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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: In this article, the negative relationship between personal alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement, and moderate support for the quality-of-work-life model.
Abstract: It was hypothesized that personal alienation has a negative impact on organizational identification. The negative relationship between alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement. More specifically, it was hypothesized that alienation increases need deprivation, which in turn decreases job satisfaction, which in turn decreases job involvement, which ultimately decreases organizational identification. A study was conducted involving 219 service deliverers to the elderly. Self-report measures were administered. The data was subjected to a path analysis. The results provided moderate support for the quality-of-work-life model. Management implications are discussed.

101 citations

Journal ArticleDOI
TL;DR: This article examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China, and found that various facets of job satisfaction mediated the relationships among work values and organisational commitment.
Abstract: This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of job satisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job satisfaction. In turn, job satisfaction influenced their organizational commitment. The effects of various job satisfaction facets varied, with job autonomy satisfaction being a stronger predictor of organizational commitment than pay satisfaction. Theoretical and managerial implications are discussed.

101 citations

01 Jun 2008
TL;DR: In this article, the authors examined the impact of job satisfaction on performance and found that there exists a positive correlation between job satisfaction and performance of employees in twenty private sector organizations covering five industries.
Abstract: Employee attitudes are important to management because they determine the behavior of workers in the organization. The commonly held opinion is that “A satisfied worker is a productive worker”. A satisfied work force will create a pleasant atmosphere within the organization to perform well. Hence job satisfaction has become a major topic for research studies. The specific problem addressed in this study is to examine the impact of job satisfaction on performance. It considered which rewards (intrinsic and extrinsic) determine job satisfaction of an employee. It also considered influence of age, sex and experience of employees on level of job satisfaction. In addition it investigated in most satisfying event of an employee in the job, why employees stay and leave the organization. Data were collected through a field survey using a questionnaire from three employee groups, namely Professionals, Managers and Non-managers from twenty private sector organizations covering five industries. The analysis data revealed that there exists positive correlation between job satisfaction and performance of employees.

100 citations

Journal ArticleDOI
TL;DR: The authors applied a three component model of communication competence (motivation, knowledge, and skill) within an organizational context and analyzes the relationship between job performance, knowledge and skill in order to evaluate the communication competence.
Abstract: This study applies a three component model of communication competence (motivation, knowledge, and skill) within an organizational context and analyzes the relationship between job performance, pos...

100 citations

Journal ArticleDOI
TL;DR: The authors evaluate the empirical relevance of the Job Characteristics Model of Hackman and Oldham in the modern organizational environment using unique, nationally representative data from a survey of British establishments and find the results for task variety are stronger for the performance-related outcomes than for worker satisfaction.
Abstract: We evaluate the empirical relevance of the Job Characteristics Model of Hackman and Oldham in the modern organizational environment using unique, nationally representative data from a survey of British establishments. The data contain information on a large number of establishments and multiple workers within each establishment. The results generally support the Job Characteristics Model's predictions that task variety and worker autonomy are positively associated with labour productivity and product quality and that autonomy is positively associated with worker satisfaction. In contrast to previous studies, we find the results for task variety are stronger for the performance-related outcomes than for worker satisfaction. The theoretically predicted moderating effect of context satisfaction is largely unsupported in the data.

100 citations


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