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Showing papers on "Job design published in 2012"


Journal ArticleDOI
TL;DR: In this paper, the authors developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (totalN = 1181), which is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal goals.

1,184 citations


Journal ArticleDOI
TL;DR: This paper used a simple theoretical framework and a randomized manipulation of access to information on peers' wages to provide new evidence on the effects of relative pay on individual utility, and they found that utility depends directly on relative pay comparisons, and that this relationship is non-linear.
Abstract: Economists have long speculated that individuals care about both their absolute income and their income relative to others. We use a simple theoretical framework and a randomized manipulation of access to information on peers' wages to provide new evidence on the effects of relative pay on individual utility. A randomly chosen subset of employees of the University of California was informed about a new website listing the pay of all University employees. All employees were then surveyed about their job satisfaction and job search intentions. Our information treatment doubles the fraction of employees using the website, with the vast majority of new users accessing data on the pay of colleagues in their own department. We find an asymmetric response to the information treatment: workers with salaries below the median for their pay unit and occupation report lower pay and job satisfaction, while those earning above the median report no higher satisfaction. Likewise, below-median earners report a significant increase in the likelihood of looking for a new job, while above-median earners are unaffected. Our findings indicate that utility depends directly on relative pay comparisons, and that this relationship is non-linear.

844 citations


Journal ArticleDOI
TL;DR: In this paper, the role of proactive personality in predicting work engagement and job performance was examined, and it was found that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well.
Abstract: The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well. Data were collected among 95 dyads of employees (N = 190), who were working in various organizations. The results of structural equation modeling analyses offered strong support for the proposed model. Employees who were characterized by a proactive personality were most likely to craft their jobs (increase their structural and social job resources, and increase their job challenges); job crafting, in turn, was predictive of work engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively adjust their work environment, they manage to stay engaged and perform well.

807 citations


Posted Content
TL;DR: In this paper, the authors outline a framework that will enable crowd work that is complex, collaborative, and sustainable, and lay out research challenges in twelve major areas: workflow, task assignment, hierarchy, real-time response, synchronous collaboration, quality control, crowds guiding AIs, AIs guiding crowds, platforms, job design, reputation, and motivation.
Abstract: Paid crowd work offers remarkable opportunities for improving productivity, social mobility, and the global economy by engaging a geographically distributed workforce to complete complex tasks on demand and at scale. But it is also possible that crowd work will fail to achieve its potential, focusing on assembly-line piecework. Can we foresee a future crowd workplace in which we would want our children to participate? This paper frames the major challenges that stand in the way of this goal. Drawing on theory from organizational behavior and distributed computing, as well as direct feedback from workers, we outline a framework that will enable crowd work that is complex, collaborative, and sustainable. The framework lays out research challenges in twelve major areas: workflow, task assignment, hierarchy, real-time response, synchronous collaboration, quality control, crowds guiding AIs, AIs guiding crowds, platforms, job design, reputation, and motivation.

803 citations


Journal ArticleDOI
TL;DR: The theory of purposeful work behavior as mentioned in this paper integrates higher-order implicit goals with principles derived from the Five-Factor Model (FFM) of personality and the expanded job characteristics model to explain how traits and job characteristics jointly and interactively influence work outcomes.
Abstract: The theory of purposeful work behavior integrates higher-order implicit goals with principles derived from the Five-Factor Model (FFM) of personality and the expanded job characteristics model to explain how traits and job characteristics jointly and interactively influence work outcomes. The core principle of the theory is that personality traits initiate purposeful goal strivings, and when the motivational forces associated with job characteristics act in concert with these purposeful motivational strivings, individuals experience the psychological state of experienced meaningfulness. In turn, experienced meaningfulness triggers task-specific motivation processes that influence the attainment of work outcomes. We describe testable propositions derived from the theory and discuss directions for future research.

