Showing papers on "Job design published in 2013"
23 Feb 2013
TL;DR: This paper outlines a framework that will enable crowd work that is complex, collaborative, and sustainable, and 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.
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.
836 citations
TL;DR: It is concluded that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.
Abstract: This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the Job DemandsResources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.
796 citations
TL;DR: In this article, a team job crafting was associated with individual performance via the hypothesized sequential mediation paths, and the practical implications of the study are discussed and they conclude that job crafting can be simultaneously used at the team and individual level to improve job performance.
Abstract: Previous research suggests that employee job crafting is positively related to job performance through employee work engagement. The present study expands this individual-level perspective to the team level by hypothesizing that team job crafting relates positively to team performance through team work engagement. In addition, on the basis of social psychological theories about norms, modeling, and emotional contagion in groups, we hypothesize that team job crafting relates to individual performance through (a) individual job crafting and individual work engagement; and (b) team work engagement and individual work engagement. Data was collected among 525 individuals working in 54 teams that provided occupational health services. The results largely supported the hypotheses. Specifically, team job crafting was associated with individual performance via the hypothesized sequential mediation paths. The practical implications of the study are discussed and we conclude that job crafting can be simultaneously used at the team and individual level to improve job performance.
319 citations
TL;DR: In this article, the authors analyzed the job satisfaction of self-employed and paid-employed workers using the European Community Household Panel for the EU-15 covering the years 1994-2001.
Abstract: The job satisfaction of self-employed and paid-employed workers is analyzed using the European Community Household Panel for the EU-15 covering the years 1994–2001. We distinguish between two types of job satisfaction: job satisfaction in terms of type of work and job satisfaction in terms of job security. Findings from our generalized ordered logit regressions indicate that self-employed individuals as compared to paid employees are more likely to be satisfied with their present jobs in terms of type of work and less likely to be satisfied in terms of job security. The findings also provide many insights into the determinants of the two types of job satisfaction for both self-employed and paid-employed workers.
264 citations
TL;DR: In this article, the authors examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources.
Abstract: This study aimed to better understand the psychological mechanisms, referred to in the job demands–resources model as the energetic and motivational processes, that can explain relationships between job demands (role overload and ambiguity), job resources (job control and social support), and burnout (emotional exhaustion, depersonalization, and personal accomplishment). Drawing on self-determination theory, we examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources and burnout. Participants were 356 school board employees. Results of the structural equation analyses provide support for our hypothesized model, which proposes that certain job demands and resources are involved in both the energetic and motivational processes—given their relationships with psychological resources—and that they distinctively predict burnout components. Implications for burnout research and management practices are discussed.
263 citations
TL;DR: The results show that social networking site use intensity has a significant positive effect on job performance through the mediation of job satisfaction, and that this mediating effect is itself mediated – in a nested way – via organizational commitment.
Abstract: – There is considerable debate among academics and business practitioners on the value of the use of social networking by organizational members. Some, fearing presenteeism (i.e. being at the workplace but working below peak capacity), claim that the use of social networking sites by organizational members is a waste of time, while others believe it leads to improvements in job performance, partly due to employees’ successful efforts to balance work‐life realms. This paper aims to inform this debate by examining the use of social networking sites by organizational members and its effect on job satisfaction, organizational commitment, and job performance., – The exploratory study is based on a survey of 193 employees, focusing on the following constructs: social networking site use intensity, perceived job satisfaction, perceived organizational commitment, and job performance. The authors’ proposed model was evaluated using variance‐based structural equation modeling (SEM), a latent variable‐based multivariate technique enabling concurrent estimation of structural and measurement models under nonparametric assumptions. This study used WarpPLS 2.0 to assess both the measurement and the structural model., – The results show that social networking site use intensity has a significant positive effect on job performance through the mediation of job satisfaction, and that this mediating effect is itself mediated – in a nested way – via organizational commitment. The findings suggest that social networking site use, rather than causing presenteeism, may be a new way through which employees balance their work‐life realms, in turn benefitting their organizations.Originality/value – To the best of the authors’ knowledge, this is the first study to analyze, in an integrated way, the relationship between those theoretical constructs.
