Showing papers on "Job design published in 1998"

Job satisfaction : how people feel about their jobs and how it affects their performance

Abstract: In this era of frequent corporate restructuring and rapid technological change, successful companies must have employees who are open to innovation and to changing roles, and are able to work together productively. Research shows that employees most likely to be adaptable, cooperative, and productive are those who are satisfied with their jobs. Therefore, it is essential that leaders of American business understand how to enhance job satisfaction within their organizations. In Job Satisfaction, top academic researchers in the field share state-of-the-art information on creating job satisfaction, its resulting benefits, and the risks of having too many employees who are dissatisfied with their jobs. As they show, job satisfaction is also an extremely useful predictor for management. An employee's level of job satisfaction is the single most important piece of data a manager or organizational psychologist can have to predict an employee's rate of absenteeism, decision to resign or retire, desire for union representation, or level of psychological withdrawal. Before they can enhance job satisfaction, managers must understand its components. Research demonstrates that an employee's level of satisfaction is based not only on events in the present and past, but also on his perceptions of the future. Foreseeing future opportunities for advancement, for increased pay, for participation in decision-making, or for networking lead to a high level of job satisfaction. In fact, the authors reveal, perceiving future opportunity can actually be more motivating than actually receiving a raise, getting promoted, or being given additional responsibilities. Job Satisfaction dispels the notion that jobstress necessarily leads to dissatisfaction, and shows how an organization should focus on increasing satisfaction rather than just reducing stress. It is especially important for managers to stimulate job satisfaction by improving their employees' sense of achievement through makin

Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interventions.

Abstract: Role breadth self-efficacy (RBSE) refers to employees' perceived capability of carrying out a broader and more proactive set of work tasks that extend beyond prescribed technical requirements. A newly developed scale of RBSE was internally consistent and distinct from the related concepts of proactive personality and self-esteem. In an initial cross-sectional study (N = 580), work design variables (job enrichment, job enlargement, and membership of improvement groups) were the key organizational predictors of RBSE. These investigations were repeated in a second cross-sectional study (N = 622) and extended by examining change over time (N = 459). The longitudinal analysis showed that increased job enrichment and increased quality of communication predicted the development of greater self-efficacy.

Some Possible Antecedents and Consequences of In-Role and Extra-Role Salesperson Performance

Abstract: The purpose of this study is to integrate the notion of extra-role performance with the current understanding of the relationships among salesperson job attitudes (job satisfaction and organizational commitment), role perceptions (ambiguity and conflict), in- and extra-role behavior, and turnover The authors develop and test a theoretical model that specifies the relationships between in- and extra-role performance and salesperson job satisfaction, organizational commitment, role perceptions, and turnover using cross-sectional data from a large sample (N = 672) of commission sales personnel The results generally indicate that performance and job attitudes mediate the relationships between role perceptions and turnover However, the most notable aspect of the findings is that they are consistent with the hypothesis that in- and extra-role performance are intertwined, with in-role performance serving as an antecedent ot job satisfaction and organizational commitment, and extra-role performance as a consequence of these two variables The authors discuss the implications of these findings for sales research

Stress and Job Performance: Theory, Research, and Implications for Managerial Practice

Abstract: An Introduction to Occupational Stress Stressors in the Workplace Job Performance as an Outcome Variable The Evidence Empirical Research on Stressors and Job Performance Individual Differences Impacting Stressor-Performance Relationships Future Issues in the Study of Occupational Stress and Job Performance

Motivation and job satisfaction

Abstract: The movement of workers to act in a desired manner has always consumed the thoughts of managers. In many ways, this goal has been reached through incentive programs, corporate pep talks, and other types of conditional administrative policy, However, as the workers adjust their behaviour in response to one of the aforementioned stimuli, is job satisfaction actualized? The instilling of satisfaction within workers is a crucial task of management. Satisfaction creates confidence, loyalty and ultimately improved quality in the output of the employed. Satisfaction, though, is not the simple result of an incentive program. Employees will most likely not take any more pride in their work even if they win the weekend getaway for having the highest sales. This paper reviews the literature of motivational theorists and draws from their approaches to job satisfaction and the role of motivation within job satisfaction. The theories of Frederick Herzberg and Edwin Locke are presented chronologically to show how Locke’s theory was a response to Herzberg’s theory. By understanding these theories, managers can focus on strategies of creating job satisfaction. This is followed by a brief examination of Kenneth Blanchard and Paul Hersey’s theory on leadership within management and how this art is changing through time.

