Job design

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

Managing job stress in nursing: what kind of resources do we need?

Abstract: Title. Managing job stress in nursing: what kind of resources do we need? Aim. This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. Background. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Method. Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59·4%). Data were analyzed by hierarchical regression analyses. Results. High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Conclusion. Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being.

Self-presentation processes in job analysis: a field experiment investigating inflation in abilities, tasks, and competencies.

Abstract: Although job analysis is a widely used organizational data collection technique, little research has investigated the extent to which job analysis information is affected by self-presentation processes. This study represents the first direct test of the propositions offered by F. P. Morgeson and M. A. Campion (1997) concerning self-presentation in job analysis measurement. Using an experimental design, the authors examined job incumbent response differences across ability, task, and competency statements. Results indicated that ability statements were more subject to inflation than were task statements across all rating scales. Greater endorsement of nonessential ability statements was responsible for the differences. This produced higher endorsement of ability items but lower mean ratings. Finally, frequency and importance ratings of global competency statements were generally higher than decomposed ability and task scales, but required-at-entry judgments demonstrated the opposite relationship. Job analysis data is perhaps the most widely gathered type of organizational information for developing human resource (HR) management systems. It forms the foundation upon which many important HR management systems are built (Butler & Harvey, 1988), including selection systems, training programs, performance management programs, and compensation systems. The seemingly straightforward character of collecting information about jobs has led many to assume that job analysis methods result in reliable, valid, and unbiased information. It has recently been suggested, however, that job analysis information may be subject to numerous social and cognitive sources of inaccuracy (Morgeson & Campion, 1997). Such inaccuracies can negatively affect the HR systems that rely on job analysis. This study examined how selfpresentation processes can serve to inflate job analysis responding and represents the first direct test of the propositions outlined by

Work climate, work values and professional commitment as predictors of job satisfaction in nurses.

Abstract: Aim To investigate the effect of some psychosocial variables on nurses’ job satisfaction. Background Nurses’ job satisfaction is one of the most important factors in determining individuals’ intention to stay or leave a health-care organisation. Literature shows a predictive role of work climate, professional commitment and work values on job satisfaction, but their conjoint effect has rarely been considered. Methods A cross-sectional questionnaire survey was adopted. Participants were hospital nurses and data were collected in 2011. Results Professional commitment and work climate positively predicted nurses’ job satisfaction. The effect of intrinsic vs. extrinsic work value orientation on job satisfaction was completely mediated by professional commitment. Conclusions Nurses’ job satisfaction is influenced by both contextual and personal variables, in particular work climate and professional commitment. According to a more recent theoretical framework, work climate, work values and professional commitment interact with each other in determining nurses’ job satisfaction. Implications for nursing management Nursing management must be careful to keep the context of work tuned to individuals’ attitude and vice versa. Improving the work climate can have a positive effect on job satisfaction, but its effect may be enhanced by favouring strong professional commitment and by promoting intrinsic more than extrinsic work values.

Predicting nurses' well-being from job demands and resources: a cross-sectional study of emotional labour.

Abstract: Aim: The aim of the present study was to investigate the effects of job demands and resources as well as emotional labour on job satisfaction and emotional exhaustion among nurses. Background: While emotional labour is a construct that has considerable significance in health care as nurses often need to express organizationally desired emotions, little research has investigated the relationships between emotional labour, job demands and resources in the prediction of nurses well-being. Methods The questionnaire was distributed to 450 registered nurses (RN) working in a teaching hospital in Taiwan during February 2007, of which 240 valid questionnaires were returned and analysed (53.33% response rate). In addition to descriptive statistics and correlation, structural equation modelling (LISREL 8.8) was conducted. Results: The findings showed that the frequency of interacting with difficult patients positively related to surface acting. Perceived organizational support (POS) positively related to deep acting and negatively to surface acting. The results also showed that surface acting related negatively, and deep acting related positively, to job satisfaction. The frequency of interactions with difficult patients related positively to emotional exhaustion, and negatively to job satisfaction. Perceived organizational support related negatively to emotional exhaustion and positively to job satisfaction. Conclusions: The results suggest that job demands, resources and emotional labour can predict nurses well-being. Implications for Nursing Management: The results of the present study indicate that nurses well-being can be predicted by job demands, resources and emotional labour. There is a need to address organizational support and training programmes to enhance job satisfaction and reduce emotional exhaustion among nurses.

Motivating Language in Industry: Its Impact on Job Satisfaction and Perceived Supervisor Effectiveness

Abstract: This article reports on a study of the use of motivating language (ML) by employees of the southeast regional division of a Fortune 500 company. The relationship between the supervisory use of ML, ...