Showing papers on "Job design published in 1999"

A Two-dimensional Approach to Job Insecurity: Consequences for Employee Attitudes and Well-being

Abstract: The issue of job insecurity has received growing recognition in connection with increased unemployment and the use of large workforce reductions to improve organizational effectiveness and competitive ability. Although research suggests that job insecurity is negatively related to employee work attitudes and well-being, some issues concerning these relationships have not yet been fully addressed. First, concerns about the continued existence of one's job (quantitative insecurity) and important job features (qualitative insecurity) could relate differently to the outcomes. Second, empirical research has not systematically controlled for mood dispositions, although a growing body of literature suggests that this should be a standard procedure when self-rated stress reactions are measured. Third, most studies are cross-sectional and thus unable to control for prior levels of the outcome variables. Based on longitudinal data from a Swedish organization undergoing downsizing (N =375), this study revealed that ...

Job satisfaction of older workers

Abstract: Using data for The Netherlands, this paper analyzes the relation between allocation, wages and job satisfaction. Five conclusions emerge from the empirical analysis: satisfaction with the job content is the main factor explaining overall job satisfaction; the effects of individual and job characteristics on job satisfaction differ by the aspect of the job considered; the response to a general question on job satisfaction differs from the response to questions on satisfaction with different aspects of the job; it is relevant to consider the joint relation between wages and job satisfaction; and skill mismatches do not seem to affect job satisfaction.

Human resource management in sport and recreation

Abstract: Considers the critical aspects of human resource management within sport and recreation organizations. This book focuses on the key groups that comprise human resources and presents conceptual guidelines for matching managerial processes with individual differences between these groups. It explains how to tailor human resource practices to fit each sport or organization's particular goals, products, markets and technologies. Part One outlines the unique and common characteristics of the three groups in human resources: volunteers, professionals and clients. Part Two discusses differences among people and how they affect behaviour in sport and recreation organizations. This section covers human resource issues related to abilities, personality, values and motivation among the three sets. Part Three explores significant organizational processes in the management of human resources. Included are chapters on job design, staffing, leadership, performance appraisal, reward systems and organizational justice. The final part discusses two significant outcomes expected of human resource practices: satisfaction and commitment.

A study of the relationships between compensation package, work motivation and job satisfaction

Abstract: This study applied the theoretical framework based on expectancy and discrepancy theories to examine how the elements of total compensation might influence work motivation and job satisfaction. The principal dimensions of total compensation that give rise to distinct reactions among employees were examined. Two samples of employees, 269 exempt employees and 297 nonexempt employees, were studied separately in order to identify the differences of reaction between these two groups. The relationships between the elements of total compensation, work motivation and job satisfaction were analysed by a structural equations model with LISREL VII. Proposals were developed to predict the conditions of compensation efficiency on work motivation and job satisfaction in the cultural context of employment in France. The three principal conclusions of the study were: (1) under certain conditions, individualized compensation of exempt employees can be a factor of work motivation; (2) flexible pay of nonexempt employees neither motivates nor increases job satisfaction; (3) benefits of exempt and nonexempt employees neither motivate nor increase job satisfaction. Copyright © 1999 John Wiley & Sons, Ltd.

Job Satisfaction: Putting Theory Into Practice

Abstract: Yes, it is possible for you and your employees to be happy on the job. The key is in how you handle two factors: motivation and ‘hygiene.’

Measuring physician job satisfaction in a changing workplace and a challenging environment

Abstract: Background. Changes in the demographic, specialty, and employment sector composition of medicine have altered physicians' jobs, limiting autonomy and reducing morale. Because physician job satisfaction has been linked to clinical variables, better measurement might help to ameliorate conditions linked to medical disaffection, possibly improving health care. Objective. To document conceptual development, item construction, and use of content experts in designing multidimensional measures of physician job satisfaction and global satisfaction scales for assessing physicians' job perceptions across settings and specialties. Design. Using previous research, physician focus groups, secondary analysis of survey data, interviews with physician informants, and a multispecialty physician expert panel, distinct job facets and statements representing those facets were developed. Results. Facets from previously validated instruments included autonomy, relationships with colleagues, relationships with patients, relationships with staff, pay, resources, and status. New facets included intrinsic satisfaction, free time away from work, administrative support, and community involvement. Physician status items were reconfigured into relationships with peers, patients, staff, and community, yielding 10 hypothetical facets. Global scales and items were developed representing satisfaction with job, career, and specialty. Conclusions. A comprehensive approach to assessing physician job satisfaction yielded 10 facets, some of which had not been previously identified, and generated a matching pool of items for subsequent use in field tests.