Job and work design : organizing work to promote well-being and effectiveness

Abstract: Introduction Setting the Scene Early Job Design Principles, Practice, and Research The Heyday of Job Design Research, 1950-1980 A Critique of Existing Theory and Research Extensions and Complementary Theoretical Approaches Modern Manufacturing and the Work Design Agenda Workplace Transformations and a Workforce in Transition Redesigning Work (Part 1) Wider Organizational Considerations Redesigning Work (Part 2) Managing the Change Process Conclusions

Active coping and need for control as moderators of the job demand-control model : effects on burnout

Abstract: Empirical research on Karasek's job demand–control (JD-C) model has often failed to demonstrate the predicted interaction effect of high job demands and low job control on measures of strain. It has been suggested that the conceptualization of the control dimension as well as the neglect of workers' individual characteristics in the JD-C model may be responsible for its relative lack of empirical support. In the current study among 367 Dutch nurses from 18 intensive care units, a more focused measure of control was used. In addition, two individual characteristics (i.e. active coping and need for control) were included as potential moderators in the JD-C model. The demand-control interaction effect as predicted by the JD-C model could not be demonstrated. However, active coping turned out to moderate the interaction between job demands and job control. A misfit between level of control and individual coping style intensified the stress-enhancing effect of job demands. Further research on the extension of the JD-C model with personal characteristics is recommended.

Job characteristics and employee well-being: a test of Warr's Vitamin Model in health care workers using structural equation modelling

Abstract: Warr's (1987) Vitamin Model was investigated in a representative sample of 1437 Dutch health care workers (i.e. nurses and nurses' aides). According to this model, it was hypothesized that three job characteristics (i.e. job demands, job autonomy, and workplace social support) are curvilinearly related with three key indicators of employee well-being (i.e. job satisfaction, job-related anxiety, and emotional exhaustion). Structural equation modelling (LISREL 8) was employed to test the comprehensive Vitamin Model. The results showed that the fit of the non-linear model is superior to that of the linear model. Except for the relationship between job autonomy and emotional exhaustion, the curvilinear relationships followed the predicted U-shaped or inverted U-shaped curvilinear pattern. Moreover, it appeared that the three job characteristics are differentially related with various indicators of employee well-being. In conclusion, this study partially supports the assertion of the Vitamin Model that non-linear relationships exist between job characteristics and employee well-being. © 1998 John Wiley & Sons, Ltd.

Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment

Abstract: The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non‐Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job level, monthly income, marital status, tenure in present job, tenure in present organization and an organization’s activity contribute significantly to the variations in satisfaction with job security among employees. Finally, the relationship between satisfaction with job security, and both organizational commitment and job performance vary across national cultures.

Job Values in Today's Workforce: A Comparison of Public and Private Sector Employees.

Abstract: Unlike workers in the ′70s and ′80s who valued interesting work above everything else, the results of this study suggest today's workers place the highest value on good wages and job security. A co...

Work-related commitment and job performance: it's also the nature of the performance that counts

Abstract: This study tested the proposition that relationships among the various types of work-related commitment and job performance are affected by both the form of commitment and the facet of performance under consideration. Results provided some support for this view. As hypothesized, job involvement was related only to performance tied to intrinsically rewarding elements of work, and career commitment was positively related to overall performance effectiveness. Unexpectedly, however, organizational commitment (both affective and continuance) was unrelated to job performance. The discussion is centered on practical implications of these findings and on directions for future research. © 1998 John Wiley & Sons, Ltd.

Quality: A Critical Introduction

Abstract: Quality: A Critical Introduction, fourth edition, continues to provide a complete knowledge platform for all those wishing to study the development of the theory and practice of quality management. Exploring the basics of management theory and the work of the quality gurus, who have formed the foundation of current practice, this new edition builds upon the previous editions’ unique critical perspective of quality. A number of key management practices are considered including the new ISO9001:2015 standards, EFQM, systems thinking, systems practice, business process reengineering, six-sigma, organisational learning, intelligent organisation, skills based quality management and service quality management. An extended, in-depth case studies completes the text, exploring organisational performance transformation through the use of key methodologies, such as: soft systems; viable systems modelling; process analysis, job design and statistical methods. Replete with examples, vignettes and diagrams this comprehensive textbook is ideal for those new to the field of quality management and for students on undergraduate and postgraduate courses in Operations Management where quality management is taught.