559 citations


Journal ArticleDOI
TL;DR: It is argued that the absence of a robust causal model reflecting moderators or moderator is undermining the development of interventions to improve nurse retention.

496 citations


Journal ArticleDOI
TL;DR: In this paper, the effect of job satisfaction on firm-level value has been studied, rather than employee-level productivity, to take into account the cost of increasing job satisfaction, and the results have three main implications: job satisfaction is beneficial for firm value.
Abstract: Executive Overview How are job satisfaction and firm value linked? I tackle this long-standing management question using a new methodology from finance. I study the effect on firm-level value, rather than employee-level productivity, to take into account the cost of increasing job satisfaction. To address reverse causality, I measure firm value by using future stock returns, controlling for risk, firm characteristics, industry performance, and outliers. Companies listed in the “100 Best Companies to Work For in America” generated 2.3% to 3.8% higher stock returns per year than their peers from 1984 through 2011. These results have three main implications. First, consistent with human resource management theories, job satisfaction is beneficial for firm value. Second, corporate social responsibility can improve stock returns. Third, the stock market does not fully value intangible assets, and so it may be necessary to shield managers from short-term stock prices to encourage long-run growth.

452 citations


Journal ArticleDOI
TL;DR: In this paper, a study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship and found that the positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy.
Abstract: Researchers have claimed that high quality of supervisor–employee relationships (i.e., leader–member exchange; LMX) fosters creativity at work. Moreover, researchers have acknowledged that this relationship is not clear-cut but rather complex. The present study focused on the moderating role of job autonomy in the LMX-creative work involvement relationship. Longitudinal field survey data ( N = 144) collected in a high-technology firm revealed a positive association between LMX and creative work involvement and confirmed our assumptions on the moderating role of job autonomy. The positive relationship between LMX and creative work involvement was stronger when employees experienced greater job autonomy. Our findings point to the importance of considering the interplay of both, the leader–member relationship and job design issues for increasing employees' creative work involvement.

326 citations


Journal ArticleDOI
TL;DR: The Brief Index of Affective Job Satisfaction (BJPS) as mentioned in this paper is a short measure derived from the Brayfield and Rothe's (1951) job satisfaction index.
Abstract: This article responds to criticisms that affective job satisfaction research suffers serious measurement problems: Noncomparable measures; studies conceptualizing job satisfaction affectively but measuring it cognitively; and ad hoc measures lacking systematic development and validation, especially across populations by nationality, job level, and job type. We address these problems through a series of qualitative (total N = 28) and quantitative (total N = 901) studies to systematically develop and validate a short affective job satisfaction measure ultimately deriving from Brayfield and Rothe’s (1951) job satisfaction index. Unlike any previous job satisfaction measure, the resulting four-item Brief Index of Affective Job Satisfaction is overtly affective, minimally cognitive, and optimally brief. The new measure also differs from any previous job satisfaction measure in being comprehensively validated not just for internal consistency reliability, temporal stability, convergent and criterion-related validities, but also for cross-population invariance by nationality, job level, and job type.

304 citations


Journal ArticleDOI
20 Jan 2012
TL;DR: The basis for three models of relationship between organizational performance and high involvement management are outlined: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with increased stress for workers, accounting for its positive performance effects; and counteracting effects, which associate involvement withincreased stress and dissatisfaction, reducing itspositive performance effects.
Abstract: The relationship between organizational performance and two dimensions of the ‘high performance work system’ – enriched job design and high involvement management (HIM) – is widely assumed to be mediated by worker well-being. We outline the basis for three models: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with increased stress for workers, accounting for its positive performance effects; and counteracting effects, which associates involvement with increased stress and dissatisfaction, reducing its positive performance effects. These are tested using the UK’s Workplace Employment Relations Survey 2004. Job satisfaction mediates the relationship between enriched job design and four performance indicators, supporting the mutual gains model; but HIM is negatively related to job satisfaction and this depresses a positive relationship between HIM and the economic performance me...

