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: In this article, the relationship between job satisfaction and organizational commitment is examined, and the authors discuss the definitions of each of the three types of commitment measures and their relationship with job satisfaction.
Abstract: In this article the authors discuss research they have conducted that examines the relationship between job satisfaction and organizational commitment. They briefly discuss the definitions of each ...
535 citations
533 citations
TL;DR: The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence as discussed by the authors, and the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement.
Abstract: The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence. To bring coherence to the diffuse body of literature on engagement, the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement. The authors identified six distinct conceptualizations of engagement, with the field dominated by the Utrecht Group's ‘work engagement’ construct and measure, and by the theorization of engagement within the ‘job demands–resources’ framework. Five groups of factors served as antecedents to engagement: psychological states; job design; leadership; organizational and team factors; and organizational interventions. Engagement was found to be positively associated with individual morale, task performance, extra-role performance and organizational performance, and the evidence was most robust in relation to task performance. However, there was an over-reliance on quantitative, cross-sectional and self-report studies within the field, which limited claims of causality. To address controversies over the commonly used measures and concepts in the field and gaps in the evidence-base, the authors set out an agenda for future research that integrates emerging critical sociological perspectives on engagement with the psychological perspectives that currently dominate the field.
532 citations
TL;DR: The authors developed a framework for assessing how differential incentive policies affect teacher commitment, identifying seven key workplace conditions that contribute to teacher commitment: job design characteristics, feedback, autonomy, participation, collaboration, learning opportunities, and resources.
Abstract: The push for more complex, intellectually demanding approaches to teaching suggests that teacher commitment will continue to be important for effective education. This article develops a framework for assessing how differential incentive policies affect teacher commitment. It identifies seven key workplace conditions that contribute to teacher commitment: job design characteristics, feedback, autonomy, participation, collaboration, learning opportunities, and resources. This framework is used to assess the effects of such differential incentive policies as merit pay and career ladders. The selection mechanisms in these two programs are found to reduce autonomy and collaboration, but the job enrichment aspects of career ladders are found to increase participation, collaboration, and resources. We recommend combining policies that increase participation, collaboration, and feedback rather than continuing to experiment with differential incentives.
527 citations
TL;DR: In this paper, the authors extend the Job Characteristics Model (JCM) to the lean production context to explain the theoretical relationship between job characteristics and motivational outcomes in lean production, and conclude that a configuration of lean production practices is more important for worker intrinsic motivation than are independent main effects, and that motivation may be limited by excessive leanness.
523 citations