Showing papers on "Job design published in 2015"

The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries

Abstract: Self-determination theory proposes a multidimensional conceptualization of motivation comprising autonomous and controlled forms. Whereas autonomous motivation relates positively to individuals’ optimal functioning (e.g., well-being, performance), controlled motivation is less beneficial. To be able to use self-determination theory in the field of organizational behaviour, the Multidimensional Work Motivation Scale was developed and tested using data from 3435 workers in seven languages and nine countries. Factorial analyses indicated that the 19-item scale has the same factor structure across the seven languages. Convergent and discriminant validity tests across the countries also indicate that the psychological needs for autonomy, competence, and relatedness as well as the theoretically derived antecedents to work motivation (e.g., leadership and job design) are predictably related to the different forms of motivation, which in turn are predictably related to important work outcomes (e.g., well-being, commitment, performance, and turnover intentions). Implications for the development of organizational research based on self-determination theory are discussed.

Impact of Working Environment on Job Satisfaction

Abstract: In the modern era, organizations are facing several challenges due to the dynamic nature of the environment. One of the many challenges for a business is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition. In order to increase efficiency, effectiveness, productivity and job commitment of employees, the business must satisfy the needs of its employees by providing good working conditions.The objective of this paper is to analyse the impact of working environment on employee job satisfaction.The study employed a quantitative methodology. Data was collected through a self-administered survey questionnaire. The questionnaire is adopted from a previous validated survey. The target population consists of educational institutes, banking sector and telecommunication industry operating in the city of Quetta, Pakistan. Simple random sampling is used for collection of data from 210 employees.Theresults indicates a positive relationship between working environment and employee job satisfaction.The study concludes with some brief prospects that the businesses need to realize the importance of good working environment for maximizing the level of job satisfaction. This paper may benefit society by encouraging people to contribute more to their jobs and may help them in their personal growth and development. Hence, it is essential for an organization to motivate their employees to work hard for achieving the organizational goals and objectives.

A Job Demands–Resources Approach to Public Service Motivation

Abstract: This article uses job demands-resources theory to build a model of public service motivation (PSM). Public service motivation determines how employees in the public sector deal with their daily job demands and resources. Highly motivated public servants are able to deal with their job demands and prevent exhaustion. Additionally, because of their sense of calling, they are motivated to mobilize their job resources to stay engaged and perform well. However, if job demands are consistently high and job resources are consistently low, highly motivated public servants will lose their psychological resources, resulting in lower PSM. Reduced PSM, as a consequence, may strengthen the loss cycle of job demands and exhaustion and weaken the gain cycle of job resources and engagement. Public service managers and employees may use this model to optimize their work environment on a day-to-day basis.

Job crafting and job performance: A longitudinal study

Abstract: In this three-wave study (N = 288), we examined whether job crafting intentions and work engagement led to actual job crafting behaviours and, in turn, to higher levels of prospective work engagement and job performance. We used the Job Demands-Resources model as a theoretical framework and defined job crafting as the self-initiated changes that employees make in their job demands and resources. One month after reporting their job crafting intentions, respondents rated their actual job crafting behaviours. Again one month later, they rated their levels of work engagement, in-role performance, and organizational citizenship behaviour towards individuals (OCBI). Results of structural equation modelling showed that job crafting intentions and work engagement significantly related to actual job crafting, which, in turn, related to higher levels of work engagement, while controlling for job characteristics. Results further showed that engaged employees performed better on their in-role tasks but did not perfor...

Leader-member exchange, work engagement, and job performance

Abstract: Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job performance is sequentially mediated by job resources (autonomy, developmental opportunities, and social support) and employee work engagement. Design/methodology/approach – In total, 847 Dutch police officers filled out an online questionnaire. Multilevel structural equation modeling was used to test the hypothesized relationships and to account for the nesting of employees in teams. Findings – Employees in high-quality LMX relationships work in a more resourceful work environment (i.e. report more developmental opportunities and social support, but not more autonomy). This resourceful work environment, in turn, facilitates work engagement and job performance. Research limitations/implications – Because of the res...

Challenge versus hindrance job demands and well‐being: A diary study on the moderating role of job resources.

