Van de redactie

2006 ◽  
Vol 19 (2) ◽  
Keyword(s):  
Design Principles ◽  
Job Design ◽  
Work Characteristics

Het volgende artikel, getiteld 'Work characteristics and the emergence of a sustainable workforce: do job design principles matter?', is in het Engels geschreven. U zult zich misschien afvragen of Gedrag & Organisatie haar beleid, namelijk om uitsluitend in het Nederlands te publiceren, gaat verlaten. Het antwoord is nee en ja.

Work characteristics and the emergence of a sustainable workforce: Do job design principles matter?

2006 ◽  
Vol 19 (2) ◽  
Author(s):  
Doris Fay ◽  
Alexandra Kamps
Keyword(s):  
Potential Role ◽  
Readiness To Change ◽  
Design Principles ◽  
Job Design ◽  
Work Characteristics ◽  
Work Related ◽  
Personal Initiative ◽  
Low Levels ◽  
Future Work

Work characteristics and the emergence of a sustainable workforce: Do job design principles matter? Work characteristics and the emergence of a sustainable workforce: Do job design principles matter? Doris Fay & Alexandra Kamps, Gedrag & Organisatie, Volume 19, June 2006, nr. 2, pp. 184. Today's organisations require a workforce with high levels of adaptability and flexibility, that is, a sustainable workforce. Drawing on the notion of socialization through work, this study looks at the potential role of job design for building a sustainable workforce. Drawing on data from 335 individuals from the new German countries, we tested whether levels of desirable attitudes and behaviours are associated with the application of Tayloristic design principles. Perceptions of work characteristics (job control, complexity, task completeness, prescription of one-best-way of doing the job) were used to create groups of work places that differed in degree of Taylorism. Comparison of jobs with high versus low levels of Taylorism showed that individuals with Tayloristic jobs had lower work-related self-efficacy, lower personal initiative, innovativity and readiness to change, and higher levels of control rejection and depression than individuals in less Tayloristic jobs. Implications for changing job demands and future work are discussed.

Proposal for Evaluating Workers’ Work Characteristics – Case Study on Business Machinery Production Line –

2017 ◽  
Vol 11 (1) ◽  
pp. 38-45 ◽  
Author(s):  
Seiko Taki ◽  
◽  
Yasuhiro Kajihara ◽  
Arou Yamamoto ◽  
Keyword(s):  
Cognitive Ability ◽  
Production Line ◽  
Job Design ◽  
Work Characteristics ◽  
Assembly Lines ◽  
Site Administrators ◽  
Employment Selection ◽  
General Aptitude Test ◽  
The Relationship

The General Aptitude Test Battery (GATB) is widely used to evaluate a subject’s cognitive ability for the purpose of selecting appropriate employment. The results of the GATB have been used to place staff in departments ranging from clerical departments to assembly lines. However, at actual manufacturing and assembly sites, workers receive mixed evaluations of “slow work” and “fast work” from the site administrators even though they all have high GATB scores for their jobs. In this study, with the aim of improving job design and employment selection, we do a detailed analysis of the existing GATB method of evaluating work characteristics and worker capacities. We conduct inspection ratings to measure each worker’s ability to adjust their working speeds and analyze the relationship between the GATB score and the worker evaluations. Next, we discover specific motions that explain the evaluation of workers by analyzing worker motions during the GATB. Lastly, we propose a method of determining whether an employee can work quickly in the field.

The new lumpiness of work

2006 ◽  
Vol 20 (3) ◽  
pp. 493-512 ◽  
Author(s):  
Patricia E. van Echtelt ◽  
Arie C. Glebbeek ◽  
Siegwart M. Lindenberg
Keyword(s):  
Decision Making ◽  
Selective Attention ◽  
Work Organization ◽  
Empirical Support ◽  
Working Hours ◽  
Job Design ◽  
Work Characteristics ◽  
Limited Support ◽  
Part Time ◽  
New Form

This article deals with the puzzle of the well-known gap between actual and preferred working hours (i.e. over-employment). We propose a new explanation based on selective attention in decision making and test it with the Time Competition Survey 2003 which includes information of 1114 employees in 30 Dutch organizations. We find very limited support for the hypotheses that over-employment is caused by restrictions imposed by the employer ( traditional lumpiness). Instead, we find much empirical support for our hypothesis on a new form of lumpiness that is related to selective attention and is created by work characteristics of ‘post-Fordist’ job design. In this work organization, the increased autonomy of workers is leading to an autonomy paradox. We also find evidence of a part-time illusion: under the post-Fordist regime, many part-time employees, who obviously were willing and allowed to reduce their working hours, still end up working more hours than they prefer.