217 citations
TL;DR: In this paper, an analysis of job types can deepen our understanding of job quality and how job quality varies across 27 European countries, using the European Working Conditions Survey 2005, a taxonomy of six job types is developed and their quality established.
Abstract: This article shows how an analysis of job types can deepen our understanding of job quality and how job quality varies across 27 European countries First, using the European Working Conditions Survey 2005, a taxonomy of six job types is developed and their quality established This taxonomy suggests that there are different types of high- and low-quality jobs Second, institutional theory is drawn on to examine why job quality varies cross-nationally The results of a multilevel analysis indicate that national differences in institutional regimes (social democratic, continental, liberal, southern European, transitional) result in cross-national variation in both the level of job quality (ie the overall proportions of high- and low-quality jobs) and the nature of job quality (ie the particular types of high- and low-quality jobs found) It is concluded that institutional theory is able to explain the level but not the nature of cross-national variation in job quality
210 citations
TL;DR: The authors assesses the role of work engagement in the relationships between affective commitment, job satisfaction and two employee outcomes ( supervisor-rated job performance and self-reported intention to quit) using a cross-lagged research design.
Abstract: This paper assesses the role of work engagement in the relationships between affective commitment, job satisfaction and two employee outcomes – supervisor-rated job performance and self-reported intention to quit – using a cross-lagged research design. Our evidence supports the discriminant validity of work engagement, job satisfaction and affective commitment, and explores the temporal relationships between these constructs. Our findings suggest that work engagement mediates the relationships from affective commitment to job performance and intention to quit. Work engagement also mediates the relationship from job satisfaction to job performance, and partially mediates the relationship from job satisfaction to intention to quit.
198 citations
TL;DR: Brown and Peterson as mentioned in this paper performed a meta-analysis on salesperson job satisfaction that provides an important synthesis of research in this area and demonstrated the consistency of several research results concerning key antecedents and consequences of job satisfaction.
Abstract: Job satisfaction has been one of the most studied variables in seeking to understand employee behaviors and attitudes. This has been especially true in sales research because salesperson job satisfaction has been shown to impact a number of key job related attitudes (organizational commitment) and behaviors (potential turnover of salespeople) (Johnston, Parasuraman, Futrell, and Black 1990; Behrman and Perreault 1984). Brown and Peterson (1993) performed a meta-analysis on salesperson job satisfaction that provides an important synthesis of research in this area. Moreover, Brown and Peterson (1994) demonstrated the consistency of several research results concerning key antecedents and consequences of job satisfaction. Importantly, they also point to certain inconclusive findings such as the role of the salesperson performance construct in the job satisfaction model.
194 citations
TL;DR: In this article, the authors examined a potential mediator of the job design-performance relationship, namely employee engagement, and found that employees who hold jobs that offer high levels of autonomy, task variety, task significance and feedback are more highly engaged and, in consequence, receive higher performance ratings from their supervisors, enact more organizational citizenship behaviours and engage in fewer deviant behaviours.
Abstract: The present study examined a potential mediator of the job design–performance relationship, namely employee engagement. Data were obtained via a survey of 283 employees in a consultancy and construction firm based in the UK and from supervisors' independent performance evaluations. The results reveal that employees who hold jobs that offer high levels of autonomy, task variety, task significance and feedback are more highly engaged and, in consequence, receive higher performance ratings from their supervisors, enact more organizational citizenship behaviours and engage in fewer deviant behaviours. Theoretical and practical implications are discussed.
184 citations
TL;DR: The authors quantitatively summarized the potential mean differences in job satisfaction between contingent workers and permanent employees, and showed that job satisfaction appears to vary by employment type, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees.