Abstract: The present study among 158 primary school teachers in Croatia integrated the challenge-hindrance stressor framework in job demands–resources (JD–R) theory. We hypothesized that hindrance job demands would be negatively related to well-being and that job resources could buffer this relationship. In addition, we hypothesized that challenge job demands would be positively related to well-being and that job resources would boost this relationship. The study employed a quantitative daily diary methodology. Teachers filled out a background questionnaire and a daily diary booklet for three to five consecutive workdays (N = 438 occasions). Results of multilevel analyses showed that daily hindrance job demands had a negative relationship with daily positive affect and work engagement. Daily job resources buffered this relationship. In contrast, daily challenge job demands had a positive relationship with positive affect and work engagement. Daily job resources boosted this relationship. We discuss the implications of these findings for JD–R theory and practice. Practitioner points High daily job resources foster employee's daily work engagement and positive affect at work particularly when daily challenge demands are high. High daily job resources buffer the negative impact of high daily hindrance demands on daily work engagement and positive affect at work. Guidelines are proposed to enhance teachers' and school principals' education and training, as well to contribute to the more optimal workplace design for teachers

Organizational identification, work engagement, and job satisfaction

Abstract: Purpose – Organizational identification refers to a person’s sense of belonging within the organization in which they work. Despite the importance of organizational identification for work-related attitudes and organizational behavior, little research has directly examined the mechanisms that may link these. The purpose of this paper is to provide an understanding of how organizational identification relates to job satisfaction. Design/methodology/approach – Adopting a social identity perspective, the authors present and test two models that describe work engagement and its constituent dimensions (vigor, dedication, absorption) as mediating the relationship between organizational identification and job satisfaction. Findings – Bootstrapped mediation analyses provided support for full mediation whereby there is an indirect (via work engagement) and positive effect of organizational identification on job satisfaction. Analyses also provided support for the mediating effects of the three dimensions of work e...

Productive and counterproductive job crafting: A daily diary study.

Abstract: The present study aims to uncover the way daily job crafting influences daily job performance (i.e., task performance, altruism, and counterproductive work behavior). Job crafting was conceptualized as "seeking resources," "seeking challenges," and "reducing demands" and viewed as strategies individuals use to optimize their job characteristics. We hypothesized that daily job crafting relates to daily job demands and resources (work pressure and autonomy), which consequently relate to daily work engagement and exhaustion and ultimately to job performance. A sample of 95 employees filled in a quantitative diary for 5 consecutive working days (n occasions = 475). We predicted and found that daily seeking resources was positively associated with daily task performance because daily autonomy and work engagement increased. In contrast, daily reducing demands was detrimental for daily task performance and altruism, because employees lower their daily workload and consequently their engagement and exhaustion, respectively. Only daily seeking challenges was positively (rather than negatively) associated with daily counterproductive behavior. We conclude that employee job crafting can have both beneficial and detrimental effects on job performance.

The Relationship Between Work–Family Conflict, Correctional Officer Job Stress, and Job Satisfaction

Abstract: Balancing demands between work and family domains can strain even the most resourceful employee. When the tipping point of conflict between the two is reached, a negative impact on employee well-be...

A meta-analysis of the relationship between public service motivation and job satisfaction

Abstract: In recent years, much research has been conducted on the relationship between public service motivation (PSM) and various outcomes, including job satisfaction. This article presents a meta-analysis aggregating the effects of PSM on job satisfaction. Meta-regression analysis is used to assess the impact of numerous study characteristics and to identify potential issues of publication bias. The findings, based on 28 separate studies, show no evidence of publication bias and support the positive relationship between PSM and job satisfaction. Furthermore, the results support the importance of providing individuals with the opportunity to serve the public within this relationship. Given the organizational benefits that can be derived from improved job satisfaction and the focus of PSM research on its implications for job satisfaction, these findings are of interest to both academics and practitioners in the field of public administration.

Entrepreneurial Behavior in Organizations: Does Job Design Matter?

Abstract: We take a first step to explore how organizational factors influence individual entrepreneurial behavior at work, by investigating the role of job design variables. Drawing on multiple-source survey data of 179 workers in a Dutch research and consultancy organization, we find that entrepreneurial behavior, indicated by innovation, proactivity, and risk-taking items, is a higher order construct. Job autonomy is positively related with entrepreneurial behavior, as well as its innovation and proactivity subdimensions, while job variety is not. This suggests that interventions related to the vertical scope of jobs will promote entrepreneurial behaviors more than horizontal job expansion.

