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 article, a team job crafting was associated with individual performance via the hypothesized sequential mediation paths, and the practical implications of the study are discussed and they conclude that job crafting can be simultaneously used at the team and individual level to improve job performance.
Abstract: Previous research suggests that employee job crafting is positively related to job performance through employee work engagement. The present study expands this individual-level perspective to the team level by hypothesizing that team job crafting relates positively to team performance through team work engagement. In addition, on the basis of social psychological theories about norms, modeling, and emotional contagion in groups, we hypothesize that team job crafting relates to individual performance through (a) individual job crafting and individual work engagement; and (b) team work engagement and individual work engagement. Data was collected among 525 individuals working in 54 teams that provided occupational health services. The results largely supported the hypotheses. Specifically, team job crafting was associated with individual performance via the hypothesized sequential mediation paths. The practical implications of the study are discussed and we conclude that job crafting can be simultaneously used at the team and individual level to improve job performance.
319 citations
TL;DR: This article found that novice teachers' commitment is influenced more by organizational supports for the management of boundary issues, while experienced teachers are more influenced by organizational qualities that affect the core instructional tasks.
Abstract: Six organizational conditions of schools, identified from a review of the social-psychological literature on job design, are found to affect the job commitment of 1,213 teachers from 78 elementary schools throughout Tennessee. The authors divide organizational qualities into those that impinge on the tasks of defining boundaries and implementing the professional teaching task and those that directly affect the core instructional role of the teacher. Theyfind that novice teachers' commitment is influenced more by organizational supports for the management of boundary issues, while experienced teachers are influenced more by organizational qualities that affect the core instructional tasks. They also find that midcareer teachers have a lower commitment to their jobs and place a greater emphasis on task autonomy than do either novices or veterans.
318 citations
TL;DR: It is argued that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general) and this has implications for the study of job attitudes.
Abstract: The present article argues that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general). Specifically, past research has failed to examine the affective-cognitive consistency (ACC) of job attitudes and the implications this has for the strength of the attitude and its relationship with behavior (e.g., job performance). Results from Study 1 suggest ACC is a significant moderator of the job satisfaction-job performance relationship, with those employees higher in ACC showing a significantly larger correlation between job satisfaction and performance than those lower in ACC. Study 2 replicated these findings. Implications for the study of job attitudes, limitations of the current studies, and multiple avenues for future research are discussed.
315 citations
315 citations
TL;DR: Pro proactive personality significantly influenced the success of college graduates' job search, was partially mediated through job search self-efficacy and job search behavior, and was independent of self-esteem and conscientiousness.
Abstract: The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. Job seekers were surveyed at 2 separate points in time, once 3-4 months prior to graduation and once 2-3 months following graduation. The results suggest that proactive personality (a) significantly influenced the success of college graduates' job search, (b) was partially mediated through job search self-efficacy and job search behavior, and (c) was independent of self-esteem and conscientiousness. The findings are discussed in terms of their general implications for understanding the nature of the process through which distal personality factors, such as proactive personality, affect the nature and success of an individual's job search.
312 citations