Sources of job satisfaction among police officers: A test of demographic and work environment models

Abstract: Knowledge about police officers' job satisfaction to date has been limited to empirical inquiry based on individual officers' educational level, ethnicity, gender, and rank/years of service. This study explores the effect of the agency work environment on officers' job satisfaction in addition to the usual demographic variables. Until now, the police work environment primarily has been viewed in a pejorative context, synonymous with workers' stress, job burnout, cynicism, and alienation. Analysis of survey data from a medium-sized police department in the northwestern United States suggests that a police agency's work environment is a principal source of job satisfaction, regardless of the measure of the dependent variable employed.

OLDER WORKER'S ADAPTATION TO A CHANGING WORKPLACE: EMPLOYMENT ISSUES FOR THE 21st CENTURY

Abstract: The extent to which older workers leave their jobs rather than adapt to workplace changes has a large impact on the organizations they work for, on government programs (especially Social Security) and on the older workers themselves. A conceptualization of the work adaptation process begins by recognizing that older employees have needs, values, and interests that must be met by their jobs in order for them to choose to remain employed and adapt to changes in the workplace. Simultaneously, a job has knowledge, skill, and ability requirements that must be met by the older employee in order for an employer to choose to retain the employee. As a job changes, the individual - job fit is also likely to change, with the result often being that the employee is required to adapt. A review of the literature shows that there are a variety of factors at the individual, organizational, and environmental levels that impact an older worker's choice and ability to adjust to workplace changes . These factors include , fo...

Developing Effective Self-Managing Work Teams in Service Organizations:

Abstract: A large body of research has emerged on the effective implementation of self-managing work teams (SMWTs). However, virtually all of the research has been conducted in manufacturing settings. This article draws upon the authors’research on SMWTs in two service organizations: an insurance operation and a telecommunications company. The authors focused on two research questions: First, they examined the relationships among different dimensions of SMWT effectiveness. Second, the authors explored the key success factors for SMWTs in a service context. They found that the different dimensions of SMWTs’effectiveness do not reinforce one another and are largely unrelated, and that creating an employee involvement (EI) context, work design, and team characteristics were important predictors of SMWT effectiveness. Surprisingly, team leadership was not important for SMWT effectiveness; in fact, sometimes, team leadership was negatively related to effectiveness.

Occupational stress in human computer interaction.

Abstract: There have been a variety of research approaches that have examined the stress issues related to human computer interaction including laboratory studies, cross-sectional surveys, longitudinal case studies and intervention studies. A critical review of these studies indicates that there are important physiological, biochemical, somatic and psychological indicators of stress that are related to work activities where human computer interaction occurs. Many of the stressors of human computer interaction at work are similar to those stressors that have historically been observed in other automated jobs. These include high workload, high work pressure, diminished job control, inadequate employee training to use new technology, monotonous tasks, por supervisory relations, and fear for job security. New stressors have emerged that can be tied primarily to human computer interaction. These include technology breakdowns, technology slowdowns, and electronic performance monitoring. The effects of the stress of human computer interaction in the workplace are increased physiological arousal; somatic complaints, especially of the musculoskeletal system; mood disturbances, particularly anxiety, fear and anger; and diminished quality of working life, such as reduced job satisfaction. Interventions to reduce the stress of computer technology have included improved technology implementation approaches and increased employee participation in implementation. Recommendations for ways to reduce the stress of human computer interaction at work are presented. These include proper ergonomic conditions, increased organizational support, improved job content, proper workload to decrease work pressure, and enhanced opportunities for social support. A model approach to the design of human computer interaction at work that focuses on the system "balance" is proposed.

Job flexibility and job insecurity : the Dutch case

Abstract: Since the 1970s the flexible workforce in the Netherlands has been an important factor of labour force growth. The question raised in this article is whether job flexibility gives rise to feelings of job security. It appears that flexiworkers experience more job insecurity than workers with permanent contracts. For this reason most workers prefer a permanent contract in the future. Next, the authors consider how the Dutch government and work organizations prepare themselves for this new flexiworking situation. How do they keep the demand for flexibility in balance with the need for commitment of workers, so as to ensure quality delivery of products and services? Recent legislation (Working Time Law, Shopping Time Law and Law on Flexibility and Security) stimulates flexibility but also protects against job insecurity.

