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Showing papers on "Job design published in 2019"



Journal ArticleDOI
TL;DR: In this article, the authors report the results of a multilevel review on the factors that contribute to workers' experiences of meaningful work and discuss how these factors are related to each other.

188 citations


Journal ArticleDOI
TL;DR: The research provides insights into several important antecedents of EKH by focusing on situations where colleagues respond to explicit requests by hiding knowledge and the moderating role of collaborative job design offers practical solutions on how to improve knowledge transfer between mistrusted and competitive scholars.
Abstract: Academic knowledge work often presumes collaboration among interdependent individuals. However, this work also involves competitive pressures to perform and even outperform others. While knowledge hiding has not yet been extensively examined in the academic environment, this study aims to deepen the understanding of the personal (individual-level) and situational (job-related) factors that affect evasive knowledge hiding (EKH) within academia.,A field study was conducted on a nation-wide sample of 210 scholars from both public and private business schools in a European Union member state. A series of paired sample t-tests were followed by hierarchical regression analyses to test moderation using the PROCESS macro.,The results suggest that scholars hide more tacit than explicit knowledge. The findings also indicate a consistent pattern of positive and significant relationships between trait competitiveness and EKH. Furthermore, task interdependence and social support buffer the detrimental relationship between personal competitiveness and evasive hiding of explicit knowledge, but not tacit knowledge.,The research provides insights into several important antecedents of EKH that have not been previously examined. It contributes to research on knowledge transfer in academia by focusing on situations where colleagues respond to explicit requests by hiding knowledge. The moderating role of collaborative job design offers practical solutions on how to improve knowledge transfer between mistrusted and competitive scholars. The collaboration–competition framework is extended by introducing personal competitiveness and relational job design, and suggesting how to manage the cross-level tension of differing collaborative and competitive motivations within academia.

187 citations


Journal ArticleDOI
TL;DR: In this paper, a theoretical framework was proposed to investigate the effect of telecommuting on job performance and the characteristics of the telecommuter's work that might help or hinder their ability to perform their job.
Abstract: Despite telecommuting’s growing popularity, its implication for telecommuter job performance is a matter of on-going public debate. Moreover, empirical evidence that could address this issue is scarce and conflicting. This study therefore not only examines whether telecommuting impacts job performance, but also investigates characteristics of the telecommuter’s work that might help or hinder their ability to perform their job. Integrating work design research with theorizing about telecommuting, our theoretical framework proposes that two knowledge characteristics, namely job complexity and problem solving, and two social characteristics, specifically interdependence and social support, moderate the extent of telecommuting–job performance relationship. We test our framework using matched data from telecommuters and their supervisors (N = 273) in an organization with a voluntary telecommuting program. Findings indicate that for telecommuters who held complex jobs, for those in jobs involving low levels of interdependence and for those in jobs with low levels of social support, the extent of telecommuting had a positive association with job performance. Across all moderators considered, the extent of telecommuting’s association with job performance ranged from benign to positive; findings did not support negative associations between the extent of telecommuting and job performance regardless of the level of each moderator examined. These results suggest the need to investigate the extent of telecommuting as well as the nature of the telecommuter’s job when studying work outcomes such as job performance, and that more research is needed.

112 citations


Journal ArticleDOI
TL;DR: In this paper, the authors proposed interventions to stimulate job crafting, a form of bottom-up job design with a high potential for increasing work engagement and performance, in order to increase job satisfaction and performance.
Abstract: Job crafting (JC) is a form of bottom-up job design with a high potential for increasing work engagement and performance. For this reason, researchers have proposed interventions to stimulate JC in...