Abstract: Summary
Scholars are concerned that contingent workers experience more adverse psychological job outcomes than permanent employees, but the empirical work on job satisfaction is mixed. The purpose of this study was to quantitatively summarize the potential mean differences in job satisfaction between contingent workers and permanent employees. Meta-analytic results from 72 primary studies (N = 237 856) suggest that compared with permanent employees, contingent workers experience lower job satisfaction (d = −0.21); but when outlying primary studies are removed, the mean difference is small but significant (d = −0.06). Methodological artifacts explain small but significant differences in job satisfaction but do not account for much variance. Moderator analyses support previous findings that contingent workers are not a homogeneous group; some contingent workers (e.g., agency workers) experience lower job satisfaction than permanent employees, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees. The findings have implications for increasing our understanding of job satisfaction by showing that job satisfaction appears to vary by employment type. Practical implications suggest that extending human resource practices to contingent workers may increase their job satisfaction, which has been shown to influence job performance, citizenship behaviors, and turnover. Copyright © 2012 John Wiley & Sons, Ltd.
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TL;DR: In this paper, the authors examined a potential mediator of the job design-performance relationship, namely employee engagement, and found that employees who hold jobs that offer high levels of autonomy, task variety, task significance and feedback are more highly engaged and receive higher performance ratings from their supervisors, enact more organizational citizenship behaviours and engage in fewer deviant behaviours.
Abstract: The present study examined a potential mediator of the job design-performance relationship, namely employee engagement. Data were obtained via a survey of 283 employees in a consultancy and construction firm based in the UK and from supervisors' independent performance evaluations. The results reveal that employees who hold jobs that offer high levels of autonomy, task variety, task significance and feedback are more highly engaged and, in consequence, receive higher performance ratings from their supervisors, enact more organizational citizenship behaviours and engage in fewer deviant behaviours. Theoretical and practical implications are discussed
TL;DR: In this article, a multilevel study of 1,149 employees and 144 managers from a 21-store Taiwanese retail home improvement chain demonstrated that individual and store-level factors were significantly associated with employee-turnover intention.
Abstract: Previous research on employee-turnover intention has focused mostly on a single level of analysis. This multilevel study of 1,149 employees and 144 managers from a 21-store Taiwanese retail home improvement chain demonstrated that individual and store-level factors were significantly associated with employee-turnover intention. Job characteristics explain within-store variance. In addition to age and tenure similarity among employees, transformational leadership and compensation explain between-store variance. Theoretical and practical implications of the research are also discussed.
TL;DR: In this paper, the authors provide background to the renewed interest in job quality and, drawing on the contributions to the Special Issue, start to map the dimensions of job quality, the factors that influence job quality.
Abstract: Job quality is a timely issue because of its potential impact on individual, firm and national well-being. This renewed interest underscores the need for robust conceptualization of job quality. This article provides background to the renewed interest in job quality and, drawing on the contributions to the Special Issue, starts to map the dimensions of job quality, the factors that influence job quality, and the outcomes or impacts of job quality. We identify a number of emergent themes. First, job quality is a multidimensional phenomenon. Second, multiple factors and forces operating at multiple levels influence job quality. Third, the study of job quality is an inherently multi-disciplinary endeavour. Fourth, job quality is a contextual phenomenon, differing among persons, occupations and labour market segments, societies and historical periods. Our mapping of job quality, and the articles in the Special Issue, provide a foundation and springboard for understanding better the theoretically challenging and policy-relevant issue of job quality.
TL;DR: In this article, a new configuration that includes interactive effects of job characteristics and organizational commitment on job satisfaction was proposed, which produces the best fit among expatriate, guest worker, salespeople in Saudi Arabia.
