Topic
Job design
About: Job design is a research topic. Over the lifetime, 9218 publications have been published within this topic receiving 426180 citations.
Papers published on a yearly basis
Papers
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TL;DR: In this article, the authors examined how job pursuit and application decisions of male and female job applicants are impacted by beliefs about the organization's culture and found that organizational culture interacts with gender to influence applicant attraction.
Abstract: This research examined how job pursuit and application decisions of male and female job applicants are impacted by beliefs about the organization’s culture. Participants responded to questions regarding job pursuit intentions, organizational preference, and organizational choice for two hypothetical organizations, depicted in recruitment brochures as having either a competitive (“masculine”) or supportive (“feminine”) organizational culture in a 2 × 2 repeated measures design. Choosing the supportive culture required the trade-off of lower salary. The results indicate that organizational culture interacts with gender to influence applicant attraction. Men were more likely than women to intend to pursue a job with the competitive organization; however, the majority of both men and women reported stronger interest in working for the supportive organization, even though salary would be lower. This provides an empirical basis for organizational decision makers to integrate more supportive “feminine” values into the organizational culture and to highlight these values in recruitment literature. Perceived organizational culture plays a significant role in applicant decision making and both male and female applicants indicated a willingness to accept a lower salary in return for a supportive organizational culture. This has significance for organizations that seek to attract high quality applicants but whose direct compensation is lower than that offered by competitors. This is the first study to use an experimental design to manipulate organizational culture and salary trade-offs depicted in recruitment literature to examine the impact on applicant attraction.
95 citations
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95 citations
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TL;DR: In this paper, the authors emphasize the need for a strategic approach to job analysis, present a strategic job analysis framework, and discuss implications for organizations, emphasizing the need to be proactive and strategic.
95 citations
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TL;DR: This research used person-job fit theory to examine the relationships between the match in IT developers' preferred and perceived actual role stress (role stress fit) with job satisfaction and organizational commitment and found that self-esteem significantly moderated the relationship between role stress fit and job satisfaction.
95 citations
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TL;DR: In this paper, the authors investigated the effects of core self-evaluations, job autonomy, and intrinsic motivation on employees' perceptions of their in-role job performance, based on a cross-sectional survey of 283 employees in a Fortune Global 100 company.
Abstract: This study investigates the effects of core self-evaluations, job autonomy, and intrinsic motivation on employees' perceptions of their in-role job performance, based on a cross-sectional survey of 283 employees in a Fortune Global 100 company in Korea. The results suggest that employees perceived higher in-role job performance when they had higher core self-evaluations and intrinsic motivation. Intrinsic motivation partially mediated the relationship between core self-evaluations and job performance, and it also fully mediated the relationship from job autonomy to job performance. Thus, to increase motivation and job performance, managers and HRD professionals need to create an integrated strategy incorporating enhancement of selection methods, elements of job redesign, and interpersonal developmental practices such as coaching and mentoring.
95 citations