Process Tracking for Parallel Job Control

Pay dispersion is a core organizational attribute, but its’ relationship to employee turnover is relatively unclear. We propose this is the case because prior research suffers from two limitations: (1) it neglects how pay dispersion impacts employees’ psychological attitudes toward their job, and (2) it assumes that teams are homogenous, disregarding that variations in team characteristics shape how employees experience pay dispersion. The current research addresses these shortcomings by drawing on job demand-control theories to investigate how pay dispersion shapes employees’ job attitudes, and explicitly incorporates one aspect of team heterogeneity, team size variations. More specifically, our core proposition is that team pay inequality, i.e., the pay dispersion of employees within a team, reduces employees’ job control—their perceived capability to control work—particularly when teams are larger. This, in turn, makes it more likely employees in large unequal teams leave their organization. Two unique large-scale archival and survey datasets from a technology (N = 881) and financial services company (N = 22,816) provide support for our hypotheses. The current research thus offers a novel perspective on pay dispersion: salary differences within teams fundamentally shape employees’ job attitudes—particularly their job control—and thus determine important organizational outcomes.

Download Full-text

Resources Matter: Combined Influence of Job Demands and Job Control on Creative Process Engagement

The Journal of Psychology ◽

10.1080/00223980.2018.1503588 ◽

2019 ◽

Vol 153 (2) ◽

pp. 141-160 ◽

Cited By ~ 2

Author(s):

Yana Du ◽

Li Zhang ◽

Zhenduo Zhang

Keyword(s):

Creative Process ◽

Job Demands ◽

Job Control

Download Full-text

The Curvilinear Relationship Between Job Control and Voice: Role of Emotional Resistance to Change and Supervisor Developmental Feedback

SAGE Open ◽

10.1177/21582440211027960 ◽

2021 ◽

Vol 11 (2) ◽

pp. 215824402110278

Author(s):

Xian Tiantian ◽

Zhang Zhenduo ◽

Xiao Huan ◽

Xiu Jing ◽

Jia Wentong

Keyword(s):

Resistance To Change ◽

Negative Relationship ◽

Job Control ◽

Curvilinear Relationship ◽

Conservation Of Resources ◽

Mediating Role ◽

Developmental Feedback ◽

Emotional Resistance ◽

Moderating Role

The purpose of this study was to delve into the underlying mechanism and contextual boundary condition of the U-shaped relationship between job control and voice at the episode level within the framework of conservation of resources theory. Adopting a two-wave experience sampling method, this study collected 265 matched cases nested in 53 Chinese employees for 5 consecutive days. By hierarchical linear regression, the U-shaped effect of job control on voice at the episode level was replicated. Furthermore, the mediating role of emotional resistance (ER) to change and to the moderating role of supervisor developmental feedback (SDF) was examined. Job control has a U-shaped effect on day-level voice and an inverted U-shaped effect on trait ER, which mediates the curvilinear relationship between job control and day-level voice. Daily SDF moderates the curvilinear relationship between job control and day-level voice such that daily SDF buffers the negative relationship between low job control and day-level voice, as well as amplifies the positive relationship between high job control and day-level voice. The current study unveils the mediating states and contextual boundary conditions of the curvilinear relationship between job control and day-level voice by testing the mediating role of ER and moderating role of SDF at the episode level, thereby further contributing to the literature on voice.

Download Full-text

Effect of Work–Family Conflict, Psychological Job Demand, and Job Control on the Health Status of Nurses

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18073540 ◽

2021 ◽

Vol 18 (7) ◽

pp. 3540

Author(s):

Li-Chung Pien ◽

Wan‐Ju Cheng ◽

Kuei-Ru Chou ◽

Li-Chiu Lin

Keyword(s):

Health Status ◽

Educational Level ◽

Work Experience ◽

Work Conditions ◽

Job Control ◽

Healthcare Sector ◽

Hospital Data ◽

Self Rated Health ◽

Work Shifts ◽

Work Family

Work–family conflicts (WFCs) are common in the healthcare sector and pose significant health risks to healthcare workers. This study examined the effect of WFCs on the health status and nurses’ leaving intentions in Taiwan. A self-administered questionnaire was used to survey 200 female nurses’ experiences of WFC from a regional hospital. Data on psychosocial work conditions, including work shifts, job control, psychological job demands, and workplace justice, were collected. Health conditions were measured using the Beck Depression Inventory-II and self-rated health. Leaving intentions were measured using a self-developed questionnaire. The participants’ average work experience was 6.79 (Standard Deviation (SD) = 5.26) years, their highest educational level was university, and work shifts were mostly night and rotating shifts. Approximately 75.5% of nurses perceived high levels of WFCs. Leaving intentions were correlated with WFCs (r = 0.350, p < 0.01) and psychological work demands (r = 0.377, p < 0.01). After adjusting for age, educational level, and work characteristics, high levels of WFCs were associated with poor self-rated health, and depression, but not associated with high leaving intentions. Nurses’ experiences of high levels of WFCs greatly affected their health status.

Download Full-text

Job control languages as machine orientated languages

ACM SIGPLAN Notices ◽

10.1145/987000.987003 ◽

1973 ◽

Vol 8 (3) ◽

pp. 18-23

Author(s):

Aaron Gurski

Keyword(s):

Job Control

Download Full-text