A longitudinal study of the job perception–job satisfaction relationship: A test of the three alternative specifications

Abstract: Although past job design research has demonstrated that job perception and job satisfaction are related, there is considerable debate on the causal direction of this relationship. Three alternative specifications of the causal direction can be deduced from three different theories: (1) job perception is the cause (deduced from the job characteristics model); (2) job satisfaction is the cause (deduced from social information-processing theory); and (3) the two constructs are reciprocally related (deduced from cognitive social learning theory). Past studies have not provided a comparative test of these three alternative specifications. Thus, the causal relationship between these two constructs remains nebulous. A longitudinal design was employed to examine the relationship between job perception and the different components of job satisfaction (i.e. overall, intrinsic and extrinsic) with data collected over a two-year time span. Structural equation modelling was conducted to investigate the cross-lagged relationships between job perception and job satisfaction. Results indicated that job perception was reciprocally related to overall and intrinsic job satisfaction. Implications for job design research and practices are discussed.

Job satisfaction and autonomy of Hong Kong registered nurses

Abstract: This research examines job satisfaction and need for autonomy of 190 registered nurses in Hong Kong using a cross-sectional survey design. The level of job satisfaction towards six job components (autonomy, professional status, pay, interaction, task requirements and organizational policies) was measured using the Index of Work Satisfaction. Results showed that the sample was dissatisfied more than satisfied, they valued the job components of autonomy, professional status and pay more than interaction, task requirements and organizational policies. In addition, comparisons were made between nurses working in different hospitals and also different nursing units within a hospital. The level of need for autonomy was assessed using the autonomy subscale of the Edwards Personal Preference Schedule. Results showed that the level of need for autonomy of this group of nurses was below the mid-score of the sub-scale and there was no significant relationship between their satisfaction with job autonomy and their individual need for autonomy.

Consequences of Women's Formal and Informal Job Search Methods for Employment in Female-Dominated Jobs

Abstract: Using data from the General Social Survey and the National Organizations Survey, this study assesses the extent to which job search methods affect gender composition in a job. In contrast to past research and the popular notion that networking maximizes job search outcomes, it is found that women who use informal job search methods had jobs with more women in them compared to not using such methods. Women using formal job search methods had jobs with fewer women in them compared to not using these methods. For men, job search methods were not associated with the gender composition of the job.

Evaluating the Interaction Between Self-Leadership and Work Structure in Predicting Job Satisfaction

Abstract: Recent research in organizational psychology has recognized the value of exploring the person-situation interactional perspective as a determinant of work outcomes. The present field study investigated the interaction between self-leadership and work structure (supervisory structure and job autonomy) and their relation to job satisfaction. Seventy-six employees provided measures of self-leadership, employment characteristics, and job satisfaction. Performance data for participants was also collected from the organization. Satisfaction was higher for employees with high (low) self-leadership who worked in low (high) structure environments. These results suggest that affective response to the job may be influenced by specific combinations of person and situation variables. Implications of the current results with regard to person-environment fit are discussed.

The Relationship of Job Satisfaction with Organizational Variables in Public Health Nursing

Abstract: Objective:This study examined the relationship of the organizational variables of structure, technology, and environment with job satisfaction among public health nurses in a southeastern state.Background:There is little research on the characteristics of the work environment that influence nurses t

Measures of Job Satisfaction

Abstract: Most taxonomies of "good jobs" and "bad jobs" are centred around pay and hours of work. This paper uses uses information on 7 000 workers in OECD countries (emanating from the 1989 wave of the International Social Survey Programme) to complement traditional measures of job quality with workersupplied information regarding a wide variety of characteristics of the current job. The responses to twenty different questions are collapsed into six summary variables measuring workers’ evaluations of: Pay; Hours of work; Future Prospects (promotion and job security); How hard or difficult the job is; Job content: interest, prestige and independence; and Interpersonal relationships (with co-workers and with management).An advantage of asking workers about these job attributes is that many of them, such as interpersonal relationships, job interest and job difficulty, are not measurable in the way that income and hours are. Another is that items may not have a linear relationship ...

