, No. 3, pp. 826-834.

Examining the antecedents and consequences of salesperson job stress

Abstract: As productivity pressures, job uncertainties, changing sales strategies, and growing international competition increase, the salesperson experiences unprecedented levels of job stress. Cause and effect of job stress still remains poorly understood. Examines the role of a number of organizational variables including met expectations, role conflict, role ambiguity, job satisfaction, organization commitment and intention to leave and their relationships to job stress. The sample is drawn from an international, service‐oriented salesforce of a large Fortune 500 organization. Provides strong support for the hypothesized model relationship. Presents a discussion and implications of the results along with a summary of needed future research.

Personality and Job Performance in Financial Services Managers

Abstract: This article presents research in which the Five Factor Model of personality was tested as a predictor of job performance. 125 financial services managers who had enrolled in a potential evaluation programme were given the NEO-FFI, a questionnaire designed for measuring the Big Five. Job performance was assessed using nine rating scales and they were grouped into two components: job problem-solving ability and job motivation. Also, one single scale for measuring global job performance was used. The results show that Neuroticism and Conscientiousness correlated with the two components and with the global measure of job performance. Extraversion, Openness and Agreeableness are correlated with one facet or with the global rating of job performance. Taken together, the results suggest that the Five Factor Model is a valid predictor of job performance. The implications of the results for practice and future research are discussed.

Decentralization as a Determinant Of Autonomy, Job Satisfaction, And Organizational Commitment Among Nurse Managers

Abstract: The purpose of this study was to test a theoretical model of the following variables, decentralization, professional autonomy, job satisfaction, and organizational commitment. Data were collected through a comprehensive survey of first-line nurse managers (N = 200) in acute care hospitals with more than 100 beds in British Columbia, Canada. The final model excluded all explored personal characteristics of the nurse manager-gender, health or vitality status, marital status, age, education, and years of supervisory or management experience. Job satisfaction was found to be an important predictor of organizational commitment. However, decentralization was most important because it affected organizational commitment directly, as well as indirectly, through professional autonomy and job satisfaction.

Staff nurse job satisfaction and management style.

Abstract: By using appropriate management styles, nurse managers can affect staff nurse job satisfaction. A study of 623 staff nurses in three Midwestern hospitals shows staff nurse job satisfaction clearly improves as the management style nears the participative management style.