84 citations


Journal ArticleDOI
TL;DR: The authors applied the findings obtained in a need analysis in the domain of a hotel receptionist's job to the design of pedagogic tasks to obtain insights into what tasks are done in this domain (task selection), what kind of language use is associated with these tasks, and how the information about perceived difficulty of tasks can be translated into instructionally manipulable variables.
Abstract: Needs analysis (NA) has long been argued to be the prerequisite for the design of language curricula or syllabi and the selection of tasks. According to Long (2005), a one-size-fits-all approach should be substituted by a careful examination of learners’ needs in a particular domain or learner community. Despite the increasing practice of carrying out a NA as a first step in curriculum design, it is still unclear how exactly the insights obtained from NA can be used in meaningful ways to take informed decisions about task and syllabus design. This study attempts to fill this gap by applying the findings obtained in a NA in the domain of a hotel receptionist’s job to the design of pedagogic tasks. The goals of this study were to obtain insights into what tasks are done in this domain (task selection), what kind of language use is associated with these tasks (task discourse analysis), how the information about perceived difficulty of tasks can be translated into instructionally manipulable variables (task d...

66 citations


Journal ArticleDOI
TL;DR: A theoretical model of time-spatial job crafting is proposed in which its components are discussed, light is shed on its antecedents, and how it is related to positive work outcomes through a time/spatial-demands fit is explained.
Abstract: In today’s “new world of work,” knowledge workers are often given considerable flexibility regarding where and when to work (i.e., time-spatial flexibility) and this has become a popular approach to redesigning work. Whilst the adoption of such practices is mainly considered a top-down approach to work design, we argue that successful utilization of time-spatial flexibility requires proactivity on the part of the employee in the form of time-spatial job crafting. Previous research has demonstrated that time-spatial flexibility can have both positive and negative effects on well-being, performance, and work-life balance; yet remains mute about the underlying reasons for this and how employees can handle the given flexibility. Drawing on research from work design, we posit that in order for employees to stay well and productive in this context, they need to engage in time-spatial job crafting (i.e., a context-specific form of job crafting that entails reflection on time and place), which can be considered a future work skill. We propose a theoretical model of time-spatial job crafting in which we discuss its components, shed light on its antecedents, and explain how time-spatial job crafting is related to positive work outcomes through a time/spatial-demands fit.

57 citations


Journal ArticleDOI
TL;DR: In this paper, the relationship between red tape and job satisfaction is partially mediated by relational job characteristics (e.g., job impact and job content), and the authors show that red tape acts as a hindrance stressor that hinders the realization of prosocial aspirations.
Abstract: Recent studies suggested that the relationship between prosocial motivation and job satisfaction is mediated by relational job characteristics (e.g., job impact and job content). Based on a study of Dutch child welfare professionals, we theorize and empirically assess how red tape negatively impacts the relational job characteristics and job satisfaction of public professionals. Our study shows that the relationship between red tape and job satisfaction is partially mediated by relational job characteristics. Red tape thus decreases the job impact and job contact of professionals, thereby decreasing their job satisfaction. In addition, our study provides additional insight into how prosocial motivation and red tape are jointly related to job impact and job satisfaction. This provides support for the point of view that highly motivated public professionals are more sensitive to burdensome rules and procedures. In this respect, red tape acts as a hindrance stressor that thwarts the realization of prosocial aspirations.

53 citations


Journal ArticleDOI
TL;DR: A theoretical framework that integrates perspectives on leadership, occupational stress, and job design is proposed and the health- and development-promoting leadership behavior questionnaire (HDLBQ) for assessing job demands emanating from and job resources provided through the leader is developed.
Abstract: In this article, we draw upon the notion that employees' work characteristics are an important pathway through which leaders influence employee well-being and propose a theoretical framework that integrates perspectives on leadership, occupational stress, and job design. Based on this integrative approach, we developed the health- and development-promoting leadership behavior questionnaire (HDLBQ) for assessing job demands emanating from and job resources provided through the leader. Validation of the measure in German, French, and English using an overall sample of 2,934 employees demonstrated adequate psychometric properties. An examination of the factorial structure revealed three higher-order factors: demanding, development-oriented, and support-oriented leadership. Multigroup confirmatory factor analysis indicated structural equivalence across the three language versions of the HDLBQ. Correlations with employee well-being were moderate, and the HDLBQ explained unique variance in employee well-being beyond that explained by transformational leadership. Suggestions for applications of the HDLBQ and approaches to enhance employee well-being at the workplace are discussed.

