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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.


Papers
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Journal ArticleDOI
TL;DR: A review of job design research and sociotechnical systems theory suggests that both of these approaches converge in their emphasis on a common set of job characteristics as important to employee satisfaction and motivation.

271 citations

Journal ArticleDOI
TL;DR: In this paper, the impact of multi-faceted measures of job satisfaction on customer oriented behaviours demonstrated by service providers is discussed, together with recommendations for managers and suggestions for further research.
Abstract: Considers the impact of multi‐faceted measures of job satisfaction on customer‐oriented behaviours demonstrated by service providers. Reveals how overall job satisfaction, together with specific satisfaction related to supervision, colleagues, promotion and work are positively related to customer‐orientation, while satisfaction with pay is not of significance in this case. Discusses recommendations for management and suggestions for further research.

269 citations

Journal ArticleDOI
TL;DR: The authors examined the dynamic interplay among job demands, job control, and work self-determination in order to predict burnout dimensions and found that job control moderate the unhealthy effects of job demands in predicting emotional exhaustion and depersonalization only for employees with high levels of work selfdetermination.

269 citations

Journal ArticleDOI
Barry Gerhart1
TL;DR: In this article, the authors examined the impact of job complexity on job satisfaction and found that changes in situational factors such as job complexity are important predictors of job satisfaction, consistent with Hackman and Oldham's (1975, 1976) job design model.
Abstract: According to recent research, stable dispositional factors may result in considerable consistency in attitudes such as job satisfaction across time and situations. If true, this finding may have important implications. For example, Staw and Ross (1985) argued that "many situational changes such as job redesign . . . may not affect individuals as intended." Such personnel programs "may be prone to failure because they must contend with attitudinal consistency" (p. 478). The present article has two purposes. Fiist, methodological and conceptual problems with the Staw and Ross assessment of the impact of situational and dispositional factors on job satisfaction are discussed. Second, given Staw and Ross's focus on job redesign, this article examines the impact on job satisfaction of changes in two very different measures of job complexity. Findings indicate that changes in situational factors such as job complexity are important predictors of job satisfaction, consistent with Hackman and Oldham's (1975, 1976) job design model. In contrast, measurement problems preclude accurate assessment of the predictive power of dispositional factors. Contrary to the concern raised by Staw and Ross (1985) and Staw, Bell, and Clausen (1986), it does not appear likely that the success of personnel programs will be significantly constrained by the influence of attitudinal consistency. Locke (1969) denned job satisfaction as "a function of the perceived relationship between what one wants from one's job and what one perceives it as offering". Presumably, this definition points to the importance of both dispositional and situational factors as determinants of job satisfaction. In practice, however, Mitchell (1979) suggested that personality variables have received relatively little attention in empirical research on

268 citations

Journal ArticleDOI
TL;DR: In this paper, boundary conditions that surround the importance of perceived person-organization (P-O) fit for work-related attitudes and decisions were examined, and it was found that P-O fit is more strongly related to satisfaction and job choice decisions when needs-supplies (N-S) job fit or demands-abilities (D-A) jobfit is low, and that job choice decision for highly conscientious individuals.
Abstract: This study examined boundary conditions that surround the importance of perceived person-organization (P-O) fit for work-related attitudes and decisions. The authors hypothesized that P-O fit is more strongly related to satisfaction and job choice decisions when needs-supplies (N-S) job fit or demands-abilities (D-A) job fit is low, and that P-O fit is more strongly related to job choice decisions for highly conscientious individuals. Hypotheses were tested among 299 participants in a 12-week internship program. Results indicated that P-O fit was more strongly related to satisfaction when individuals experienced low N-S job fit. P-O fit was more strongly related to job choice intentions when individuals experienced low D-A job fit or were highly conscientious. Finally, P-O fit was related to job offer acceptance for highly conscientious individuals.

268 citations


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