275 citations


Journal ArticleDOI
TL;DR: The authors found that more activated forms of well-being were associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels.
Abstract: Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.

Journal ArticleDOI
06 Aug 2012
TL;DR: In this paper, the authors examined how human resource management practices relate to employee creativity and organizational innovation and found that four HRM practices, hiring and selection, reward, job design and teamwork, were positively related to employee creativaity while training and performance appraisal were not.
Abstract: Using a sample of 106 firms in China, we examined how human resource management (HRM) practices relate to employee creativity and organizational innovation. In order to avoid common method bias, the data were collected from three different groups of respondents separately. Our results showed that four HRM practices, hiring and selection, reward, job design and teamwork, were positively related to employee creativaity while training and performance appraisal were not. Employee creativity fully mediated the relationships between those four HRM practices and organizational innovation. Results suggest that HRM practices can play an important role in managing people to promote innovation in Chinese organizations.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the relationship between emotional intelligence and job satisfaction among high school English teachers and found that there is a positive significant relationship between emotion intelligence and organizational commitment, and that emotional intelligence is correlated with job satisfaction.
Abstract: Purpose – The purpose of this study is to investigate the relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment among high‐school English teachers. Furthermore, the study aims to examine the role of gender and age in emotional intelligence, job satisfaction and organizational commitment.Design/methodology/approach – The participants were selected by proportional stratified sampling and simple random selection. This study adopted a survey research design that utilized an ex post facto research type in which the researcher used questionnaires to collect data from the respondents.Findings – The results of the study indicate that there is a positive significant relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment. It is also found there is no sign...

Journal ArticleDOI
TL;DR: In this article, a model of job satisfaction, organizational commitment, and turnover intention is developed and tested in one field study, using a 250 employees of a Turkish manufacturing company, were given questionnaires to complete during regular working hours; 188 completed questionnaires were returned.
Abstract: This study’s aim is to examine the relationship among job satisfaction, organizational commitment, and turnoverintention of employees. A model of job satisfaction, organizational commitment, and turnover intention isdeveloped and tested in one field study. In this study, using a 250 employees of a Turkish manufacturingcompany, were given questionnaires to complete during regular working hours; 188 completed questionnaireswere returned.. Job satisfaction, organizational commitment, and turnover intention are popular topics in thestudy of work related attitudes. The main objective of this article is to test the relationships among jobsatisfaction, organizational commitment and turnover intention. Structural equation modeling to test researchhypotheses is used and the model that has high reliability and validity is developed. The results indicate that jobsatisfaction is one of the most antecedents of organizational commitment and turnover intention and suggest thathigh levels of job satisfaction results in higher commitment and lower turnover intention so job satisfactionpositively influences on affective commitment, continuance commitment, and normative commitment while it isnegatively impact on turnover intention. The results emphasize the need to consider the factors can be havingeffects on the relationship by highlighting to studies conducted on job satisfaction, organizational commitment,and turnover intention.

Journal ArticleDOI
TL;DR: In this paper, the authors apply lifespan development perspectives to the interaction between job characteristics and age, and examine the possible joint effects of age and job characteristics on job satisfaction, engagement, and performance, developing a series of propositions to guide future research.
Abstract: The workforce in most industrialized countries is aging. However, the role of age in job design has largely been ignored. In the present paper, we apply lifespan development perspectives to the interaction between job characteristics and age. Specifically, we examine the possible joint effects of age and job characteristics on job satisfaction, engagement, and performance, developing a series of propositions to guide future research. We also discuss possible boundary conditions, mediating mechanisms, and future research challenges.

Journal ArticleDOI
TL;DR: In this article, the authors review the prior research in each of the three job search contexts and offer an integrative analysis of the predictors, processes, consequences and varying objectives of job search behavior across an individual's potential employment situations (i.e., new entrant, job loser, employed job seeker).