42 citations


Journal ArticleDOI
TL;DR: In this article, the authors examined the impact of HR practices on employee resilience in the context of Pakistan's telecommunications sector and deployed a qualitative methodology to examine the contributory role played by HR practices in enhancing employee resilience.
Abstract: There has been increasing interest in understanding the factors that contribute to the development of employee resilience. Despite such interest, there is a dearth of research examining the contributory role played by HR practices in enhancing employee resilience. Looking at the context of Pakistan’s telecommunications sector and deploying a qualitative methodology, this paper examines the impact of HR practices on employee resilience. The findings indicate that four key areas of HR practices – job design, information sharing and flow within an organisation, employee benefits (monetary as well as non-monetary), and employee development opportunities – enable the development of employee resilience. Consequently, the effective implementation of HR practices in these areas has been the key factor for the development of employee resilience.

41 citations


Journal ArticleDOI
TL;DR: In this paper, the authors present the relevance of green human resource management to the operations of contemporary companies and indicate practices which can be undertaken in the field to promote knowledge related to the subject matter and extend the scope of concept application as a tool for constructing sustainable companies.
Abstract: Our dynamically developing market economy has, for some time now, been a witness to a growing interest in the concept of business management involving conscious activities oriented not only at financial profits and economic aspects but also at broadly understood social and ecological interests. Such an approach, termed sustainable development, is becoming an imperative in the contemporary world, hence the decision processes of entrepreneurs tend to be more and more often guided by the principles of environmental corporate responsibility. The author of the study reckons that the implementation of the above business model requires, most of all, the engagement of the human factor. Eco-oriented management is performed exclusively by employees with positive attitudes towards the environment, green competencies, and responsible for the environmental consequences of their actions. Therefore, human resource management oriented at supporting the implementation of the principles of ecological development and the development of environmentally-friendly attitudes of employees referred to as Green Human Resource Management plays an unprecedented role in environmental performance. Green Human Resource Management is a novel approach to the performance of the HR function within organizations – one where environmental contexts constitute the foundation of all initiatives. This involves the application of HR policies in order to promote the sustainable use of company resources, to support ecology and development of ecological sensitivity in workers. This is because ecological awareness of employees and managers is key to the operations of any company complying with the concept of sustainability. The purpose of the study is to present the relevance of Green Human Resource Management to the operations of contemporary companies and indicate practices which can be undertaken in the field to promote knowledge related to the subject matter and extend the scope of concept application as a tool for constructing sustainable companies. The theoretical part of the study, drafted on the basis of a world’s literature overview, identifies several environmental practices that can be employed in the field of human resource management at each stage of the personnel process, starting with work design, employee selection, work discipline shaping, to the development of “green” competencies and “green” working conditions. The empirical part of the research demonstrates the results of a questionnaire conducted at a random population of 300 Polish enterprises. The research approach used enabled the researcher to identify these initiatives in the field of Green HRM that, in the opinion of the study managers, play the key role in the process of shaping enterprise sustainable development.

Journal ArticleDOI
TL;DR: Empirically testing the relationship among KM practices, multistage processes of creative problem-solving and their outcomes, and firms’ competitiveness suggests managers should invest in specific knowledge management (KM) practices for enhancing knowledge-intensive business processes.
Abstract: The purpose of this paper is to empirically test the knowledge-intensive process of creative problem-solving and its outcomes.,This study uses survey data from 113 leading Italian companies. To test the structural relations of the research model the authors used the partial least square (PLS) method.,Results show that work design and training have a positive direct impact on creative problem-solving process while organizational culture has a positive impact on both creative problem-solving process and its outcomes. Finally creative problem-solving process has a strong direct impact on its outcomes and this, in turn, on firms’ competitiveness.,This study suggests that managers must highlight the problem-solving process as it affects a firm’s capability to find creative solutions and therefore its competitiveness. Moreover, the present paper suggests managers should invest in specific knowledge management (KM) practices for enhancing knowledge-intensive business processes.,The present paper fills an important gap in the BPM literature by empirically testing the relationship among KM practices, multistage processes of creative problem-solving and their outcomes, and firms’ competitiveness.

