Showing papers on "Job design published in 2009"

How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism

Abstract: The present longitudinal survey among 201 telecom managers supports the Job Demands-Resources (JD-R) model that postulates a health impairment process and a motivational process. As hypothesized, results of structural equation modeling analyses revealed that: (1) increases in job demands (i.e., overload, emotional demands, and work-home interference) and decreases in job resources (i.e., social support, autonomy, opportunities to learn, and feedback) predict burnout, (2) increases in job resources predict work engagement, and (3) burnout (positively) and engagement (negatively) predict registered sickness duration (“involuntary” absence) and frequency (“involuntary” absence), respectively. Finally, consistent with predictions results suggest a positive gain spiral: initial work engagement predicts an increase in job resources, which, in its turn, further increases work engagement. Copyright © 2009 John Wiley & Sons, Ltd.

7 Redesigning Work Design Theories: The Rise of Relational and Proactive Perspectives

Abstract: Many scholars assume that the fundamental questions about work design have been answered. However, a global shift from manufacturing economies to service and knowledge economies has dramatically altered the nature of work in organizations. To keep pace with these important and rapid changes, work design theory and research is undergoing a transformation. We trace the highlights of two emerging viewpoints on work design: relational perspectives and proactive perspectives. Relational perspectives focus on how jobs, roles, and tasks are more socially embedded than ever before, based on increases in interdependence and interactions with coworkers and service recipients. Proactive perspectives capture the growing importance of employees taking initiative to anticipate and create changes in how work is performed, based on increases in uncertainty and dynamism. Together, these two perspectives challenge the widely held belief that new developments in work design theory and research are no longer needed....

A model of knowledge‐sharing motivation

Abstract: In this article, I present a model of knowledge-sharing motivation based on a combination of the theory of planned behavior (TPB) and self-determination theory (SDT), along with a review of research supporting the model and suggestions for future research and methodologies to study knowledgesharing behavior. I also give suggestions for designing five important human resource management (HRM) practices, including staffing, job design, performance and compensation systems, managerial styles, and training. © 2009 Wiley Periodicals, Inc.

Encouraging knowledge sharing among employees: How job design matters

Abstract: Job design is one of the most frequently researched practices in the Human Resource Management (HRM) literature, and knowledge sharing has become an important and heavily researched managerial practice The links between these practices, however, have received little attention in the literature We argue that job design matters to knowledge sharing for motivational reasons Specifically, jobs contain characteristics that stimulate different kinds of motivation toward knowledge sharing, which have different effects on individual knowledge sharing behavior We develop six hypotheses that unfold these ideas and test them on the basis of individual-level data collected within a single firm The hypotheses are tested in a LISREL model that confirms that job characteristics, such as autonomy, task identity, and feedback, determine different motivations to share knowledge, which in turn predict employees' knowledge sharing behaviors © 2009 Wiley Periodicals, Inc

Self-interest and other-orientation in organizational behavior: Implications for job performance, prosocial behavior, and personal initiative.

Abstract: In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.

How broadly does education contribute to job performance

Abstract: This study looks at the effects of education level on job performance in 2 ways. First, it provides a meta-analysis on the relationships between education level and 9 dimensions of job behaviors representing task, citizenship, and counterproductive performance. Results here show that, in addition to positively influencing core task performance, education level is also positively related to creativity and citizenship behaviors and negatively related to on-the-job substance use and absenteeism. Second, we investigate the moderating effects of sample and research design characteristics on the relationships between education and job performance. Significant results were found for gender, race, job level, and job complexity. The article concludes with implications for future research and the management of an increasingly educated workforce.

Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature

Abstract: High levels of work engagement are when employees are involved with, committed to, enthusiastic, and passionate about their work. This article provides a review of the literature on employee engagement, based on studies from academic and business sources. Areas of focus include defining the concept of employee work engagement, how it is measured, how often it occurs, the costs of disengagement, the business benefits linked to positive engagement, and how workplaces can be changed to encourage engagement. The findings indicate that work engagement can be improved through adopting certain workplace behavioral health practices that address supervisory communication, job design, resource support, working conditions, corporate culture, and leadership style. Also featured are several case studies from employers who measure and use employee engagement data to improve their work culture, retain employees, and increase business financial success. Implications for improving the service of employee assistance and be...

Psychological ownership within the job design context: revision of the job characteristics model

Abstract: In this paper, we offer a theoretical modification to the Hackman and Oldham (1975) Job Characteristics Model by integrating research on the psychological aspects of job design with emerging theory on psychological ownership. We develop the connection between job design and (a) the motives facilitating psychological ownership, (b) the routes through which psychological ownership emerges, and (c) the individual-level outcomes (e.g., emotional, attitudinal, motivational, and behavioral) that result from an employee's psychological ownership of his or her job. Our work covers several previously ignored positive and negative effects. We conclude by positioning psychological ownership as a plausible substitute for other proposed mediating psychological states in the job design–employee response relationship. Copyright © 2008 John Wiley & Sons, Ltd.

Changes in newcomer job satisfaction over time: examining the pattern of honeymoons and hangovers.

Abstract: In this study, the authors contribute insight into the temporal nature of work attitudes, examining how job satisfaction changes across the 1st year of employment for a sample of organizational newcomers. The authors examined factors related to job change (i.e., voluntary turnover, prior job satisfaction) and newcomer experiences (i.e., fulfillment of commitments, extent of socialization) that may strengthen or weaken the job satisfaction pattern. Results of a study of 132 newcomers with data collected at 4 unique time periods show a complex curvilinear pattern of job satisfaction, such that satisfaction reached a peak following organizational entry and decreased thereafter. However, examination of moderating factors revealed that individuals who reported less satisfaction with their prior job and those having more positive experiences on the new job, such as greater fulfilled commitments and a higher degree of socialization, were most likely to experience this pattern. Findings from this study offer important implications for theory and research on changes in newcomer attitudes over time as well as practical insight on key factors that shape the pattern of job attitudes as individuals enter and experience a new workplace.

Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

Abstract: Background The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses.

Drivers of job satisfaction as related to work performance in Macao casino hotels: An investigation based on employee survey

Abstract: Purpose – This paper sets out to examine the relationship between work performance and job satisfaction in Macao's casino hotels and to attempt to determine how job satisfaction may be enhanced to improve work performance.Design/methodology/approach – A survey was conducted among Macao casino hotels' employees to collect data on work performance and job satisfaction. Coefficients of correlations were computed to determine the relationship between the two. Job satisfaction drivers were identified through backward stepwise regression analysis.Findings – Mediocre interpersonal skills are the major weakness of the labor force and job satisfaction is significantly correlated with job performance. Training opportunities, salaries and benefits, and support from colleagues and superiors are significant drivers of job satisfaction.Research limitations/implications – The paper used convenience sampling and the survey was not exhaustive to include all possible job satisfaction drivers. Also, social desirability bias...

Networking as a job search behaviour: A social network perspective

Abstract: Although networking is typically recommended as a job search strategy in the popular press, research on networking as a job search behaviour is scarce. On the basis of social network theory, the present study investigated whether the structure and composition of job seekers' social network determined their networking behaviour and moderated its relationship with job search and employment outcomes. The data were collected in a large, representative sample of 1,177 unemployed Flemish job seekers, using a two-wave longitudinal design. Job seekers with a larger social network and with stronger ties in their network spent more time networking, beyond individual differences in extraversion and conscientiousness. Networking explained incremental variance in job offers beyond job seekers' use of print advertising, the internet, and public employment services, but not in employment outcomes. Some evidence was found indicating that networking might be more effective for job seekers whose social network contains weaker and higher-status ties.

The mediating role of job involvement in the relationship between job characteristics and organizational citizenship behavior.