Abstract: Within the literature of sales management, researchers have explored different configurations of job characteristics, organizational commitment and job satisfaction. In this paper, we offer a new configuration that includes interactive effects of job characteristics and organizational commitment on job satisfaction. Utilizing structural equation modeling, we test our proposed model against three alternative models among expatriate, guest worker, salespeople in Saudi Arabia. The proposed model produces the best fit. The theoretical and managerial implications are discussed.
TL;DR: The results of a structural equation analysis indicated that job demands and job resources could affect emotional exhaustion and safety compliance, and thus influence the occurrence of injuries and near-misses.
TL;DR: This article investigated the role of career competencies as a mediator in the job Demands -Resources model and found that career competency is positively related to job resources and work engagement, but not to job demands and emotional exhaustion.
TL;DR: This paper develops and tests a model, termed the job characteristics change model (JCCM), that posits that employees will experience substantial changes in two job characteristics during the shakedown phase (i.e., immediately after the rollout) of an ES implementation.
Abstract: Enterprise system implementations often create tension in organizations. On the one hand, these systems can provide significant operational and strategic benefits. On the other hand, implementation of these systems is risky and a source of major disruptions. In particular, employees experience significant changes in their work environment during an implementation. Although the relationship between ES implementations and employees' jobs has been noted in prior research, there is limited research on the nature, extent, determinants, and outcomes of changes in employees' job characteristics following an ES implementation. This paper develops and tests a model, termed the job characteristics change model (JCCM), that posits that employees will experience substantial changes in two job characteristics (i.e., job demands and job control) during the shakedown phase (i.e., immediately after the rollout) of an ES implementation. These changes are theorized to be predicted by work process characteristics, namely perceived process complexity, perceived process rigidity, and perceived process radicalness, that in turn will be influenced by technology characteristics (i.e., perceived technology complexity, perceived technology reconfigurability, and perceived technology customization). JCCM further posits that changes in job characteristics will influence employees' job satisfaction. Longitudinal field studies conducted in two organizations (N = 281 and 141 respectively) provided support for the model. The scientific and practical implications of the findings are discussed.
TL;DR: The e-Lancing work environment is called a "marketplace" which is a website where individuals interested in being hired and employers looking for individuals to perform some type of work meet.
TL;DR: In this article, the authors investigate the source of disability disadvantage in the workplace and suggest that standard jobs, designed around ideal (non-disabled) employees, create a mismatch between a formal job description and someone with an impairment.
Abstract: The adverse employment effects that attach to disability are empirically well established. They are large and persistent. This is a conceptual article that investigates the source of this deep and enduring employment disadvantage. Debate begins by examining the origins of ideas that have shaped approaches to work study and have influenced concepts of what constitutes an ideal worker. Drawing on feminist critiques of organisational analysis that have highlighted the gendered character of processes, practices and values, it explores the relatively neglected position of disabled employees. With reference to transcripts from four Employment Appeal Tribunals brought under the Disability Discrimination Act, it illustrates how standard jobs, designed around ideal (non-disabled) employees, create a mismatch between a formal job description and someone with an impairment. We suggest this mismatch is central to the organisation’s resistance to implementing adjustments and also to any radical approaches to include impaired employees in the workplace.
TL;DR: In this paper, the authors tested the effect of moral distress on job satisfaction, stress, job engagement, turnover likelihood, absenteeism, work-to-family conflict, health, and life satisfaction using data from the 2008 National Study of the Changing Workforce.
Abstract: Hypothesized relationships among reports by employees of moral distress, their perceptions of their manager’s behavioral integrity (BI), and employee reports of job satisfaction, stress, job engagement, turnover likelihood, absenteeism, work-to-family conflict, health, and life satisfaction were tested using data from the 2008 National Study of the Changing Workforce (n = 2,679). BI was positively related to job satisfaction, job engagement, health, and life satisfaction and negatively to stress, turnover likelihood, and work-to-family conflict, while moral distress was inversely related to those outcomes. The magnitudes of relationships with job satisfaction, job engagement, and life satisfaction were greater with BI than with moral distress. Moral distress mediated the relationships between BI and the employee outcomes, supporting the view that employee’s perceptions of their manager’s BI might influence the employee’s behaviors as well as their attitudes.