Journal ArticleDOI
TL;DR: In this article, structural equation modeling was employed to test research hypotheses that the four types of work motivation influence service employees' job performance by incorporating the mediating variables of service employees’ job creativity and customer orientation.
Abstract: This study examines how work motivation, specifically intrinsic motivation, identified motivation, introjected motivation, and external motivation, influences service employees’ job performance. The explicit purpose of this study was to reveal the mechanism through which work motivation affects the job performance of service employees. Working with a sample of 281 hotel employees in South Korea, structural equation modeling was employed to test research hypotheses that the four types of work motivation influence service employees’ job performance by incorporating the mediating variables of service employees’ job creativity and customer orientation. The results of this research suggest that intrinsic motivation and identified motivation are positively related to service employees’ job creativity, while external motivation is negatively related to service employees’ job creativity; service employees’ job creativity is positively related to customer orientation; customer orientation is positively related to job performance. Furthermore, the relationship between intrinsic motivation/identified motivation and job performance are sequentially and fully mediated by service employees’ job creativity and customer orientation. This study attempts to develop an understanding of the underlying mechanism through which work motivation affects service employees’ job performance through job creativity and customer orientation.

Journal ArticleDOI
TL;DR: It is shown that openness to change values predicted enriching work strategy selection via the more proximal processes of valence (valuing intrinsic work characteristics) and affect (positive affect when enriching others' work).
Abstract: Few studies have systematically considered how individuals design work. In a replication study (N = 211, Study 1), we showed that students naturally tend to develop simplified, low variety work. In 2 further simulation studies, we quantitatively assessed participants' work design behaviors via 2 new measures ("enriching task allocation" and "enriching work strategy selection"). As a comparison measure, we assessed individuals' tendency to choose individualistic rather than work design strategies ("person-focused strategy selection"). We then investigated how work design behaviors are affected by capacity (professional expertise, explicit knowledge, job autonomy) and willingness (life values). For a sample of human service professionals (N = 218, Study 2), participants scored higher on enriching task allocation and enriching work strategy selection if they had expertise as an industrial/organizational psychologist and if they had high autonomy in their own job. Explicit knowledge about work design predicted lower scores on person-focused strategy selection, and mediated the effects of professional expertise on this outcome. Individuals high in openness values scored higher on enriching work strategy selection, and those high in conservation values scored lower on enriching task allocation. These findings were replicated in Study 3 among working professionals (N = 602). We then showed that openness to change values predicted enriching work strategy selection via the more proximal processes of valence (valuing intrinsic work characteristics) and affect (positive affect when enriching others' work). This article opens up a new area of inquiry: how and why individuals design work for others in the way they do. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Journal ArticleDOI
TL;DR: The developed method can be used both for a better understanding of the mechanisms between human factors and work in CPPS and to provide a catalogue of design principles applicable to SMEs to promote more efficient and successful integration of workers into CPPS.
Abstract: Due to the shift from mainly manual labor to an increased portion of cognitive tasks in manufacturing caused by the introduction of cyber-physical systems, there is a need for an updated collection of adequate design principles for user interfaces between humans and machines. Thus, we developed a method for the determination and evaluation of such design principles. It is based on human factors methods and facilitates the assessment of specific work design elements which are supposed to have a significant effect on work performance and the perception of work in cyber-physical production systems (CPPS). Within the application of the developed method, we derived an overview of key design elements in CPPS, developed an experimental platform, and conducted two empirical studies with a total of n = 68 participants. This way, three design elements were investigated, and the findings transferred into preliminary design principles. We can state that the method can be used both for a better understanding of the mechanisms between human factors and work in CPPS. Besides, it helps to provide a catalogue of design principles applicable to SMEs to promote more efficient and successful integration of workers into CPPS.

