Job design

About: Job design is a research topic. Over the lifetime, 9218 publications have been published within this topic receiving 426180 citations.

Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Welfare Workers

Abstract: High commitment expresses willingness to contribute to the environment as part of a belief in common values and goals. In the world of labor, job involvement expresses a partnership of values and organizational goals and a desire to support the organization in order to achieve the same goals. Welfare organizations serve as an example of the importance of job involvement and organizational commitment to promote professional and effective work. This study has a dual focus. First, it examines the concepts of organizational commitment and job involvement in welfare organizations in Israel. Second, it studies the influence of these factors on job satisfaction and on withdrawal intentions in the context of welfare organizations. The study population included 330 employees in a welfare organization that provides community services. There were 220 respondents. The findings of the study show that continuance and affective organizational commitments affect job satisfaction. Both career commitment and job s...

Where intrinsic job satisfaction fails to work: National moderators of intrinsic motivation

Abstract: This study sought for national characteristics that moderate the individual-level relationship between job characteristics and job satisfaction. Data from two distinct questionnaire surveys administered to 107,292 employees in 49 countries was analyzed by employing multilevel modeling. Results showed that the link between intrinsic job characteristics and job satisfaction is stronger in richer countries, countries with better governmental social welfare programs, more individualistic countries, and smaller power distance countries. By contrast, extrinsic job characteristics are strongly and positively related to job satisfaction in all countries. In addition, we found that intrinsic job characteristics tend to produce motivating satisfaction in countries with good governmental social welfare programs irrespective of the degree of power distance, while they do not tend to work so in countries with poor governmental social welfare programs as well as a large power distance culture. Socio-economic and cultural approaches to explaining cross-national variation in work motivation are discussed. Copyright (C) 2003 John Wiley Sons, Ltd.

Psychological consequences of fixed-term employment and perceived job insecurity among health care staff.

Abstract: The present study sought to clarify the roles of fixed-term employment and perceived job insecurity in relation to an employee's job attitudes (job satisfaction, turnover intentions) and well-being (work engagement, job exhaustion). Specifically, we examined which of the two situations, high subjective job insecurity and a permanent job (i.e., violation hypothesis) or high subjective job insecurity and a fixed-term job (i.e., intensification hypothesis), would lead to the most negative job attitudes and well-being. Data from 736 employees in one Finnish health care district were collected by questionnaires. The results supported the violation hypothesis: Under conditions of high perceived job insecurity permanent employees had lower levels of job satisfaction and work engagement as well as a higher level of job exhaustion than fixed-term employees, whereas under conditions of a low level of perceived job insecurity there were no differences between permanent and fixed-term employees in this respect. Gener...