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 paper, the impact of several organizational climate variables on job satisfaction of a cross-section of industrial salesmen was investigated, and it was shown that climate affects job satisfaction.
Abstract: This report concerns the impact of several organizational climate variables on the job satisfaction of a cross-section of industrial salesmen. To gain greater insight into how climate affects salem...
388 citations
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TL;DR: Evidence points to the limited utility of economic arguments for the acceptance of health promotion projects and a combination of person-focused and organization-focused approaches is the most promising.
Abstract: Interventions that aim at improving health by changing the organization of work-in terms of task characteristics, work conditions, and social aspects-have shown their potential, but results are mixed, and many studies do not use their methodological potential. It is proposed that interventions at the organizational level are likely to have a more diverse effect than at the individual level, as the number of subsystems, with potentially diverging interests, is larger. Even well-implemented interventions are not likely to lead to improvements in all parameters for all participants, and trade-offs have to be considered. Methodological improvement is necessary but should not only focus on design issues, but also on careful documentation and subgroup analyses. A combination of person-focused and organization-focused approaches is the most promising. Finally, evidence points to the limited utility of economic arguments for the acceptance of health promotion projects; the necessity of professional trust is therefore emphasized.
386 citations
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TL;DR: The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior.
Abstract: In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.
385 citations
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TL;DR: In this paper, the authors investigated a specific job context, specifically, naval officer trainees undergoing their sea training, and found that a general model of stress is unhelpful in identifying the predictors of stress and job satisfaction in specific job contexts.
Abstract: Applied research indicates strong connections between dimensions of the work place, stress and job satisfaction. Yet, there is an absence of theory to provide conceptual understanding of these relationships. In 1999, Sparks and Cooper advocated using job‐specific models of stress as a way of developing a better understanding of the relationships. The current study adopted this recommendation and investigated a specific job context, specifically, naval officer trainees undergoing their sea training. The results indicate that a general model of stress is unhelpful in identifying the predictors of stress and job satisfaction in specific job contexts. Instead, the authors recommend identifying salient workplace dimensions rather than a broad‐brush approach when seeking workplace associations with stress.
384 citations
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01 Jul 2001TL;DR: The study suggests that work characteristics are important antecedents of safe working, and organizational commitment fully mediated the effect of job autonomy on safe working and partially mediated the effects of communication quality.
Abstract: The direct and indirect effects of work characteristics on self-reported safe working were investigated in a longitudinal study of frontline manufacturing employees (N = 161). The work characteristics included job autonomy, role overload, role conflict, supportive supervision, training adequacy, job security, and communication quality. Job autonomy and communication quality were positively associated with safe working after prior levels of these variables were controlled for, and supportive supervision had a lagged positive effect on safe working 18 months later. Additional analyses showed that organizational commitment fully mediated the effect of job autonomy on safe working and partially mediated the effect of communication quality on safe working. The study suggests that work characteristics are important antecedents of safe working.
383 citations