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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.


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Journal ArticleDOI
06 Aug 2012
TL;DR: In this paper, the authors examined how human resource management practices relate to employee creativity and organizational innovation and found that four HRM practices, hiring and selection, reward, job design and teamwork, were positively related to employee creativaity while training and performance appraisal were not.
Abstract: Using a sample of 106 firms in China, we examined how human resource management (HRM) practices relate to employee creativity and organizational innovation. In order to avoid common method bias, the data were collected from three different groups of respondents separately. Our results showed that four HRM practices, hiring and selection, reward, job design and teamwork, were positively related to employee creativaity while training and performance appraisal were not. Employee creativity fully mediated the relationships between those four HRM practices and organizational innovation. Results suggest that HRM practices can play an important role in managing people to promote innovation in Chinese organizations.

244 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself).
Abstract: This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction with pay. A professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction.

243 citations

Journal ArticleDOI
TL;DR: In this article, a model of perceptions of organizational politics was developed and tested using a sample of 208 Malaysian employees from diverse occupations and organizations using a path analysis on the survey data, which showed that job ambiguity, scarcity of resources, and trust climate were significant predictors of perceived organizational politics and mediated the effects of these situational antecedents on job stress, job satisfaction, and turnover intention.
Abstract: A model of perceptions of organizational politics was developed and tested using a sample of 208 Malaysian employees from diverse occupations and organizations. Results of a path analysis on the survey data showed that job ambiguity, scarcity of resources, and trust climate were significant predictors of perceptions of organizational politics. Perceptions of organizational politics, in turn, mediated the effects of these situational antecedents on job stress, job satisfaction, and turnover intention. Specifically, employees who perceived a high level of politics in their workplace reported higher levels of stress, lower levels of job satisfaction, and higher levels of intention to quit than did employees who perceived a low level of politics. Implications of the findings and suggestions for future research are discussed.

243 citations

Journal ArticleDOI
TL;DR: In this article, a multi-level study of the black box of HRM in an Australian cinema chain, a standardized service environment, has been conducted, showing that compliance with company policies is positively associated with rated performance rather than customer-oriented behaviour.
Abstract: This multi-level study analyses the ‘black box’ of HRM in an Australian cinema chain, a standardized service environment. Management's espoused goals for the casual workers who run the cinema service include attempts to build customer-oriented behaviour, both directly and via empowerment, and also efforts to ensure compliance with company policies and to enhance employee commitment. Our analysis of an employee survey and supervisory performance ratings shows that it is behavioural compliance that is positively associated with rated performance rather than customer-oriented behaviour. While customer service is an important value, it is willing engagement with a highly scripted, efficiency-oriented work process that makes it happen, not a more empowering form of work design. On the other hand, the management process also fosters a level of employee commitment, which has some value in a tight labour market. The study demonstrates the way in which actual models of HRM can contain a complex and ‘contradictory’ set of messages, consistent with critical accounts of the labour process and suggesting that notions of ‘internal fit’ need to recognize such tensions. It underlines the importance of identifying the multiple goals in management's espoused theories of HRM and then assessing their links via managerial behaviour and employee responses to performance outcomes.

242 citations

Journal ArticleDOI
TL;DR: This quantitative pilot study found autonomy to be the most important job component for registered nurses' job satisfaction and nurses who were preceptors had significantly less job satisfaction than the other nurses at the hospital.

241 citations


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