System for mediating job offering and job hunting

Abstract: PROBLEM TO BE SOLVED: To realize a job offering and job hunting mediating system by which job offering items which meet what a job hunter wants are properly presented and job hunting items which meet what a job offerer wants are properly presented without requesting special knowledge for using the system to a user by devising the description forms of the job hunting item and the job offering item and also automatizing the adaptive judgement of the both items. SOLUTION: A job offering skill database is retrieved in accordance with individual skill data presented by the job hunter, the job offering items adapting in a skill condition are selected and planned treatment information which is independently set in the job offering items is selected from a planned treatment database. Pay information described in the planned treatment is presented to the job hunter by a list. The job offering items adapting between the desired treatment presented by the job hunter and the planned treatment at a job offering side among the job offering items adapting in the skill condition are narrowed and minute information concerning the narrowed job offering items is presented to the job hunter as a retrieval result. COPYRIGHT: (C)1999,JPO

Sources of satisfaction in hospital nursing practice. A guide to effective job design.

Abstract: Objective: As the healthcare system restructures, changes are being made that appear to influence nurses' jobs and satisfaction, yet little is known about effects on job characteristics and related outcomes. The authors present findings from a research project designed to identify links between specific aspects of hospital staff nurse (SN) practice and perceived job characteristics and psychological states, thought to have motivational consequences. Background: The Job Characteristics Model (JCM) is the dominant paradigm in contemporary job design theory and research. Although generally well-supported, the JCM has limitations that constrain its usefulness: first, the Job Diagnostic Survey used to assess perceived characteristics does not indicate the specific aspects of activities that lead to these perceptions, and second, the JCM, based primarily on manufacturing research, does not include interpersonal job characteristics that seem important in human service jobs. Methods: Two studies were conducted using a similar methodology. Focus groups of SNs were held to identify links between specific activities and characteristics and sources of satisfaction in SNs' job content. The Staff Nurse Job Characteristics Index (SNJCI) was developed to assess the presence of certain elements and activities in a nurse's job. An initial sample of 63 and a second sample of 146 SNs from Medical/Surgical and Coronary Care units completed the SNJCI, the JDS, and a demographic form through a mail survey. Results: Internal consistency reliabilities (Cronbach's alpha) for eight of the nine SNJCI scales were acceptable. Correlation analysis indicates that job characteristics are meaningfully related to psychological states and job satisfaction. Findings support the hypothesis that specific aspects of SNs' jobs are reliably related to characteristics. Conclusions: Aspects of SNs' jobs important to their satisfaction include continuity in nurse-patient relationships, authority to initiate independent nursing actions, individual accountability for clinical outcomes, and regular performance feedback from managers.

Relations among Measures of Job Satisfaction, Role Conflict, and Role Ambiguity for a Sample of Greek Teachers

Abstract: Scores on a measure of job satisfaction and their relation with scores on role conflict and role ambiguity were examined among 100 teachers (60 in primary schools and 40 in secondary schools) in Greece. Correlations for scores on Job Satisfaction with Role Conflict, and Ambiguity were inverse. In particular, scores on Role Conflict were correlated (–.45 with those on Supervision, –.37 with Working Conditions, and –.47 with Organization as a Whole), while scores on Role Ambiguity were correlated –.37 with scores on Work Itself and –.45 with those on Supervision.

Analysis of a worksite health promotion program's impact on job satisfaction

Abstract: This study assessed the impact of participation in a health promotion program and engagement in healthy behaviors on job satisfaction. A survey response rate of 70% (n = 1,283) was obtained at a northern state university with an established worksite health promotion program. Significant differences in job satisfaction were obtained by education level, job classification, marital status, dependents, and regular exercise behaviors. No differences in job satisfaction were obtained by health promotion program involvement or any other health behavior other than regular exercise. Results suggest that health promotion programs do not significantly impact job satisfaction. Rather, job design and the psychosocial aspects of the work environment may be more influential in improving job satisfaction. Based on the results of this study, organizations attempting to improve employee health should provide health promotion programs and address the job itself To improve job satisfaction, attention to the job itself is required.

