Job design

About: Job design is a research topic. Over the lifetime, 9218 publications have been published within this topic receiving 426180 citations.

Human Resource Management in Public Service: Paradoxes, Processes, and Problems

Abstract: Part I: Context and Challenges Chapter 1: The Public Service Heritage A Day in the Life of Maria Hernandez Some Challenges in Getting and Managing the Right People The Structure and Role of Human Resource Departments Historical and Institutional Context Reforming Government in the Clinton, Bush, and Obama Years Human Resource Management Principles Values, Ethics, and Moral Management Summary and Conclusion Chapter 2: Legal Rights and Responsibilities The Foundations of Employment Law The Employment Relationship Balancing Employer, Employee, and Societal Interests Privacy Issues Preemployment Investigations: Truth, Personality, Health, Credit, and Criminal Records Discrimination Summary and Conclusion Part II: Processes and Skills Chapter 3: Recruitment Factors in Recruitment: Employer and Applicant Perspectives Recruitment Steps Planning and Approval Position Announcements Recruitment Strategies Enhancing Recruitment Prospects: The Seeker's Perspective Summary and Conclusion Chapter 4: Selection The Bases and Origin of Selection Criteria in Selecting Selection Tests Selection: Four Screening Phases Initial Reviewing and Testing Interviewing and Reference Checks: Narrowing the Pool General Considerations for Those Conducting Interviews Choosing and Negotiation Postoffer and Hiring Issues Summary and Conclusion Chapter 5: Position Management Three Types of Personnel Strategies The Origins of Position Classification and Management Job Design and Job Analysis Job and Position Descriptions From Jobs to Job Systems Summary and Conclusion Chapter 6: Employee Engagement Pull, Push, or Drive? Human Resource Management and the Climate for Engagement Tools of Engagement Summary and Conclusion Chapter 7: Compensation Equity and Expectancy Theory Pay Determination Philosophy The Great Pay Debate Labor Market Forces: External Competition Job Content: Internal Consistency Individual Considerations: Fairness and Individual Contributions Implications Summary and Conclusion Chapter 8: Employee-Friendly Policies Workforce and Workplace Trends Family/Work Programs Health, Safety, and Wellness Programs Flexible Work Arrangements Keys to Success Traditional Benefits: Not-So-Employee-Friendly Trends Implementation, Assessment, and Evaluation Best Places to Work Summary and Conclusion Chapter 9: Training, Development and Learning General Principles of Learning Training Strategies Organizational Learning Strategies Application: Ethics Training Summary and Conclusion Chapter 10: Appraisal Evolution Appraisal Systems Improving the Process Disciplinary Systems Summary and Conclusion Chapter 11: Unions and the Government Background: Context and Evolution of Employee Relations Differing Views of Unions Paradoxes and Contradictions Trends and Variations Summary and Conclusion Chapter 12: Collective Bargaining Structure, Representation, and Collective Bargaining Strategies and Skills Bargaining-Related Reforms Hostility Versus Harmony Summary and Conclusion

Effects of Motivational factors on Employees Job Satisfaction: A case study of University of the Punjab, Pakistan

Abstract: Motivational factors play an important role in increasing employee job satisfaction. Satisfied employees in return can help in improving organizational performance. The objective of this study is to analyze the effects of motivational factors on employee job satisfaction. This is an exploratory study based on primary data. The primary data has been collected from non-academic staff of University of the Punjab, which is one of the biggest universities of Pakistan. The study has tested Herzberg et al.’s (1959) well-known, duality theory of motivators and hygiene factors and the impact of personal characteristics and job characteristics on perceptions of the work environment and job satisfaction. Structural equation modeling technique has been applied to test hypothesis, SPSS 16.0 has also been adopted for basic analysis purposes. The results offer inconclusive support of Herzberg’s theory. The study concludes that intrinsic motivational factors are having significant relationship with employee job satisfaction, whereas hygiene (extrinsic) factors are not having any significant relationship with employee job satisfaction. Moreover, significant difference was observed between gender, qualification, experience, job characteristics and job satisfaction. This study offers useful information by discussing both practical implications for those in leadership positions in Public Sector University set up in Pakistan, and theoretical implications for researchers interested in exploring job satisfaction in a higher education context.

The relationship between empowerment, job satisfaction and reported stress levels: some Australian evidence

Abstract: The role of empowerment of subordinates has been an ongoing argument since the 1950s and 1960s following the work of social scientists like Likert and Herzberg. It is argued that empowerment can improve the productivity of the organization. The catch cry of the 1900s and 2000s has been that organizations must be more productive: this could be partly achieved by reducing the workforce and empowering the survivors to make decisions affecting them. The data for this study were collected by the federal government from workplaces across Australia and released in late 1997. It seems that having influence on decisions affecting a person and type and speed of work seems to alter the perceived level of job satisfaction rather than the level of job stress. This study investigates these findings further and discusses the influence of some demographic variables on job satisfaction. The final area of the study will look at how all these variables will impact on the perceived productivity of the organization.

Jobs as Lancaster Goods: Facets of Job Satisfaction and Overall Job Satisfaction

Abstract: Overall job satisfaction is likely to reflect the combination of partial satisfactions related to various features of one's job, such as pay, security, the work itself, working conditions, working hours, and the like. The level of overall job satisfaction emerges as the weighted outcome of the individual's job satisfaction with each of these facets. The purpose of this study is to determine the extent and importance of partial satisfactions in affecting and explaining overall job satisfaction. Using the European Community Household Panel (ECHP) a two layer model is estimated which proposes that job satisfaction with different facets of jobs are interrelated and the individual's reported overall job satisfaction depends on the weight that the individual allocates to each of these facets. For each of the 10 countries examined, satisfaction with the type of the job is the main criterion by which workers evaluate their job for both the short and the long term.

An Extension and Evaluation of Job Characteristics, Organizational Commitment and Job Satisfaction in an Expatriate, Guest Worker, Sales Setting

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.