Job design

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

The effects of supportive management and job quality on the turnover intentions and health of military personnel

Abstract: To be competitive in today's increasingly complex and rapidly changing envi-ronment, organizations must retain personnel and promote the well-being of employees. We examine the relationship of both support provided to person-nel and job quality with employee health and turnover intentions among a sample of 450 military personnel. Factors involving the supportive manage-ment of personnel (i.e., supervisory support, organizational support, and work-life balance) and factors pertaining to job quality (i.e., work stimulation and job clarity) were indirectly related to health and to turnover intentions through the mediating influence of job satisfaction. © 2007 Wiley Periodicals, Inc.

Call centers as lean service environments: job-related strain and the mediating role of work design.

Abstract: Call centers can be considered as lean service systems, with leanness being described in terms of both dialog scripting and performance monitoring. Using data from a sample of 823 call handlers from 36 call centers, these lean characteristics are examined in relation to the prediction of call handler job-related strain. Moreover, the extent to which this relationship can be accounted for by work design characteristics are examined. Findings confirm that employees who experience greater dialog scripting and more intensive performance monitoring show higher levels of strain. These relationships are fully mediated by work design. These findings demonstrate the importance of considering the impact of lean working practices on employee health.

The Proliferation of Job Titles in Organizations.

Abstract: An earlier version of this paper was presented at the 1985 American Sociological Association annual meeting, Washington, D.C. The authors were supported in part by a grant from the National Science Foundation (SES 79-24905) and by generous research funds from the Stanford Graduate School of Business. The Occupational Analysis Division of the U.S. Employment Service graciously provided data and assisted us in this research. Teri Bush, Kelsa Duffy, and Ann Bucher worked wonders on the manuscript. Howard Aldrich, Glenn Carroll, Paul DiMaggio, Frank Dobbin, John Meyer, Jeffrey Pfeffer, Peter Reiss, and the ASQ editors and reviewers offered assistance and helpful comments on earlier versions of this paper. This paper develops and tests hypotheses about the characteristics of organizations and their environments that favor the proliferation of detailed job titles to describe work roles. A method for measuring the proliferation of job titles is proposed and applied to a sample of 368 diverse work organizations. It is hypothesized that proliferation is linked to four main factors: technical and administrative imperatives; internal political struggles over the division of labor; the institutional environment and its role in shaping personnel practices; and the market environment. Crosssectional and longitudinal analyses indicate that job titles proliferate most in organizations that are large, bureaucratic, rely on firm-specific skills, have a professionalized workforce, and are in institutional sectors. We describe howfragmentation among job titles imposes status gradations and gender distinctions in organizations, noting some important theoretical and practical implications of the phenomenon.*

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.

Job Characteristics and Internal Motivation: The Moderating Effect of Interpersonal and Individual Variables

Abstract: This research examined: (a) the relationship between the internal work motivation of employees and their job performance; and (b) the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation. Results showed positive, significant relationships between the measure of internal motivation and employees' rated work quality, quantity, and effort. In addition, significant relationships between the job characteristics and internal motivation were obtained for employees who were desirous of growth satisfactions and who experienced high satisfaction with their supervisors and co-workers. Implications of the results for future research on job design were discussed.