TL;DR: In this article, the authors analyzed the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance.
Abstract: Purpose - The purpose of this article is to analyze the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance. Design/Methodology/Approach - The research includes items of culture dimension, knowledge sharing dimension, job satisfaction dimension and demographic information. Data collected from 228 valid respondents by an internet-based self-administrative anonymous questionnaire survey were analyzed by factor analysis and multiple regressions; validity, reliability and the mediating effect of knowledge sharing were also tested. Findings - Research findings revealed that organizational culture significantly influences knowledge sharing and job satisfaction and that knowledge sharing plays an important mediating role between organizational culture and job satisfaction. Practical Implications - The insightful results provide empirical evidence as potential guidance to employers of ICT industries and management to establish appropriate strategies to retain valuable staff and improve the efficiency of their human resources including incentive and reward policies. Originality/Value - This research studied the relationships between organizational culture, knowledge sharing and job satisfaction in Hong Kong context since most of the previous studies has focused on western countries. It is unique in that it investigated the mediating effects of knowledge sharing on job satisfaction of ICT practitioners in Hong Kong. The results of this research provide empirical evidence to guide employers and managers towards a collaborative and beneficial organizational culture, enhancement of knowledge sharing practices, and sustainable human resource strategies. Keywords Organizational Culture, Knowledge Sharing, Job Satisfaction , China insurance Industry, Foreign Fund, Challenge
TL;DR: In this paper, the association between Hungarian employees' job satisfaction and their loyalty to the organisation was investigated, and the inter-relationships revealed that managers' treatment of employees and the positive benefits of social involvement in the workplace had a greater impact on employee loyalty than monetary rewards.
TL;DR: A relatively low level of overall satisfaction among workers in public sector health care organizations is documented, considering the factors responsible for this state of affairs, urgent and concrete strategies must be developed to address the concerns of public health professionals.
Abstract: Job satisfaction largely determines the productivity and efficiency of human resource for health. It literally depicts the extent to which professionals like or dislike their jobs. Job satisfaction is said to be linked with the employee’s work environment, job responsibilities and powers and time pressure; the determinants which affect employee’s organizational commitment and consequently the quality of services. The objective of the study was to determine the level of and factors influencing job satisfaction among public health professionals in the public sector. This was a cross sectional study conducted in Islamabad, Pakistan. Sample size was universal including 73 public health professionals, with postgraduate qualifications and working in government departments of Islamabad. A validated structured questionnaire was used to collect data from April to October 2011. Overall satisfaction rate was 41% only, while 45% were somewhat satisfied and 14% of professionals highly dissatisfied with their jobs. For those who were not satisfied, working environment, job description and time pressure were the major causes. Other factors influencing the level of satisfaction were low salaries, lack of training opportunities, improper supervision and inadequate financial rewards. Our study documented a relatively low level of overall satisfaction among workers in public sector health care organizations. Considering the factors responsible for this state of affairs, urgent and concrete strategies must be developed to address the concerns of public health professionals as they represent a highly sensitive domain of health system of Pakistan. Improving the overall work environment, review of job descriptions and better remuneration might bring about a positive change.
TL;DR: In this paper, the authors explored the motivational potential of job design and linked job demands and job resources, as defined in the job demands-resources model, to the motivational process defined in self-determination theory.
Abstract: To explore the motivational potential of job design, we linked job demands and job resources, as defined in the job demands–resources model, to the motivational process defined in self-determination theory. Specifically, we introduced basic need satisfaction and autonomous motivation as consecutive process variables mediating the relationship between job design and work effort. We tested this model by means of structural equation modeling in a sample of 689 employees. The comparison of several competing models provided support for the hypothesized model. We conclude that job demands thwart and job resources promote the fulfillment of 3 psychological needs. High levels of need satisfaction, in turn, are associated with autonomous motivation and, therefore, with high levels of effort.