The Determinants of Job Satisfaction Among United States Air Force Security Police

Abstract: The volummous literature on workplace attitudes has identified two competing types as determmants of employee job satisfaction demographic charactenstics of individuals and the characteristics of the work environment This research tests the relative effects of these two sources of variation in job satisfaction among United States Air Force securay pohce Our findings suggest that work environment variables produce significant effects on employee job satisfaction, while demographic variables, generally, failed to demonstrate appreciable influence Since the former are a matter of public management practices and policies while the latter are fixed features of employee background, the imphcation of these findings is that public sector managers' leadership and management activities have senous consequences for employee job satisfaction

The missing link between job satisfaction and correctional staff behavior: The issue of organizational commitment

Abstract: Over the past twenty years, several empirical studies have examined the consequences of job satisfaction among correctional staff. When looking at worker behavior in other disciplines, though, it is commonplace to include both job satisfaction and organizational commitment. However, very few studies about correctional staff behavior include both concepts. This paper discusses job satisfaction and organizational commitment, and addresses the link between these concepts as it relates to correctional staff attitudes and behaviors. Further, a discussion of measurement issues and recommendations for future research is presented.

Work stress and customer service delivery

Abstract: A study was conducted examining the relationship between perceived work stressors and job performance in a customer contact position. Workers served as technical liaison between clients and company engineers and were evaluated in terms of how efficiently communication networks were installed and maintained at the customer’s site. As predicted, a significantly greater proportion of individuals in the high performance group reported low levels of job stressors, suggesting that perceptions of job stress can relate to quality service. Implications of these findings for managing service positions are discussed.

Effects of the implementation of information technology on employees' strain and job satisfaction: A context-dependent approach

Abstract: The effects on staff of the implementation of new office information technology were investigated in ten companies in Vienna using a longitudinal design. Strain and satisfaction of 331 employees (implementation sample: n = 212; control sample: n = 119) were measured at five points in time over a period of 22 months. The study is based on a context-dependent approach. Personal factors (individual differences, external load) were assessed by questionnaires, and situational factors (job design, implementation content and implementation context) by objective measures. The impact of these factors on employees' strain responses was tested using structural equation modelling (SEM). While the implementation of new technology as such made no significant contribution to the explanation of strain variables, a reasonable model fit was achieved when implementation characteristics were taken into account. The data suggest that negative effects of implementations must be expected if (1) adaptational demands do not inclu...

Production uncertainty as a contextual moderator of employee reactions to job design.

Abstract: A number of authors in the job design field have proposed production uncertainty, the degree to which a qualified incumbent faces unexpected problems in the course of job performance, as a possible moderator of the effectiveness of job design. However, empirical support for this view is limited and has not been explicitly recognized within mainstream job design theory. This study of production operators in a waste water treatment setting provides further empirical support for production uncertainty as a contextual variable influencing job design outcomes, demonstrating that the relationship between job control and affective outcomes (job satisfaction and intrinsic motivation) varies with the level of production uncertainty.

Influence of practice and personal characteristics on dental job satisfaction.

Abstract: Job satisfaction has been called a barometer of the dental profession. The Dentist Satisfaction Survey (DSS), an instrument that measures both specific facets related and overall job satisfaction of dentists, was administered to general dentists in Kentucky (N = 987). Independent variables included eleven job facets, plus practice characteristics and personal characteristics including student loan debt. Results of the stepwise multiple regression showed that 60 percent of the variance of the dependent variable, overall job satisfaction, was attributable to six job facets: respect, perception of income, delivery of care, stress, patient relations, and professional time. The most significant predictors of dental job satisfaction involved the intrinsic rewards of being a dentist and the delivery of dental health services. Less satisfying aspects of dentistry included business operations, including practice management and financial planning. Despite concern among educators about the potential influence of student loan debt, there was no significant correlation between student loan debt and overall job satisfaction. Findings from this study have implications for student recruitment, dental school curriculum design, and dental workforce planning.

Developing a Model of Individual Performance for Human Resource Management

Abstract: Human resource management interventions frequently aim to improve indi vidual work performance. Despite research into the effectiveness of these inter ventions, little is known about the process through which HRM interventions influence individual performance. We develop a model that summarizes a wide body of research into the nature of individual performance and propose that this model can be used to guide a range of human resource management practices. Implications of a model of performance for the areas of job design and training are discussed.

A Proposed Model for Predicting Job Satisfaction Among Nursing Home Social Workers

Abstract: This article examines the effects of work environment factors and personal factors on job satisfaction, and the effect of job satisfaction on the intention to job turnover among nursing home social workers. A simple, parsimonious theoretical model indicating the interrelationships between the above constructs is proposed and evaluated utilizing a multivariate statistical procedure. Data was obtained from questionnaires returned by social workers from 326 licensed Texas nursing homes. The final model suggests that work environment factors are significant factors that need to be addressed to enhance job satisfaction and decrease the turnover of qualified social workers in nursing homes.

