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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: Thirty-three items originally developed to measure three dimensions of nurses' job satisfaction were subjected to a series of checks designed to determine the number of dimensions being measured and the reliability and validity of the measures of these dimensions.
Abstract: Thirty-three items originally developed to measure three dimensions of nurses' job satisfaction were subjected to a series of checks designed to determine the number of dimensions being measured and the reliability and validity of the measures of these dimensions. Although the hypothesis of only three dimensions was not supported, the eight interpretable factors that did emerge could meaningfully be placed within these three dimensions. The eight factors were satisfaction with extrinsic rewards, scheduling, family/work balance, co-workers, interaction, professional opportunities, praise/recognition, and control/responsibility. Internal consistency and test-retest reliabilities are reported, as well as checks for criterion-related and construct validity.

459 citations

Journal ArticleDOI
TL;DR: It is argued that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce job strain and practical suggestions for minimizing job strain are proposed.
Abstract: Suppressing and faking emotional expressions depletes personal resources and predicts job strain for customer-contact employees. The authors argue that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce this strain. With a survey study of 196 employees from the United States and France, the authors supported that high job autonomy buffered the relationship of emotion regulation with emotional exhaustion and, to a lesser extent, job dissatisfaction. The relationship of emotion regulation with job dissatisfaction also depended on the emotional culture; the relationship was weaker for French customer-contact employees who were proposed to have more personal control over expressions than U.S. employees. Theoretical and research implications for the emotion regulation literature and practical suggestions for minimizing job strain are proposed.

458 citations

Journal ArticleDOI
TL;DR: The authors found that PWB moderates the relation between job satisfaction and job performance, and this moderating effect of PWB may account for some of the inconsistent results of previous studies.
Abstract: This research provides further clarification to the age-old quest to better understand the happy/ productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r .36, p .01, 95% CI .18 to .52) and psychological well-being (PWB; r .43, p .01, 95% CI .26 to .58) were associated with supervisory performance ratings. Using Fredrickson’s (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson’s model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies.

458 citations

Journal ArticleDOI
TL;DR: In this paper, four different measures of job satisfaction are related to a variety of personal and job characteristics: satisfaction with influence over job, amount of pay, satisfaction with sense of achievement, and satisfaction with respect from supervisors.
Abstract: Recently there has been a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labour market behaviour such as productivity, quits and absenteeism. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. The data used are from the 28 240 British employees in the Workplace Employee Relations Survey, 1997. This data set is larger and more recent than in any previous studies. Four measures of job satisfaction that have not previously been used are considered: satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement; and satisfaction with respect from supervisors. The paper contributes to the literature by analysing job satisfaction with respect to industrial composition and occupations. One of the striking findings is that those in the education and health sectors are less satisfied with their pay but more satisfied with their sense of achie...

456 citations

Book ChapterDOI
22 Jan 2004
TL;DR: In this paper, the authors argue that learning environments that offer employees diverse forms of participation foster learning at work, and they use case study evidence to illuminate the relationship between work and learning in relation to three participatory dimensions: opportunities for engaging in multiple communities of practice at and beyond the workplace; access to a multidimensional approach to the acquisition of expertise through the organisation of work and job design; and the opportunity to pursue knowledge-based courses and qualifications relating to work.
Abstract: This chapter argues that learning environments that offer employees diverse forms of participation foster learning at work Case study evidence is used to illuminate the relationship between work and learning in relation to three participatory dimensions: (1) opportunities for engaging in multiple (and overlapping) communities of practice at and beyond the workplace; (2) access to a multidimensional approach to the acquisition of expertise through the organisation of work and job design; and (3) the opportunity to pursue knowledge-based courses and qualifications relating to work Our research indicates that where organisations have created 'expansive learning environments' and practise an expansive approach to learning, they also provide the basis for the integration of personal and organisational development

454 citations


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