Journal ArticleDOI
TL;DR: In this article, the authors identify seven specific types of job crafting: work role expansion, social expansion, work role reduction, work organization, adoption, metacognition, and withdrawal.

Journal ArticleDOI
TL;DR: In this paper, the authors examined whether organizations can enhance employee well-being by adopting human resource management (HRM) practices strategically targeted to improve skill development and deployment in a recessionary context.
Abstract: This article examines whether organizations can enhance employee well-being by adopting human resource management (HRM) practices strategically targeted to improve skill development and deployment in a recessionary context. Employee skill utilization is proposed as the mediating mechanism between HRM practice and well-being. The role of workplace skill composition is also examined as a boundary condition within which HRM differentially impacts employee outcomes. Using a nationally representative survey of UK workplaces (Workplace Employment Relations Survey 2011) and matched management and employee data, the analysis focused on organizations that had implemented some recessionary action following the 2008–2009 global financial and economic crisis. The findings show that human capital enhancing HRM and enriched job design positively influenced both job satisfaction and work-related affective well-being through increased employee skill utilization. Organizations with predominantly high-skilled workforces were more likely to adopt these skills-oriented HRM practices. Nevertheless, the effects of HRM on employee outcomes via skill utilization applied across organizations, regardless of workforce skill composition. The findings demonstrate employee skill utilization as a driver of HRM outcomes and the sustainability of “best practice” HRM arguments across all skill levels, even in the face of recession.

Book ChapterDOI
01 Jan 2019
TL;DR: The psychosocial safety climate (PSC) theory as discussed by the authors is a multilevel explanation of the causes of work stress, which is used to predict the types of work conditions employees were experiencing and in turn whether employees were likely to be highly stressed or engaged.
Abstract: Psychosocial Safety Climate (PSC) theory has developed over the past nine years providing a multilevel explanation of the causes of work stress. Previously, individual explanations of occupational stress dominated the research literature including the Job Demands-Control (JD-C) model (Karasek, 1979), the Effort-Reward Imbalance (ERI) model (Siegrist, 1996), and the Job Demands-Resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) which all examine how aspects of work design influence individual psychological health or engagement. PSC theory added to these models of individually perceived work conditions by explaining how the climate of an organisation or work group created the work conditions articulated in these models. The advantage of this multilevel approach became evident, as by measuring PSC in an organisation or work group, it was possible to predict the types of work conditions employees were experiencing and in turn whether employees were likely to be highly stressed or engaged. PSC theory was the first multilevel explanation of work stress in the research literature, providing a theoretical model for academics and practitioners to measure, monitor, benchmark and evaluate organisational, team level, and individual causes of work related stress within one conceptual framework.

Journal ArticleDOI
TL;DR: In this paper, the impact of flexible work arrangements (FWAs) on organizational performance measured by both financial and non-financial indicators, while taking into account the employer versus employee-driven perspective of FWA application is explored.
Abstract: Flexible work arrangements (FWAs) enable flexibility in the work design of employees and, consequently, can improve work-life balance and enhance organizational performance. Based on the disparate nature of previous findings and social exchange theory, we defined the two research questions with an aim to explore the impact of FWAs on organizational performance measured by both financial and non-financial indicators, while taking into account the employer versus employee-driven perspective of FWA application. The data on 12 different FWA practices was collected in 171 large-sized Croatian organizations by a questionnaire survey using CRANET methodology. Our findings suggest that organizational performance was higher in the employee-driven group of FWA practices. On the other hand, several employer-driven practices were found to be significantly, but negatively related to organizational performance. The main contribution of the paper is revealing the importance of work-life balance arrangements in achieving success and competitive advantage

