Topic
Job design
About: Job design is a research topic. Over the lifetime, 9218 publications have been published within this topic receiving 426180 citations.
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TL;DR: A situational focus on learning goals was found to be beneficial for the job search process, leading to more search intentions, more search behavior, and higher reemployment probabilities.
Abstract: Because unemployment has detrimental effects on the well-being of unemployed people, it is important that unemployed individuals move back to work. The present study aimed at improving the understanding of the job search and reemployment process by applying goal orientation theory to job seeking. Using a 3-group field experimental design among 109 unemployed job seekers, the authors examined the effects of situational learning and performance goal orientation on participants' job search intentions, job search behavior, and reemployment status. A situational focus on learning goals was found to be beneficial for the job search process, leading to more search intentions, more search behavior, and higher reemployment probabilities. These effects seemed to be independent of people's dispositional goal orientation. Findings indicate that goal orientation is a promising construct for both science and practice in the field of job seeking.
121 citations
TL;DR: This paper applied a meta-analysis to the public administration literature on job satisfaction to find out what can be learned by applying a meta analysis to public management scholars on the job satisfaction of public administration workers.
Abstract: What can we learn by applying a meta-analysis to the public administration literature on job satisfaction? More generally, how can public management scholars use this method to capitalize on the de...
121 citations
TL;DR: In this paper, an exploratory path analysis was performed using LISREL VI to identify the primary paths affecting equity perceptions and those leading to the outcomes of job performance and voluntary turnover.
Abstract: Data were collected on 365 managers representing five managerial levels in order to provide an initial field test of an equity model based on Adams (1963) and Lawler (1971). Exploratory path analysis was performed using LISREL VI to identify the primary paths affecting equity perceptions and those leading to the outcomes of job performance and voluntary turnover. The primary variables influencing pay equity were salary level, job level, pay valence, and prior job performance. The data suggested that pay equity perceptions have an impact on voluntary turnover but not necessarily on job performance. The impact on turnover, however, was indirect, through its influence on pay satisfaction, job satisfaction, organizational commitment, and intent to leave. The major predictors of job performance were prior job performance and salary level.
120 citations
TL;DR: In this paper, the association between Hungarian employees' job satisfaction and their loyalty to the organisation was investigated, and the inter-relationships revealed that managers' treatment of employees and the positive benefits of social involvement in the workplace had a greater impact on employee loyalty than monetary rewards.
120 citations