Journal ArticleDOI
TL;DR: In this paper, a diary study adds to research on the Job Demands-Resources model on the level of daily processes, namely, additive and interaction effects of day specific job demands and day-specific job and personal resources on day specific work engagement.
Abstract: This diary study adds to research on the Job Demands-Resources model. We test main propositions of this model on the level of daily processes, namely, additive and interaction effects of day-specific job demands and day-specific job and personal resources on day-specific work engagement. One hundred and fourteen employees completed electronic questionnaires three times a day over the course of one working week. Hierarchical linear models indicated that day-specific resources (psychological climate, job control, and being recovered in the morning) promoted work engagement. As predicted, day-specific job control qualified the relationship between day-specific time pressure and work engagement: on days with higher job control, time pressure was beneficial for work engagement. On days with lower job control, time pressure was detrimental for work engagement. We discuss our findings and contextualize them in the current literature on dynamic and emergent job characteristics.

Journal ArticleDOI
TL;DR: In this paper, the authors used a within-person design to examine the relationship between job insecurity and employee in-role and extra-role performance, and the buffering role of time-varying work-based support (i.e., supervisor and colleague support) in this relationship.
Abstract: In this article, the authors used a within-person design to examine the relationship between job insecurity and employee in-role and extra-role performance, and the buffering role of time-varying work-based support (i.e., supervisor and colleague support) in this relationship. Weekly diary data gathered over the course of three weeks from 56 employees confronted with organizational restructuring and analyzed with a hierarchical linear modeling approach showed that weekly fluctuations in job insecurity negatively predicted week-level in-role performance. As predicted, supervisor support moderated the intra-individual relationship between job insecurity and in-role performance, so that employees' in-role performance suffered less from feeling job insecurity during weeks in which they received more support from their supervisor. No relationship between job insecurity and extra-role performance was observed. This within-person study contributes to research on job insecurity that has primarily focused on inter-individual differences in job insecurity and their associations with job performance. Theoretical and practical implications for human resource management are discussed. © 2012 Wiley Periodicals, Inc.

Journal ArticleDOI
TL;DR: A job crafting measure that may be used among blue-collar workers, based on an existing scale by Tims, Bakker, and Derks (2012), shows acceptable discriminant and criterion validity, and test-retest reliability, and can be reliably measured with 15 items.
Abstract: Job crafting describes a set of proactive behaviours in which employees may engage to shape their work in order to minimize hindering job demands and maximize resources and challenging demands. Such behaviours may be particularly important among blue-collar workers whose jobs are characterized by poor working conditions and low well-being. We present the development and adaptation of a job crafting measure that may be used among blue-collar workers, based on an existing scale by Tims, Bakker, and Derks (2012) that was not specifically developed for blue-collar workers. We test the validity and reliability of the measure in a longitudinal study based on multiple source information from mail delivery workers in Denmark (N=362 at Time 1; N=408 at Time 2). Results indicate the presence of five job crafting dimensions: increasing challenging demands, decreasing social job demands, increasing social job resources, increasing quantitative demands and decreasing hindering job demands. These can be reliab...

Journal ArticleDOI
TL;DR: In this article, the influence of Islamic work ethic on intrinsic motivation, job satisfaction, organizational commitment and job performance was investigated using a sample of 149 employees of Islamic banking in Bandar Lampung in Indonesia.

Journal ArticleDOI
TL;DR: This paper examined the relationship between institutions of labour market and welfare states and two central aspects of job quality: autonomy and job security, and found that the power of workers and their skill specificity are important in explaining cross-country differences in autonomy.
Abstract: In this study, we examine the relationship between institutions of labour market and welfare states and two central aspects of job quality: autonomy and job security. Drawing on theoretical frameworks from varieties of capitalism and a power resource approach, we examine whether macro-level features can explain country differences in perceived autonomy and job security. In multi-level analyses, we combine institutional data with data from the European Social Survey (ESS), which contains information on 13,414 employees from 19 countries. We report three main findings: first, we find high autonomy in the Nordic countries and low autonomy and job security in transition countries; second, the institutional features-union density and skill specificity-are positively associated with autonomy; third, unemployment rate is the most important factor in explaining country differences in perceived job security. Our findings suggest that the power of workers and their skill specificity are important in explaining cross-country differences in autonomy. The study shows that a multi-level approach may help explain how institutions shape employment outcomes.