Abstract: Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.

Organizational Learning Capability and Job Satisfaction: an Empirical Assessment in the Ceramic Tile Industry*

Abstract: Organizational learning capability has been considered an essential issue of an organization's effectiveness and potential to innovate and grow. Although its positive effects on organizations and employees are generally assumed, there is no empirical evidence of its positive association with employee attitudes such as job satisfaction. This paper aims to investigate the relationship between organizational learning capability and job satisfaction through the questionnaire responses of 157 employees from eight companies in the Spanish ceramic tile industry. Results suggest that organizational learning capability and job satisfaction are strongly linked.

Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: Associations with job satisfaction and affective organizational commitment.

Abstract: This study investigates how job insecurity and employability relate to job satisfaction and affective organizational commitment in permanent workers, fixed-term contract workers, and temporary agency workers. The authors hypothesized that (a) job insecurity relates negatively to job satisfaction and affective organizational commitment, and this relationship is strongest in permanent workers and weakest in temporary agency workers; and that (b) employability relates positively to job satisfaction and negatively to affective organizational commitment, and this relationship is strongest in temporary agency workers and weakest in permanent workers. Hypotheses were tested in workers (permanent: n = 329; fixed term; n = 160; temporary agency: n = 89) from 23 Belgian organizations. The results show that job insecurity related negatively to the outcomes for permanent workers and temporary agency workers. This relationship was not significant for fixed-term contract workers. Employability related negatively to the outcomes for fixed-term contract workers and temporary agency workers, and this relationship was not significant for permanent workers. The 3 groups had different interpretations of what constitutes a stressor and about what signals a good employment relationship.

Feeling recovered and thinking about the good sides of one's work.

Abstract: Consistent with a positive psychology perspective, this longitudinal study investigated relations between positive and negative nonwork experiences (i.e., feeling recovered, thinking about the positive and negative aspects of one's work during leisure time) with different job performance dimensions. In total, 358 employees working with persons with special needs responded to two questionnaires at an interval of 6 months. Results from hierarchical regression analyses showed that feeling recovered during leisure time predicted an increase in task performance after 6 months. This relation was mediated by occupational self-efficacy. Positive work reflection was found to predict an increase in proactive behavior (personal initiative, creativity) and organizational citizenship behavior. Negative work reflection was unrelated to job performance. Our results emphasize the role of positive nonwork experiences for employees' job performance.

Psychological Empowerment and Job Satisfaction: An Analysis of Interactive Effects

Abstract: This research investigates the interactive effects of the psychological empowerment dimensions on job satisfaction. Using data collected from employees of multiple organizations, the authors find i...

The Balance Theory and the Work System Model … Twenty Years Later

Abstract: This article describes the origins of the work system model and the Balance Theory, which were developed as a way of integrating knowledge about work from various bodies of literature: job/organizational design, job stress, and human factors and ergonomics. Key concepts of the Balance Theory are reviewed. The work system model and associated design principles are described. Originally, the Balance Theory emphasized the impact of work on job stress; other worker outcomes were later described such as job satisfaction, and worker health, safety, and well-being. In conclusion, the article describes four emerging areas of application of the Balance Theory: (a) impact of the work system on worker performance, (b) multilevel analysis of the work system, (c) understanding the nonwork sphere, and (d) application to health care and patient safety, also known as the Systems Engineering Initiative for Patient Safety model of work system and patient safety.

The Effect of Management Commitment To Service On Employee Service Behaviors: the Mediating Role of Job Satisfaction

Abstract: This study focuses on the effect of four management-commitment-to-service factors (i.e., organizational support, rewards, empowerment, and training) on employees' job satisfaction and service behaviors. Ten hotels, located in Bangkok, the capital of Thailand, participated in this study. The structural equation model using Thai hotel workers indicated that rewards, empowerment, and training are positively related to job satisfaction but did not support a path from organizational support to job satisfaction. The positive impact of empowerment on employees' job satisfaction in a high-power-distance culture such as Thailand was an unexpected finding. It may result from proper training and reward systems offered to young Thai frontline employees who are familiar with and favor U.S. (Western) culture. Furthermore, job satisfaction was found to have a significant influence on Thai employees' extra-role customer service behaviors and cooperation. In summary, this study shows that job satisfaction serves as a medi...