Adaptation to Information Technology: A Holistic Nomological Network from Implementation to Job Outcomes

Abstract: Information technology (IT) implementation is a major organizational change event that substantially disrupts an employee’s work environment. We develop a model of technology adaptation behaviors that employees perform to cope with a new IT that causes such disruptions. Our model posits technology adaptation behaviors as a key linking mechanism between IT implementation and employee job outcomes, thus offering a holistic nomological network of technology adaptation behaviors. Two field studies conducted over a period of six months, with four waves of data collection each, in two organizations (N D 211 and N D 181) implementing two different ITs, supported the model. We found that employees performed four different technology adaptation behaviors—exploration-to-innovate, exploitation, exploration-to-revert, and avoidance—based on whether they appraised an IT as an opportunity or a threat and whether they had perceptions of control over an IT. Employees’ experiential engagements (i.e., user participation and training effectiveness) and psychological engagements (i.e., user involvement and management support) during the implementation jointly determined their appraisal of an IT. Finally, we found that technology adaptation behaviors influenced changes in two key job outcomes, job performance and job satisfaction.

Impact of Work Environmental Factors on Job Performance, Mediating Role of Work Motivation: A Study of Hotel Sector in England

Abstract: The study tested the relationship between work environmental factors and job performance with work motivation and the extent to which this relationship is mediated by work motivation among a sample of hotel workers in England. In this cross-sectional study, a questionnaire survey was conducted among 254 hotel workers at twenty-five chain hotels in Bristol, England. The results suggest that there is a significant relationship between work environmental factors and job performance and that work motivation mediates the relationship between working conditions and job performance. The results also suggest that there is a significant relationship between work motivation and job performance of the hotel workers. The results point to the importance of working conditions and work motivation in explaining job performance of hotel workers in the framework of work environmental conditions and job performance. The limitations and implications and the study are also discussed.

From Positive Orientation to Job performance: The Role of Work Engagement and Self-efficacy Beliefs

Abstract: This study aims to investigate the validity of a conceptual model that explains the mechanisms linking positive orientation (P-OR) to future job performance in a sample of 388 male security agents. The relationship between P-OR and job performance as rated by three supervisors, each with different responsibilities with respect to the participants, was examined via the company’s performance appraisal tool. In particular, this study investigated whether the relationship between P-OR and job performance is mediated by work engagement and moderated by levels of work self-efficacy beliefs. Results were consistent with predictions made from the conceptual model in that work engagement partially mediated the relation between P-OR and job performance. This was particularly the case when work self-efficacy beliefs were high or medium, but not when work self-efficacy beliefs were low. Likewise, P-OR exerted a residual direct effect on job performance when work self-efficacy beliefs were high or medium, but not when they were low. Overall, the findings demonstrated that work engagement and work self-efficacy beliefs refer to key mechanisms turning POS into job performance.

The Impact of Human Resource Management Practices and Corporate Sustainability on Organizational Ethical Climates: An Employee Perspective

Abstract: The increasing challenges faced by organizations have led to numerous studies examining human resource management (HRM) practices, organizational ethical climates and sustainability. Despite this, little has been done to explore the possible relationships between these three topics. This study, based on a probabilistic sample of 6,000 employees from six European countries, analyses how HRM practices with the aim of developing organizational ethics influence the benevolent, principled and egoistic ethical climates that exist within organizations, while also investigating the possible moderating role played by their employees’ perception of corporate sustainability. Findings demonstrate that ability-enhancing practices (i.e. recruiting, selection and training) and opportunity-enhancing practices (i.e. job design, industrial relationships and employee involvement) improve benevolent and principled organizational ethical climates, while motivation-enhancing practices (i.e. performance management, compensation and incentives) rather than being related to these organizational ethical climates, are linked to the egoistic climate. In addition, the perceptions of the company’s employees in terms of corporate sustainability moderate these relationships, by reinforcing the positive relationships of ability-enhancing and motivation-enhancing HRM practices in terms of benevolent and principled ethical climates and by reducing the positive relationships between motivation-enhancing practices and egoistic climate. Specific implications for HRM research, teaching and practice are then advanced and discussed.

On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory

Abstract: The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, j...

Job- and organization-based psychological ownership: Relationship and outcomes

Abstract: Purpose – The purpose of this paper is to investigate the relationship between job- and organization-based psychological ownership. In addition, the authors explored the emergence and outcomes of psychological ownership in Chinese context. Design/methodology/approach – Time-lagged survey data from 158 Chinese participants were used to test several hypothesized relationships employing partial least square techniques. Findings – Job-based psychological ownership appeared to mediate the relationship between experienced job control and organization-based psychological ownership. In addition, a statistically significant relationship between job-based psychological ownership and job satisfaction, organizational citizenship behaviors and turnover intentions, and a statistically significant relationship between organization-based psychological ownership and job satisfaction were observed. A negative relationship between organization-based psychological ownership and knowledge withholding was also observed. Practi...

