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
More filters
TL;DR: In this paper, the authors investigated the effects of ethical climate on salesperson's role stress, job attitudes, turnover intention, and job performance and found that ethical climate results in lower role conflict and role ambiguity and higher satisfaction, which leads to lower turnover intention and organizational commitment.
Abstract: This study builds on previous research to investigate the effects of ethical climate on salesperson’s role stress, job attitudes, turnover intention, and job performance. Responses from 138 salespeople who work for a large retailer selling high-end consumer durables at 68 stores in 16 states were used to examine the process through which ethical climate affects organizational variables. This is the first study offering empirical evidence that both job stress and job attitudes are the mechanisms through which a high ethical climate leads to lower turnover intention and higher job performance. Results indicate that ethical climate results in lower role conflict and role ambiguity and higher satisfaction, which, in turn, leads to lower turnover intention and organizational commitment. Also, findings indicate that organizational commitment is a significant predictor of job performance.
345 citations
TL;DR: In this article, the authors examined the effects of employees' perceptions of political motives in performance appraisal on their job satisfaction and intention to quit using survey data from an occupationally heterogeneous sample of white-collar employees from various organizations.
Abstract: There is evidence that performance ratings are often manipulated for political purposes. The present study examined the effects of employees' perceptions of political motives in performance appraisal on their job satisfaction and intention to quit using survey data from an occupationally heterogeneous sample of white‐collar employees (N=127) from various organizations. Regression analysis results indicated that when employees perceived performance ratings to be manipulated because of raters' personal bias and intent to punish subordinates they expressed reduced job satisfaction that, in turn, led to greater intentions to quit their jobs. Manipulations of ratings for motivational purposes, however, had no effect on job satisfaction and turnover intention.
344 citations
TL;DR: In this paper, the effects of education level on job performance were investigated in a meta-analysis on the relationships between education level and 9 dimensions of job behaviors representing task, citizenship, and counterproductive performance.
Abstract: This study looks at the effects of education level on job performance in 2 ways. First, it provides a meta-analysis on the relationships between education level and 9 dimensions of job behaviors representing task, citizenship, and counterproductive performance. Results here show that, in addition to positively influencing core task performance, education level is also positively related to creativity and citizenship behaviors and negatively related to on-the-job substance use and absenteeism. Second, we investigate the moderating effects of sample and research design characteristics on the relationships between education and job performance. Significant results were found for gender, race, job level, and job complexity. The article concludes with implications for future research and the management of an increasingly educated workforce.
344 citations
TL;DR: The authors examined relationships among job scope, perceived fit between job demands and ability, and stress, and found that people with complex jobs who perceived fit experienced less exhaustion and anxiety than those perceiving misfit.
Abstract: This study examined relationships among job scope, perceived fit between job demands and ability, and stress. Data on scope and stress were provided by 418 full-time employees. Ratings of job complexity from the Dictionary of Occupational Titles (DOT) and the Occupational Prestige Index (OP) also measured job scope. All three job scope measures had a U-shaped curvilinear relationship with emotional exhaustion. Anxiety had a negative association with incumbent-reported job scope but none with the DOT and OP measures. Perceived demands-ability fit moderated the relationship between the DOT and OP measures and stress. People with complex jobs who perceived fit experienced less exhaustion and anxiety than those perceiving misfit. In research on job design, leading thinkers have viewed high job scope as functional for organizations and their members. Hackman and Oldham's job characteristics model (1976, 1980) exemplifies this view. Although the magnitude of the motivating potential inherent in job scope
344 citations
TL;DR: In this paper, three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance, and found that architectural privacy was correlated with job satisfaction and performance.
Abstract: Three correlational studies examined relationships among architectural privacy, psychological privacy, job satisfaction, and job performance. Results of all three studies showed architectural priva...
342 citations