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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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Journal ArticleDOI
TL;DR: The authors propose that dispositions influence employees' equilibrium or adaptation level of job satisfaction, and influence the speed at which job satisfaction returns to equilibrium after one is exposed to a workplace event.
Abstract: Research suggests that the stability of job satisfaction is partially the result of dispositions (J. J. Connolly & C. Viswesvaran, 2000; C. Dormann & D. Zapf, 2001; T. A. Judge & J. E. Bono, 2001a; T. A. Judge, D. Heller, & M. K. Mount, 2002). Opponent process theory (R. L. Solomon & J. D. Corbit, 1973, 1974) and adaptation-level theory (H. Helson, 1948) are alternative explanations of this stability that explain how environmental effects on job satisfaction dissipate across time. On the basis of an integration of these explanations, the authors propose that dispositions (a) influence employees' equilibrium or adaptation level of job satisfaction, (b) influence employees' sensitivity to workplace events, and (c) influence the speed at which job satisfaction returns to equilibrium after one is exposed to a workplace event. Research and applied implications are discussed.

104 citations

Journal ArticleDOI
TL;DR: Analysis of the results show that MIS managers perceive their jobs to contain all the necessary ingredients for motivation, in two areas, however, problems exist; low social need and high growth need of MIS managers, compared to other managers.
Abstract: A national study of key factors for motivation was conducted for three levels of MIS management Analysis of the results show that MIS managers perceive their jobs to contain all the necessary ingredients for motivation, in two areas, however, problems exist MIS mangers at all three levels perceive supervisory feedback as needing improvement So do their subordinates, as identified in a previous study Also, the survey revealed both low social need and high growth need of MIS managers, compared to other managers These characteristics man inhibit effective communication, both within subordinates and with other managers Once recognized, the negative aspects of these characteristics may be counteracted, with techniques previously proven in behavioral science

104 citations

Posted Content
TL;DR: The authors found that future wage expectations and career aspirations have a significant effect on job satisfaction and provide better fit than some ad-hoc measures of relative wage, and that several variables relating to job match quality also impact on the level of job satisfaction.
Abstract: Empirical studies on job satisfaction have relied on two hypotheses: firstly, that wages are exogenous in a job satisfaction regression and secondly, that appropriate measures of relative wage can be inferred. In this paper we test both assumptions using two cohorts of UK university graduates. We find that controlling for endogeneity, the direct wage effect on job satisfaction doubles. Several variables relating to job match quality also impact on job satisfaction. Graduates who get good degrees report higher levels of job satisfaction, as do graduates who spend a significant amount of time in job search. Finally we show that future wage expectations and career aspirations have a significant effect on job satisfaction and provide better fit than some ad-hoc measures of relative wage.

104 citations

Journal ArticleDOI
TL;DR: In this article, the authors discuss job demands and resources (JD-R) theory, which represents an extension of the Job Demands-Resources model and is inspired by job design and job stress theories.

104 citations

Journal ArticleDOI
TL;DR: In this article, the authors used data from the 2004 Workplace Employee Relations Survey to investigate the associations between job characteristics and employee voice and well-being, and they found that both measures of wellbeing are negatively related to job demands and positively related with job control.
Abstract: Job characteristics are often omitted when analysing job satisfaction, but these are crucial to work psychology models, such as the Karasek model. There has also been a neglect of non-union voice. This study uses data from the 2004 Workplace Employee Relations Survey to investigate the associations between job characteristics and employee voice and well-being. Improvements in the survey from that of 1998 mean that we can examine two dimensions of well-being: job satisfaction and the less studied anxiety–contentment. Support is found for the basic Karasek model that both measures of well-being are negatively related to job demands and positively related to job control; moreover, high job controls reduce the negative association between job demands and both measures. Supportive management is also related to both measures but does not play the buffering role between demands and well-being that job control does. Union membership is found to be unrelated to job satisfaction and anxiety–contentment, but a perception of consultative management is.

104 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2023162
2022285
2021118
202097
2019123
2018141