Human factors in organizational design and management - vi

Abstract: This book contains proceedings of the Sixth International Symposium on Human Factors in Organizational Design and Management held in The Hague, The Netherlands, August 19-22, 1998. The Symposium was sponsored jointly by the International Ergonomics Society, the Dutch Ergonomics Society, NIA TNO and The Ministry of Social Affairs and Employment. The book contains the next sections: (I) Organizational design (network of organizations, teamwork, total quality management, organizational learning, management issues, healthy work, management of human settlements); (II) Design for manufacturing; (III) Product/production design (production system, product design); (IV) Information and communication technology. ICT and organizational learning; (V) Workplace and machine design (health, participation and workplaces); (VI) Job task design (managerial aspects, health); (VII) Training and coaching (organizational learning, ergonomics and learning)

Empowerment: a contrasting overview of organizations in general and nursing in particular ‐ an examination of organizational factors, managerial behaviors, job design, and structural power

Abstract: Examines empowerment as an on‐going and perceptual organizational process yielding a new vision for subordinates. Claims that current attempts to empower employees have met with varying degrees of success as there is a significant gap between the perception of empowerment held by managers and the reality as viewed by employees. Suggests that current research depicts empowerment efforts as myths and not an effective intervention. Examines a five stage model with some empirical results. Explores the relationship of empowerment to organizational variables as well as relationships to supervisory style/managerial behaviors; reward systems; job design; individual and personality factors and finally structural power. Presents a special case study of empowerment in nursing as well as a case incident of empowerment practiced within a manufacturing firm. Concludes with strategies of how to build feelings of choice, competence, meaningfulness and progress ‐ all critical elements in the conceptual model of empowermen...

Understanding Employee Job Satisfaction: The Importance of Procedural and Distributive Justice

Abstract: The importance of perceived fair treatment and its effect on employee job satisfaction cannot be overlooked. Hierarchical regression analyses revealed that structural procedural justice, interpersonal procedural justice, and distributive justice each accounted for significant unique variance in employee job satisfaction. In addition, when job satisfaction was regressed on all three types of organizational justice, all three justice perceptions significantly predicted job satisfaction. However, interpersonal procedural justice and distributive justice were more strongly related to job satisfaction with distributive justice having the strongest relationship of the three fairness perceptions.

Psychological Climate: Relevance for Sales Managers and Impact on Consequent Job Satisfaction

Abstract: This article examines the relationship between sales managers’ perceptions of the psychological climate of the organization and their overall job satisfaction. The study was conducted through a questionnaire mailed to a nationwide sample of sales managers in a variety of industries. The study found that sales managers who perceive high levels of autonomy and cohesion in the psychological climate of their companies have high levels of job satisfaction. Perceived pressure is negatively related to overall job satisfaction. The results suggest that companies need to ensure that the sales managers’ perceptions of the psychological climate of the firm are positive in order to ensure sales manager job satisfaction.

Guidelines for designing jobs featuring repetitive tasks

Abstract: Preventive measures aimed at minimizing the occurrence of work-related musculoskeletal disorders of the upper limbs (WMSDs) associated with repetitive tasks can be divided into three categories: structural, organizational and educational. Whenever specific risk and injury assessments have shown the need for preventive action, this is most often implemented within the framework of a range of assorted measures. In particular, structural measures involve optimizing the layout of the work area and furnishings, and the 'ergonomic' properties of work tools and equipment. Such measures serve to alleviate the problems caused by the use of excessive force and awkward postures. The authors refer to the principles guiding such structural measures, in the light of the extensive literature that has been published on the subject. Organizational (or reorganizational) measures essentially relate to job design (i.e. distribution of tasks, speeds and pauses). They serve to alleviate problems connected with highly repetitive and frequent actions, excessively lengthy tasks and inadequate recovery periods. Very few relevant findings are available: the authors therefore illustrate in some detail a practical trial conducted in a major engineering firm. The objective was to lower to acceptable limits the frequency of certain repetitive tasks performed using the upper limbs. The trial made it possible to identify a suitable plan and schedule of measures taking into due consideration the impact of the plan on production levels (and costs). The fundamental principles guiding the adoption of specific educational and training programmes for the workers and their supervisors are presented and discussed.