Journal ArticleDOI
TL;DR: In this article, the authors provide evidence on how smart manufacturing affects work organization at both micro-level and macro-level, and find that the level of technology complexity relates to different characteristics of micro and macro work organization in the plant.
Abstract: The purpose of this paper is to provide evidence on how smart manufacturing (SM) affects work organization at both micro-level – i.e. work design, described in terms of operator job breadth and autonomy, cognitive demand and social interaction – and at macro-level – i.e. organizational structure, described in terms of centralization of decision making and number of hierarchical levels in the plant.,The paper reports on a multiple-case study of 19 companies implementing SM.,Results present four main configurations differing in terms of technological complexity, and micro and macro work organization.,The paper contributes to the academic debate about the interplay between technology and work organization in the context of SM, specifically the authors find that the level of technology complexity relates to different characteristics of micro and macro work organization in the plant.,Findings offer valuable insights for practice, with implications for the design of operator jobs, skills and plant organizational structure, in light of the challenges generated by the implementation of SM technology. Guidelines on how policymakers can foster the implementation of SM technology to enhance social sustainability are proposed.,This study advances a novel focus in studying SM, i.e. work organization implications of this new manufacturing paradigm instead of its mere technological implications.

Journal ArticleDOI
TL;DR: In job design and creativity literature, challenging and complex jobs drive individual creativity, whereas routinization impedes creative outcomes as mentioned in this paper, and this study challenges this prevailing view by exp...
Abstract: In job design and creativity literature, challenging and complex jobs drive individual creativity, whereas routinization impedes creative outcomes. This study challenges this prevailing view by exp...

Journal ArticleDOI
TL;DR: In this article, the authors explore job satisfaction and how the work-life interface might affect job satisfaction among residential aged care staff, and demonstrate a pathway through which the worklife interface affects job satisfaction for workers in residential aged-care.
Abstract: The purpose of this paper is to explore job satisfaction, and how the work-life interface might affect job satisfaction, among residential aged care staff. The statistical package PROCESS was used to analyse the impacts of workplace stressors (poor safety climate, poor relationships with colleagues and poor relationships with management) and potential mediating variables that measured aspects of the work-life interface, specifically work-family conflict (WFC) and work-life balance.,This survey research was carried out through distribution of a paper-based questionnaire to approximately 800 permanent, fixed term and casual employees working in residential aged care. All job roles, including both direct care and support staff, were represented in the sample.,WFC and work-life balance act serially to mediate the relationships between workplace stressors and job satisfaction.,Study participants were restricted to residential aged care facilities in the metropolitan Melbourne area, Australia, limiting generalisability of the findings.,The work-life interface is a legitimate concern for human resources managers. Implications include need for greater understanding of the contribution of work-life fit to job satisfaction. Interventions to improve job satisfaction should take into account how workplace stressors affect the work-life interface, as well as job-related outcomes. Enhanced work-life fit should improve job-related outcomes.,This paper explores the potential mediating roles of WFC and work-life balance on job satisfaction and demonstrates a pathway through which the work-life interface affects job satisfaction for workers in residential aged care.

Journal ArticleDOI
TL;DR: In this article, the authors examined the usefulness of job characteristics as a technique designed to enhance the effect of proactive behavior and innovate work behavior and found that job characteristics strengthened the relationship between proactive behaviour and innovative work behavior in Sharia Bank.
Abstract: Purpose of study: This study examined the usefulness of job characteristics as a technique designed to enhance the effect of proactive behavior and innovate work behavior. Methodology: A field study was conducted with a randomly selected sample of company 145 supervisors of Sharia Bank at West Java Indonesia. This research was used as a quantitative approach to analyze and answer all research questions. And then, hypotheses for direct and moderator effects are tested using hierarchical regression analysis with SPSS as an analysis tool. Result: Results presented that there is a relation between proactive behavior and innovative work behavior. Furthermore, jobs characteristic strengthens the relationship between proactive behavior and innovative work behavior in Sharia Bank. Implications: The strategy of job design utilization with job characteristics can trigger people’s innovation behavior who already have self-initiative and this strategy will succeed in Islamic banks that have employees with high initiative. Novelty/originality: The novelty of this study is the use of job characteristics in strengthening the relationship between proactive behavior and IWB which is very rarely done in banking, especially in Sharia Banking.