Work Design and Management - The Older Worker

Abstract: It will soon be important to retain older workers in the workforce for longer and to ensure they are both healthy and productive. This paper argues, on theoretical and empirical grounds, that in doing so it is important to consider the role of work design and management. This is an under-researched area of work and organizational psychology. Based on a review of the available evidence and on a consideration of the methodological challenges involved, it is proposed that a future research agenda should (1) establish life span models of work design and management as opposed to "age-free" models; (2) place more emphasis on contextual research, and less emphasis on broad-brush, epidemiological models; and (3) embark on more evaluated workplace interventions, and less on cross-sectional studies.

Challenges of employee retention

Abstract: Outlines the difficulty of retaining new employees covering the problems, costs and methods used to retain productive employees. Suggests that there is often insufficient data regarding initial employee performance and the lack of incentives for better performers who are often treated equally with under performers. Considers the costs and benefits of using employment agencies. Briefly considers the use of pay as an incentive, including bonuses and stock ownership and job satisfaction through good job design to increase variety.

The measurement of work: hierachical representation of the multimethod job design questionnaire

Abstract: To study the changing nature of work, researchers need measures of work that are valid and comprehensive. One potentially useful measure of work is the Multimethod Job Design Questionnaire (MJDQ; Campion, 1988), which was developed to assess 4 general approaches to work design (i.e., motivational, mechanistic, biological, perceptualmotor). Although the MJDQ holds promise as a general measure of work, little information is available regarding its psychometric properties. This study examines the MJDQ, using alternative hierarchical factor structures to represent work at varying levels of abstraction. Little support was found for the 4-factor structure corresponding to the work design approaches underling the MJDQ or for various hierarchical factor structures that simultaneously depicted general and specific aspects of work. However, a 10-factor first-order model received good support and may provide a useful basis for scoring and interpreting the MJDQ in future research.

Comparing Employees in Traditional Job Structures vs Telecommuting Jobs Using Herzberg's Hygienes & Motivators

Abstract: Are the factors motivating present telecommuting employees the same motivating factors found for the workers of the Industrial Revolution according to Herzberg's Two-Factor theory? Herzberg concluded that motivating factors increasing job satisfaction are: achievement, recognition, work itself, responsibility, advancement, and growth. By survey of telecommuters, this article shows that telecommuters are motivated by the same Herzberg factors. Additionally, their newfound flexibility and control over their work, schedule and personal life motivates telecommuters, and that work overload has become a serious “dissatisfier” for the telecommuter.

Macroergonomics and total quality management: how to improve quality of working life?

Abstract: In this paper, we present a macroergonomic model of work design that is applied and tested to examine Total Quality Management (TQM) in the public sector. According to the model, TQM can influence different aspects of work design and quality of working life (QWL), Questionnaire data collected in 2 public sector organizations in the USA show that TQM can have both positive and negative impact on work design and QWL. The main positive impact of TQM was found on job content, job control and participation, and social relationships. The main negative impact of TQM was on workload, uncertainty, and clarity of job duties. The impact of TQM on QWL was mixed. Our results show that the impact of TQM on work design and QWL varied very much across the 6 participating departments, as well as within the departments. Further research is warranted to assess the human impact of TQM, in particular research on the linkage between various aspects of TQM, on one hand, and work design and QWL, on the other hand.

The Benefits of Multiple Boundary Spanning Roles in Purchasing

Abstract: SUMMARY Previous research has focused on purchasing managers’ experience with role stressors and the negative effect of stress on job attitudes and performance. The potential benefits of having multiple responsibilities and a diverse role set have been overlooked. This study explored the relationship between purchasing managers’ involvement in multiple boundary spanning roles and their perceptions of positive social outcomes related to work. The relationship of these social benefits to job satisfaction was also evaluated. The relationships were analyzed using structural equation modeling. The results indicated positive relationships between each variable in the model. The implications for recruitment, supervision, and job design are discussed.

The importance of job content and social information on organizational commitment and job satisfaction: A study in australian and malaysian nursing contexts

Abstract: An emerging challenge for health-care administrators is how to ensure harmony in a multicultural workforce. This is a cross-cultural study with 48 Australian and 90 Malaysian nurses. Using a path analytic approach, it was shown that the perceived content and context work properties contributed differently to job satisfaction. Specifically, for the Australian nurses, the task content dimensions were significant determinants of job satisfaction, while only the perceived information cues substantially contributed to the affective responses of the Malaysian nurses. Both types of workplace attributes influenced the nurse's organizational commitment. The implications for human resource practices in the increasingly important evolving health-care delivery industry are discussed.