TL;DR: In this paper, a survey-based descriptive research design was used to determine the levels of employees of public sector satisfaction with job dimensions and perceived organizational commitment in public sector in Shkoder, Albania.
Abstract: The purpose of this investigation was to determine the levels of employees of public sector satisfaction with job dimensions and perceived organizational commitment in public sector in Shkoder, Albania. In addition, the study aimed at exploring to what extent these employees are committed to their job and satisfied with different dimensions to their job. A survey-based descriptive research design was used. The study was carried on public administrative sector, in Shkoder municipality. About 160 survey questionnaires were distributed in August, 2012 by employing diverse modes of communication such as email, in person and post. Multiple follow ups yielded 56 statistically usable questionnaires. Descriptive and inferential statistical techniques were used to give answer to the research questions. The findings of the study indicated that the satisfaction with work-itself, quality of supervision and pay satisfaction had significant positive influence on organizational commitment of municipality employees. They had high degree of organizational commitment and satisfaction with work-itself, supervision, salary, coworkers and opportunities for promotion. The focus of the study was employees working at public sector in Shkoder only. Job Descriptive Index (JDI) and Organizational Commitment questionnaire were used to measure job satisfaction and organizational commitment. The relevant literature shows that public sector employees’ commitment and job satisfaction is under-researched area particularly in the public sector institutions in Albania. So, the current investigation has contributed to improve the understanding on significant issue. Besides the study findings are discussed in perspective of practical implications in public administration sector.
TL;DR: In this article, a case study of an initiative at New Zealand Post designed to improve the engagement and performance of supervisory staff is presented, which suggests that effective engagement initiatives require political astuteness and commitment on the part of HR.
Abstract: Employee engagement has become a dominant part of the vocabulary of human resource management (HRM), yet there has been little investigation of the implications of this for HRM in organisations. This article analyses a case study of an initiative at New Zealand Post designed to improve the engagement and performance of supervisory staff. It makes two important contributions to the development of the nascent literature. First, it suggests that effective engagement initiatives require political astuteness and commitment on the part of HR. This is because they require a clear business case focused on performance, not merely engagement itself, and an evidence-based approach to design and implementation. This potential appears to be furthered by the commonly observed restructuring of HRM into a ‘business partner’ role. Second, a purposive approach to employee engagement involves HR interrogating the employment relationship to address fundamental issues of employee voice, work design and management agency. This...
TL;DR: In this article, the authors discuss job demands and resources (JD-R) theory, which represents an extension of the Job Demands-Resources model and is inspired by job design and job stress theories.
TL;DR: In this paper, a four-phase cyclical self-regulatory model is presented, specifying the components of job search process quality, including process quality and product/behavior quality.
Abstract: Job seeking is an important aspect throughout people’s careers. Extant theory and research has focused on one particular dimension of job search, that is, intensity/effort (i.e., job search quantity), posing that intensity/effort importantly affects employment success. The present conceptual paper extends job search theory by arguing for the importance of job search quality in explaining job search and employment success. We conceptualize job search quality as consisting of process quality and product/behavior quality, and propose that high-quality job search products/behaviors are more likely with a high-quality job search process. A four-phased cyclical self-regulatory model is presented, specifying the components of job search process quality. We build theory regarding the interrelations betweenqualitycomponents,theantecedentsandoutcomesofjobsearchquality,andthemoderators of theserelations. Thistheory offersnew and more detailedexplanations for previous findings,directions for future research, and practical guidelines regarding (re)employment success and services.
TL;DR: In this paper, the stable and changing components across time of job resources, job demands, work engagement, and burnout were examined, and the relationships between job characteristics and employee well-being (burnout and engagement) when controlled for their stable components.