Journal ArticleDOI
TL;DR: A cross-level model of individual and job-level characteristics as influences on IFBL and subsequent changes in job performance showed promotion-focused individuals more readily engaged in IFBL, as moderated by job time pressures.
Abstract: U.S. organizations continue to invest most of their learning budgets in formal training and development programs despite estimates that the majority of learning in the workplace happens informally. In this study we focus on informal field-based learning (IFBL), which represents individuals engaging in self-directed, intentional, and field-based development of their knowledge and skills. We build on the informal learning literature to advance a cross-level model of individual and job-level characteristics as influences on IFBL and subsequent changes in job performance. We tested our model using a sample of 378 health care employees who occupied 47 different jobs. The results showed promotion-focused individuals more readily engaged in IFBL, as moderated by job time pressures. Moreover, engaging in IFBL behaviors positively related to performance improvements in jobs that require greater updating and use of relevant information, as well as in jobs with relatively low decision making and problem-solving requirements. Exploratory subdimensional analyses revealed some interesting countervailing relationships between the feedback-seeking and vicarious-learning elements of IFBL. Results are discussed in terms of contingency relationships associated with IFBL behaviors and different job types, as well as theoretical and practical implications. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Journal ArticleDOI
TL;DR: In this article, the authors examined the moderating role of chronological age in the relationship between cognitive job demands (i.e., job complexity and job innovation requirements) and individual innovative work behavior (IWB).
Abstract: Integrating the lifespan perspectives on job design and creativity/innovation, the purpose of this paper is to examine the moderating role of chronological age in the relationship between cognitive job demands (i.e. job complexity and job innovation requirements) and individual innovative work behavior (IWB).,Multilevel regression analyses are employed to analyze survey data of 336 employee–supervisor dyads from 61 departments across three organizations.,Results demonstrate that age was a significant moderator of the cognitive job demands-IWB relationship. Under the condition of high job complexity, younger employees outperformed their older counterparts. Conversely, older employees attained the same level of IWB as younger colleagues when more job innovation requirements were placed upon them.,IWB needs to be stimulated following different paths and by making job design decisions with regards to cognitive job demands that are dependent on employee age.,Empirical evidence has been provided to support the lifespan perspective on job design, with a special focus given to the cognitive job demands–IWB relationship.

Journal ArticleDOI
TL;DR: In this paper, a meta-analytic path model linking the five-factor model (FFM) of personality to overall job attitudes through employees' perceptions of task and social job characteristics was developed and tested.

Journal ArticleDOI
TL;DR: The results show that intrinsic motivation mediates the relationship between empowering leadership and employee silence, and empowering leadership can reduce employee silence through enhancing their intrinsic motivation.
Abstract: The paper studies how leaders can break employee silence. Drawing upon self-determination theory, we argue that empowering leadership can activate employees' intrinsic motivation such that employees are more willing to break the silence at work; furthermore, the effect is stronger when employees have high (vis-a-vis low) levels of job autonomy. We collected time-lagged and multi-source data in a large company to test our hypotheses. The results show that intrinsic motivation mediates the relationship between empowering leadership and employee silence. That is, empowering leadership can reduce employee silence through enhancing their intrinsic motivation. Furthermore, this mediation effect will be stronger when employees have high levels of job autonomy. This paper contributes to the literature on leadership, employee silence, and job design characteristics.