Journal ArticleDOI
TL;DR: In this article, the mediating role of job embeddedness in the relationship between work engagement and two organizationally valued job outcomes was investigated and the hypothesized relationships were tested using hierarchical multiple regression analysis.
Abstract: We develop and test a research model that investigates the mediating role of job embeddedness in the relationship between work engagement and two organizationally valued job outcomes. Data for this empirical investigation were obtained from full-time frontline hotel employees with a time lag of one month and their immediate supervisors in Cameroon. The hypothesized relationships were tested using hierarchical multiple regression analysis. The results reveal that all hypotheses receive support from the data. Specifically, the results indicate that job embeddedness partially mediates the impact of work engagement on turnover intentions and job performance. Implications of the results are discussed and future research directions are offered.

Journal ArticleDOI
TL;DR: The literature on police officers' job satisfaction to date has focused primarily on individual officers' demographic characteristics, while a few recent studies have demonstrated that officers' satisfaction with their work was positively correlated with their demographic characteristics.
Abstract: The literature on police officers’ job satisfaction to date has focused primarily on individual officers’ demographic characteristics, while a few recent studies have demonstrated that officers’ jo...

Journal ArticleDOI
TL;DR: In this article, the authors explored the effects of telework on job demands and resources to understand the processes through which telework impacts the exhaustion and engagement of the teleworker and found that telework is negatively related to both exhaustion and job engagement.
Abstract: Teleworking, the increasingly common practice, which involves working away from the office using technology, entails changes in the experience of work. Such changes may influence the demands and resources associated with a job. While research on burnout has addressed the role of exhaustion and job engagement using the Job Demands-Resources model, existing literature has focused on traditional work modes. This paper explores the effects on job demands and resources to understand the processes through which telework impacts the exhaustion and engagement of the teleworker. We find that the positive effect of telework revolves around reduced work pressure and role conflict and increased autonomy. The negative effect of telework is expressed through increased role ambiguity and reduced support and feedback. Overall, we find that telework is negatively related to both exhaustion and job engagement and that job demands and resources mediate these relationships.

Journal ArticleDOI
TL;DR: The results show that job involvement, job satisfaction and OCB are independent and positively related to employees' knowledge sharing behaviour, however, organisational commitment has a negative relationship with knowledgesharing behaviour.
Abstract: Purpose – There are very few studies on the impact of job attitude on knowledge sharing. The purpose of this paper is to examine the effects of job involvement, job satisfaction, organisational commitment, and organisational citizenship behaviour (OCB) on employees' knowledge sharing behaviour.Design/methodology/approach – This research is based on a survey of 116 Information Systems personnel in Malaysia. Structural equation modelling is used to test the hypothesis.Findings – The results show that job involvement, job satisfaction and OCB are independent and positively related to employees' knowledge sharing behaviour. However, organisational commitment has a negative relationship with knowledge sharing behaviour. It is found that OCB is not a significant mediator between job involvement, job satisfaction organisational commitment and knowledge sharing behaviour.Research limitations/implications – It is widely reported that knowledge workers may not be willing to share with others since they can always a...