The Workplace Window View: A Determinant of Office Workers’ Work Ability and Job Satisfaction

Abstract: Office workers’ job satisfaction and ability to work are two important factors for the viability and competitiveness of most companies, and existing studies in contexts other than workplaces show relationships between a view of natural elements and, for example, student performance and neighbourhood satisfaction. This study investigates whether relationships between window view, and work ability and job satisfaction also exist in the context of the workplace by focusing on office workers’ view satisfaction. The results showed that a view of natural elements was related to high view satisfaction, and that high view satisfaction was related to high work ability and high job satisfaction. Furthermore, the results indicated that job satisfaction mediated the effect of view satisfaction on work ability. These findings show that a view of a green outdoor environment at the workplace can be an important asset in workforce work ability and job satisfaction.

Entrepreneurial behavior in organizations: does job design matter?

Abstract: We take a first step to explore how organizational factors influence individual entrepreneurial behavior at work, by investigating the role of job design variables. Drawing on multiple-source survey data of 179 workers in a Dutch research and consultancy organization, we find that entrepreneurial behavior, indicated by innovation, proactivity, and risk-taking items, is a higher order construct. Job autonomy is positively related with entrepreneurial behavior, as well as its innovation and proactivity subdimensions, while job variety is not. This suggests that interventions related to the vertical scope of jobs will promote entrepreneurial behaviors more than horizontal job expansion

Examining Job Crafting from an Interpersonal Perspective: Is Employee Job Crafting Related to the Well-Being of Colleagues?

Abstract: Individuals engage in job crafting to create a better fit between their job and their preferences, skills, and abilities However, the individual focus may overlook the impact of job crafting on the job context or well-being of colleagues Therefore, an important question that is addressed in this study is whether the crafting of one person is related to the job characteristics and well-being of a colleague This study explores the potential negative effects of a seemingly positive strategy for the individual on a colleague Namely, we predict that when employees decrease their hindering job demands, their colleagues will be more likely to report a higher workload and more conflict In turn, we hypothesise that colleague reports of workload and conflict are related to colleague burnout Data were collected among 103 dyads and analyzed with the Actor‐ Partner Interdependence Model The results largely supported the hypothesised relationships: Decreasing hindering job demands was positively related to colleague workload and conflict, which, in turn, related positively to colleague burnout These findings suggest that proactively decreasing hindering job demands not only relates to personal job experiences, but also to colleague job characteristics and well-being

How the Perception of Control Influences Unemployed Job Search

Abstract: The author considers how locus of control—the degree to which one believes one’s actions influence outcomes—is related to an unemployed person’s job search. He finds evidence that “internal” job seekers (who believe their actions determine outcomes) set higher reservation wages than do their more “external” counterparts (who believe their actions have little effect on outcomes) and weak evidence that internal job seekers search more intensively. Consistent with the assumption that locus of control influences job search through an effect on beliefs about the return to search effort, internal job seekers are no better at converting search effort into job offers and earn no more than their peers upon finding employment.

The impact of the antecedents and consequences of job burnout on junior accountants' turnover intentions: a structural equation modelling approach

Abstract: This paper examines the impact of the antecedents and consequences of jobburnout on junior accountants’ turnover intentions. A questionnaire wascompleted by 368 junior accountants working in public accounting firms. Ourresults suggest that role ambiguity, role conflict and job-related tension areimportantantecedentsforjobburnout.Roleambiguityandroleconflictinitiallyinfluence employees’ perceived levels of job-related tension, and job-relatedtension is associated to job burnout, which, in turn, decreases employees’ levelsof job satisfaction and organisational commitment. Dissatisfied and uncom-mitted employees are more likely to seek alternative employment.Key words: Job burnout; Turnover intentions; Role ambiguity; Role conflict;Job-related tension stress; Organisational commitment; Job satisfactionJEL classification: M40, J24doi: 10.1111/acfi.120491. IntroductionHigh employee turnover in public accounting firms remains a problem (Baoet al., 1986; Taylor and Consenza, 1998; Houghton et al., 2009). High turnover