Journal ArticleDOI
TL;DR: In this article, the authors examined the potential effects of Millennial knowledge workers' emotional intelligence on their subjective career success through their protean career attitudes (PCAs) and psychological empowerment (PE).
Abstract: The purpose of this paper is to examine the potential effects of Millennial knowledge workers’ emotional intelligence (EI) on their subjective career success (SCS) through their protean career attitudes (PCAs) and psychological empowerment (PE).,Survey methodology was used to collect data from 623 Millennial knowledge workers in 42 Turkish Information Technology companies. Participants answered the surveys at three different points within a 12-week period. Measures of EI, PCAs, PE and SCS were analyzed using structural equation modeling and the bootstrapping method.,The empirical results provide support for the author’s proposed model that positive relations between EI and Millennial knowledge workers’ SCS are mediated by their PCAs and PE.,To generalize the study findings, future research should be conducted for Millennial knowledge workers in different cultures and countries.,Particularly for Millennial knowledge workers, managers need to be aware of positive influence of EI on employees’ SCS and should consider implementing policies and procedures that recognize EI as a key ingredient for their SCS. Additionally, human resource professionals should aim to create an organizational culture around career development, in addition to career attitudes trainings, and provide career growth opportunities to retain Millennial talent. Finally, organizational development professionals should establish work environments that increase employee empowerment and thus improve SCS.,The findings advance the understanding of how Millennial knowledge workers’ EI can influence their SCS through focusing on PCAs and PE. The results underpin the self-determination theory, contextualist action theory of career development and job design theory.

Journal ArticleDOI
TL;DR: This article explored individual and team-level predictors and the mechanisms involved in employees' job change behaviors, and found that intrinsic motivation mediated the relationship between team knowledge and individual job crafting.
Abstract: Despite receiving much attention in recent job design literature, job crafting research has neglected motivational and multilevel perspectives, limiting the understanding of how to foster employee job crafting. Drawing on job crafting and self-determination theory, the purpose of this paper is to explore individual- and team-level predictors and the mechanisms involved in employees’ job change behaviors. The authors propose that employees’ intrinsic motivation and two team-level properties – team knowledge sharing and trust – have important roles to play.,The multilevel data were collected from 311 employees from 62 work teams in Korean companies. Hierarchical linear modeling analysis was used. A supplementary data collected from 162 individuals working in the USA were used for analysis.,The results showed that intrinsic motivation and team knowledge sharing are positively related to job crafting. In addition, intrinsic motivation mediated the relationship between team knowledge and individual job crafting. Finally, team trust was shown to play a cross-level moderating role, strengthening the positive relationship between employees’ intrinsic motivation and job crafting.,Applying motivational and multilevel perspectives, this paper uncovers the roles of individual motivation and team context in fostering employee job crafting. This study helps to extend the theoretical domains of job crafting and provides practical insights into how to promote employees’ job crafting.

Journal ArticleDOI
TL;DR: Perceived appreciation is investigated as an underlying mechanism mediating between illegitimate tasks and reduced job satisfaction after one year through three studies conducted in two European countries to illustrate the importance of perceived appreciation as a mechanism that mediates between legitimate tasks and job satisfaction of psychologists.
Abstract: In the globalized and rapidly evolving work environment, deficiencies in job design are a common reason that employees must sometimes complete tasks that are not directly connected to their occupational role. Individuals with a clear vision of their occupational role and duties in particular, such as psychologists, might consider such tasks as an offense to self. According to the "Stress-as-Offense-to-Self" (SOS) concept, so-called "illegitimate tasks" do not respect a person's occupational identity-threatening the self through disrespect. We investigated perceived appreciation as an underlying mechanism mediating between illegitimate tasks and reduced job satisfaction after one year through three studies conducted in two European countries. Using data from 50 psychologists who graduated from a German university, Study 1 revealed that perceived appreciation explained the relationship between illegitimate tasks and job satisfaction after one year. Studies 2 and 3 confirmed this finding using data from 67 and 183 Swiss employees working in fields of psychology. In particular, illegitimate tasks affected the perception of appreciation immediately and in the long term, which in turn affected the psychologists' job satisfaction (contagion model). Our results illustrate the importance of perceived appreciation as a mechanism that mediates between illegitimate tasks and job satisfaction of psychologists.