Journal ArticleDOI
TL;DR: In this paper, the authors test the hypothesis that employee productivity levels will be better predicted by a combination of positive job and work attitudes (employee engagement) and psychological well-being than by positive job/work attitudes alone.
Abstract: Purpose – This article aims to test the hypothesis that employee productivity levels will be better predicted by a combination of positive job and work attitudes (employee engagement) and psychological well‐being than by positive job and work attitudes alone.Design/methodology/approach – Survey data using psychometrically sound measures of the key constructs were collected for a sample of over 9,000 people across 12 organisations.Findings – Multiple regression analyses reveal that psychological well‐being has incremental value over and above that of positive job and work attitudes in predicting self‐reported levels of performance.Research limitations/implications – The study design involves cross sectional self‐report data and as such firm conclusions about causality cannot be drawn.Practical implications – The results suggest that if employers focus only on job and work attitudes and ignore employee psychological well‐being, they will limit the benefits that can be obtained through initiatives such as pr...

Journal ArticleDOI
TL;DR: This study responds to calls to look at stress processes from a multilevel perspective and highlights the potential importance of governmental regulation when it comes to individual stress processes.
Abstract: Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting the presence of moderator variables. On the basis of Lazarus's cognitive appraisal theory, we assumed that country-level enacted uncertainty avoidance and a country's social safety net would affect an individual's appraisal of job insecurity. More specifically, we hypothesized that these 2 country-level variables would buffer the negative relationships between job insecurity and the 2 aforementioned job attitudes. Combining 3 different data sources, we tested the hypotheses in a sample of 15,200 employees from 24 countries by applying multilevel modeling. The results confirmed the hypotheses that both enacted uncertainty avoidance and the social safety net act as cross-level buffer variables. Furthermore, our data revealed that the 2 cross-level interactions share variance in explaining the 2 job attitudes. Our study responds to calls to look at stress processes from a multilevel perspective and highlights the potential importance of governmental regulation when it comes to individual stress processes.

01 Jan 2012
TL;DR: In this article, the authors examined the role of job satisfaction on organizational commitments and provided empirical evidence about the impact of Job satisfaction on Organizational commitments, and the findings of the study are important for both practitioners and academics.
Abstract: The purpose of this paper is to examine the role Job satisfaction on Organizational commitments. In this study, Data collected from 280 Iranian employees. The present study employs a questionnaire survey approach to collect data for testing the research hypotheses. Relevant statistical analytical techniques including regression for analysis was then used. The results indicate that all three factors of Job satisfaction (Promotions‚ Personal relationships‚ and Favorable conditions of work) have positive and significant effects on Organizational commitments. The main contribution of the paper is to provide empirical evidence about the impact of Job satisfaction on Organizational commitments. Also the findings of the study are important for both practitioners and academics.

Journal ArticleDOI
TL;DR: This research investigates the antecedents and consequences of users' intrinsic motivation to explore enterprise system features, and proposes two organizational levers that the management could exercise to trigger intrinsic motivation, thereby leading to improved ES feature exploration.
Abstract: The adoption of an organization-wide system, such as an enterprise system (ES), has often been mandated by organizational management, which may not necessarily motivate users to proactively explore the system's features and subsequently apply pertinent features that best support their job tasks. Anchoring on self-determination theory, this research investigates the antecedents and consequences of users' intrinsic motivation to explore ES features. We propose two organizational levers (i.e., autonomous job design and socialization tactics) that the management could exercise to trigger intrinsic motivation, thereby leading to improved ES feature exploration. Intrinsic motivation is manifested by hedonic motivation and normative motivation, whereas ES feature exploration is conceptualized as a dual-dimensional outcome reflected by cognitive behavior (exploratory usage) and positive affect (exploration satisfaction). Through a two-stage survey of 127 organizational users in China, we find general support for ...

Journal ArticleDOI
TL;DR: In this paper, a positive association between job satisfaction and job satisfaction is found in both academic and policy circles, and one common way of interpreting these data is to see a positive relationship between job happiness and job performance.
Abstract: Interest in data on job satisfaction is increasing in both academic and policy circles. One common way of interpreting these data is to see a positive association between job satisfaction and job q...