A Strong Inference Investigation of the Job Characteristics and Dual Attachment Models of Job Design

1984 ◽  
Author(s):  
George B. Graen
Keyword(s):  
Job Characteristics ◽  
Job Design ◽  
Strong Inference

Wrapping Blocks: A Fun Way to Teach Job Design

2019 ◽  
Vol 5 (2) ◽  
pp. 144-162
Author(s):  
Regina Yanson ◽  
Melissa J. Mann
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Characteristics ◽  
Job Design ◽  
Graduate Level ◽  
Experiential Teaching ◽  
The Core ◽  
Job Characteristics Model ◽  
Core Elements

This article provides an overview of job design and offers an experiential teaching exercise to help students develop a better comprehension of job design and redesign, as well as learn the importance and challenges of such undertakings. Understanding the core elements of job design is especially important because job design serves as the foundational block for a deeper understanding and application of other organizational phenomenon such as the job characteristics model. This exercise is intended for the introductory undergraduate and graduate-level human resource management course as well as any courses covering “staffing.” Additionally, this activity may be used in the undergraduate Principles of Management or associated introductory management class.

Job Characteristics and Job Design in Table-Service Restaurants

2007 ◽  
Vol 6 (1) ◽  
pp. 23-36 ◽  
Author(s):  
A. L. Bart Bartlett
Keyword(s):  
Job Characteristics ◽  
Job Design

scholarly journals Job Design and Sustainability of Tertiary Institutions in South East, Nigeria

2020 ◽  
pp. 37-45
Author(s):  
Onwuchekwa, Faith Chidi ◽  
Okoli, Chibuokem Helen ◽  
Ifeanyi, Titus Tochukwu
Keyword(s):  
Academic Staff ◽  
Job Characteristics ◽  
Job Design ◽  
Employee Empowerment ◽  
Workplace Flexibility ◽  
Significance Level ◽  
Tertiary Institutions ◽  
Job Characteristics Model ◽  
Task Identity ◽  
The Relationship

Tertiary institutions in southeast Nigeria have in the past been bedeviled with the challenge of achieving optimal performance as a result of seemingly poor job structure as exemplified by low skill variety and poor task identity which has lead to various industrial actions. Therefore, this study examined the relationship between job design and sustainability of tertiary institutions in South East, Nigeria. The study was anchored on Hackman and Oldham's (1975) Job Characteristics Model (JCM). The population of the study consisted of 9240 academic and non-academic staff of six tertiary institutions in South East, Nigeria. Taro Yamane formula was used to determine the sample size of 383. Hypotheses were tested using Pearson Product Moment Correlation Coefficient at 5% significance level. The findings confirmed that there was a significant correlation between skill variety and employee empowerment and between task identity and workplace flexibility. It was therefore recommended among others, that managers of tertiary institutions in the South-East should take a proactive role in designing jobs that take care of the main job characteristics in the institutions.

scholarly journals Job and Work Design

2017 ◽  
Author(s):  
Anja Van den Broeck ◽  
Sharon K. Parker
Keyword(s):  
Factor Model ◽  
Personal Characteristics ◽  
Well Being ◽  
Job Characteristics ◽  
Job Design ◽  
Work Design ◽  
Job Characteristics Model ◽  
The Social ◽  
The Impact ◽  
Demand Control

Job design or work design refers to the content, structure, and organization of tasks and activities. It is mostly studied in terms of job characteristics, such as autonomy, workload, role problems, and feedback. Throughout history, job design has moved away from a sole focus on efficiency and productivity to more motivational job designs, including the social approach toward work, Herzberg’s two-factor model, Hackman and Oldham’s job characteristics model, the job demand control model of Karasek, Warr’s vitamin model, and the job demands resources model of Bakker and Demerouti. The models make it clear that a variety of job characteristics make up the quality of job design that benefits employees and employers alike. Job design is crucial for a whole range of outcomes, including (a) employee health and well-being, (b) attitudes like job satisfaction and commitment, (c) employee cognitions and learning, and (d) behaviors like productivity, absenteeism, proactivity, and innovation. Employee personal characteristics play an important role in job design. They influence how employees themselves perceive and seek out particular job characteristics, help in understanding how job design exerts its influence, and have the potential to change the impact of job design.