Outsourcing and the Changing Nature of Work

Abstract: While much has been written about the effects of outsourcing on the location of jobs and on the wages of workers, the effects of outsourcing on the experience of work and on the design of work and organizations have received limited research attention. A full understanding of the consequences of outsourcing requires examining the effects of outsourcing on the nature of both work and the organizations that define and delimit work. In this review, we define outsourcing and describe the key dimensions of outsourcing arrangements that are likely to affect the nature of work. We then review existing research on the effects of outsourcing on individuals’ attitudes and behaviors, work group dynamics, job design, and organizational structure and culture. We conclude with a discussion of the critical research issues that must be addressed to fully understand the effects of outsourcing on the nature of work.

Intrinsic need satisfaction and the job attitudes of volunteers versus employees working in a charitable volunteer organization

Abstract: This research examines how intrinsic need satisfaction during volunteer work relates to the job attitudes of volunteers (Deci & Ryan, 2000; Ryan & Deci, 2000). We distinguish between autonomy, competence, and relatedness needs, and predict these to have distinct effects on volunteers’ job satisfaction and intent to remain with the volunteer organization. We then compare volunteer workers to a matched sample of paid employees (performing identical tasks within the same organization) in the way in which they derive their job satisfaction and intent to remain from satisfaction of these three types of needs. As predicted, path analysis (N ¼ 105) shows that satisfaction of autonomy needs and relatedness needs are positively related to the intent to remain a volunteer with the volunteer organization, and this relation is mediated by satisfaction with the volunteer job. The matched samples comparison further reveals that whereas the job satisfaction and intent to remain of paid employees is most clearly predicted by satisfaction of autonomy needs, satisfaction of relatedness needs is the primary predictor of job satisfaction and intent to remain among volunteers. Theoretical and practical implications, as well as avenues for further research, are discussed.

The Effects of Goal Orientation on Job Search and Reemployment: A Field Experiment Among Unemployed Job Seekers

Abstract: Because unemployment has detrimental effects on the well-being of unemployed people, it is important that unemployed individuals move back to work. The present study aimed at improving the understanding of the job search and reemployment process by applying goal orientation theory to job seeking. Using a 3-group field experimental design among 109 unemployed job seekers, the authors examined the effects of situational learning and performance goal orientation on participants' job search intentions, job search behavior, and reemployment status. A situational focus on learning goals was found to be beneficial for the job search process, leading to more search intentions, more search behavior, and higher reemployment probabilities. These effects seemed to be independent of people's dispositional goal orientation. Findings indicate that goal orientation is a promising construct for both science and practice in the field of job seeking.

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

Abstract: Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

Path analysis of organizational commitment, job involvement and job satisfaction in Turkish hospitality industry

Abstract: Purpose – This paper aims to determine the structural relationships between job involvement, job satisfaction, and three dimensions of organizational commitment (i.e. affective commitment, normative commitment, and continuance commitment) in the Turkish hospitality industry.Design/methodology/approach – A questionnaire survey was conducted among the full‐time employees of five‐star hotels in the Antalya region, which is an important tourism destination especially for Europeans and Russians in Turkey.Findings – The research model, which was structured by taking related literature as the base, was revised and a new path model was gathered as a result of this study. Results showed that job involvement, affective commitment, and normative commitment increase job satisfaction, and job involvement affects affective and normative commitment.Practical implications – Job involvement is more stable than organizational commitment, and it might be difficult to increase job involvement. Therefore, attempts to build or...