Job design

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

Work design influences: A synthesis of multilevel factors that affect the design of jobs

Abstract: High-quality work design is a key determinant of employee well-being, positive work attitudes, and job/organizational performance. Yet, many job incumbents continue to experience deskilled and demo...

Job satisfaction theories: Traceability to employee performance in organizations

Abstract: Job satisfaction and employee performance has been a topic of research for decades. Whether job satisfaction influences employee satisfaction in organizations remains a crucial issue to managers and psychologists. That is where the problem lies. Therefore, the objective of this paper is to trace the relationship between job satisfaction and employee performance in organizations with particular reference to Nigeria. Related literature on the some theories of job satisfaction such as affective events, two-factor, equity and job characteristics was reviewed and findings from these theories indicate that a number of factors like achievement, recognition, responsibility, pay, work conditions and so on, have positive influence on employee performance in organizations. The paper adds to the theoretical debate on whether job satisfaction impacts positively on employee performance. It concludes that though the concept of job satisfaction is complex, using appropriate variables and mechanisms can go a long way in enhancing employee performance. It recommends that managers should use those factors that impact employee performance to make them happy, better their well being and the environment. It further specifies appropriate mechanisms using a theoretical approach to support empirical approaches which often lack clarity as to why the variables are related.

The impact of knowledge sharing on the relationship between organization culture and job satisfaction: the perception of Information Communication and Technology (ICT) practitioners in Hong Kong

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

Effects of Individual and Organizational Factors on Job Satisfaction and Intent to Stay in the Hotel and Restaurant Industry

Abstract: While employee turnover has long been recognized as a critical factor to be effectively managed by the hospitality industry, there has been little effort aimed at developing a systematic model to address and predict employee intentions to stay. This research investigated the effects of individual and organizational factors on job satisfaction and intent to stay of hotel and restaurant employees. Analysis of 221 responses obtained from a survey reveals that “job characteristics”, “participative decision-making”, and “pressure/stress”, can be good predictors of “job satisfaction”, while “supervisory leadership” and “intrinsic motivation” may not be a good predictors of “job satisfaction”. Somewhat unpredictably, both “intrinsic motivation” and “supervisory leadership” emerge as sound predictors of employee “intent to stay”. Based on the findings, several managerial implications are discussed.