scholarly journals Employee Performance as a Function of Job Orientation and Job Design

2005 ◽  
Vol 44 (2) ◽  
pp. 409-420
Author(s):  
Carol A. Sales ◽  
Eliahu Levanoni ◽  
Robert Knoop
Keyword(s):  
Design Research ◽  
Employee Performance ◽  
Job Involvement ◽  
Job Characteristics ◽  
Job Design ◽  
Self Report ◽  
Job Orientation ◽  
Performance Results ◽  
The Relationship

Two weaknesses in previous job design research were examined: the overuse of self-report measurements and the questionable use of Growth Need Strength as a moderator between job characteristics and employee performance. Job orientation was hypothesized to moderate the relationship between job characteristics and employee performance. Results indicated that job orientation moderated the relationship between job characteristics and quality of performance but not between job characteristics and quantity of performance, job involvement and satisfaction with work.

scholarly journals Relational Job Characteristics and Prosocial Motivation: A Longitudinal Study of Youth Care Professionals

2019 ◽  
pp. 0734371X1986285 ◽  
Author(s):  
Joris van der Voet ◽  
Bram Steijn
Keyword(s):  
Quantitative Data ◽  
Design Theory ◽  
Longitudinal Design ◽  
Job Characteristics ◽  
Youth Care ◽  
Job Design ◽  
Dynamic Nature ◽  
Prosocial Motivation ◽  
Reform Implementation ◽  
Relational Job Design

This study examines how changes in relational job characteristics relate to the prosocial motivation of public professionals. Drawing on relational job design theory, changes in job contact and job impact are hypothesized to covary with prosocial motivation. With a unique longitudinal design, we study youth care professionals in The Netherlands, who are embedded in a reform aimed at decentralizing youth care to bring professionals closer to their clients. Quantitative data were collected through a three-wave survey prior to the reform implementation and at, respectively, 1 and 2 years after its implementation. The results indicate that changing levels of job contact and job impact are related to changes in prosocial motivation. The study contributes to academic debates regarding the dynamic nature of prosocial motivation and our findings provide longitudinal evidence for relational job design theory.

scholarly journals The Difference Analysis of Job Characteristics and Job Design of Sekolah Peternakan Rakyat (SPR) Manager

2019 ◽  
Vol 24 (4) ◽  
pp. 350-358
Author(s):  
Hafizah Khaerina ◽  
◽  
Anggraini Sukmawati ◽  
Muhammad Syamsun ◽  
◽  
...  
Keyword(s):  
Job Characteristics ◽  
Job Design ◽  
Difference Analysis ◽  
The Difference

Job Satisfaction of People With Intellectual Disability: Associations With Job Characteristics and Personality

2018 ◽  
Vol 123 (1) ◽  
pp. 17-32 ◽  
Author(s):  
Alma Akkerman ◽  
Sabina Kef ◽  
Herman P. Meininger
Keyword(s):  
Job Satisfaction ◽  
Intellectual Disability ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Design ◽  
Job Resources ◽  
Model Data ◽  
Factors Associated ◽  
Employment Support

Abstract To obtain an understanding of factors associated with job satisfaction of people with intellectual disability (ID), this study investigates the associations of job satisfaction with job characteristics (i.e., job demands, job resources) and personality, using the job demands-resources model. Data were gathered from 117 people and their employment support workers, using structured questionnaires adapted from well-established instruments. Job resources and age were positively associated with job satisfaction. Job demands and personality showed no significant direct associations with job satisfaction. Moderation analyses showed that for people with ID with high conscientiousness, enhanced job demands were associated with reduced job satisfaction, which was not the case for those with low conscientiousness. This study emphasizes the importance of job design.

Sign in / Sign up

Export Citation Format

Share Document