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, a three-wave weekbook study was designed to gain more knowledge about the influence of job crafting on person-job fit and meaningfulness, finding that individuals who crafted their job by increasing their job resources and decreasing their hindering job demands (e.g., less emotional job demands) reported higher levels of person -job fit the next week.
376 citations
DOI•
01 May 1985
TL;DR: A review of the literature on job satisfaction and organizational commitment is presented in this paper, where the authors focus on the measurement of satisfaction, methods of studying satisfaction, the determinants of satisfaction and the consequences of satisfaction.
Abstract: : The literature on job satisfaction and organizational commitment is reviewed. Job satisfaction is defined and current theoretical perspectives identified. Subsequent discussion focuses on the measurement of satisfaction, methods of studying satisfaction, the determinants of satisfaction, and the consequences of satisfaction. A parallel treatment of organizational commitment follows. Finally, agendas for future theory and research are summarized.
373 citations
TL;DR: In this article, a more focused measure of control was used to measure the stress-enhancing effect of job demands among 367 Dutch nurses from 18 intensive care units, and two individual characteristics (i.e., active coping and need for control) were included as potential moderators in the job demand-control model.
Abstract: Empirical research on Karasek's job demand–control (JD-C) model has often failed to demonstrate the predicted interaction effect of high job demands and low job control on measures of strain. It has been suggested that the conceptualization of the control dimension as well as the neglect of workers' individual characteristics in the JD-C model may be responsible for its relative lack of empirical support. In the current study among 367 Dutch nurses from 18 intensive care units, a more focused measure of control was used. In addition, two individual characteristics (i.e. active coping and need for control) were included as potential moderators in the JD-C model. The demand-control interaction effect as predicted by the JD-C model could not be demonstrated. However, active coping turned out to moderate the interaction between job demands and job control. A misfit between level of control and individual coping style intensified the stress-enhancing effect of job demands. Further research on the extension of the JD-C model with personal characteristics is recommended.
370 citations
TL;DR: This paper found that both linear and non-linear components are present in relationships between job features and well-being, and that there is no evidence for a synergistic interaction between decision latitude and job demands.
Abstract: Karasek (1979) drew attention to the possibilities that job characteristics may be non-linearly associated with employee well-being, and that they may combine interactively in relation to well-being. This paper examines those issues, and finds that both linear and non-linear components are present in relationships between job features and well-being. However, there is no evidence for a synergistic interaction between decision latitude and job demands. Those job features are differentially predictive of two aspects of well-being: job-related depression-enthusiasm and anxiety-contentment.
369 citations