Knowledge Management Systems and Work Improvements: The Moderating Effects of Work Characteristics

2018 ◽  
Vol 17 (04) ◽  
pp. 1850042
Author(s):  
Leif Jarle Gressgård ◽  
Torstein Nesheim
Keyword(s):  
Knowledge Management ◽  
Work Performance ◽  
Knowledge Exchange ◽  
Job Design ◽  
Theory And Practice ◽  
Work Characteristics ◽  
Work Demands ◽  
Moderating Effects ◽  
Performance Improvements ◽  
Use Of Knowledge

Knowledge is regarded as an important source of competitive advantage in modern organisations, and the use of knowledge exchange systems to facilitate the storage, transfer, and reuse of existing knowledge has become common. Solutions beyond the technology are, however, important for the efficiency of such systems, and thus their ability to improve work performance. Based on the survey data collected from a large petroleum operator company and eight of its main contractors, this paper examines how work characteristics and job design affect the extent to which the use of knowledge exchange systems leads to work performance improvements. We find that behaviour formalisation, work autonomy, and changing/new work demands are significant moderators of this relationship. The study contributes to the theory and practice of knowledge management in general, and the use of knowledge exchange systems specifically.

The Marriage of Human Factors and Safety in Industry

1973 ◽  
Vol 15 (3) ◽  
pp. 197-205 ◽  
Author(s):  
Thomas A. Yoder ◽  
Richard L. Lucas ◽  
Gerald D. Botzum
Keyword(s):  
Human Factors ◽  
Work Load ◽  
Design Principles ◽  
Job Design ◽  
Tool Design ◽  
Great Emphasis ◽  
Social Concern ◽  
Work Physiology

Social concern and governmental legislation have placed great emphasis on the need for safe workplaces and environments in industry. The safety and human factors department at Eli Lilly and Company applies techniques to help achieve this purpose. Areas of application are (1) enhancement of design principles to prevent error-provocative features of systems; (2) work physiology studies for compatible work load specifications and job design; and (3) electromyographical studies for use in studying optimal tool design and evaluation of work methods.

A peek in the micro-sized world: a review of design principles, engineering tools, and applications of engineered microbial community

2020 ◽  
Vol 48 (2) ◽  
pp. 399-409
Author(s):  
Baizhen Gao ◽  
Rushant Sabnis ◽  
Tommaso Costantini ◽  
Robert Jinkerson ◽  
Qing Sun
Keyword(s):  
Microbial Community ◽  
Microbial Communities ◽  
Environmental Remediation ◽  
Real Life ◽  
Design Principles ◽  
Microbial Interactions ◽  
Potential Applications ◽  
New Gene ◽  
Global Biogeochemical Cycles ◽  
Synthetic Microbial Communities

Microbial communities drive diverse processes that impact nearly everything on this planet, from global biogeochemical cycles to human health. Harnessing the power of these microorganisms could provide solutions to many of the challenges that face society. However, naturally occurring microbial communities are not optimized for anthropogenic use. An emerging area of research is focusing on engineering synthetic microbial communities to carry out predefined functions. Microbial community engineers are applying design principles like top-down and bottom-up approaches to create synthetic microbial communities having a myriad of real-life applications in health care, disease prevention, and environmental remediation. Multiple genetic engineering tools and delivery approaches can be used to ‘knock-in' new gene functions into microbial communities. A systematic study of the microbial interactions, community assembling principles, and engineering tools are necessary for us to understand the microbial community and to better utilize them. Continued analysis and effort are required to further the current and potential applications of synthetic microbial communities.

Do Work Characteristics Mediate the Negative Effect of Transformational Leadership on Impaired Well-Being?

2017 ◽  
Vol 61 (4) ◽  
pp. 167-180 ◽  
Author(s):  
Sylvie Vincent-Höper ◽  
Sabine Gregersen ◽  
Albert Nienhaus
Keyword(s):  
Transformational Leadership ◽  
Focal Point ◽  
Leadership Behavior ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Related Factor ◽  
Work Characteristics ◽  
Role Clarity

Abstract: In recent years, transformational leadership as a health-related factor has become a focal point of interest in research and practice. However, the pathways and mechanisms underlying this association are not yet well understood. In order to gain knowledge on how or why transformational leadership and employee well-being are associated, we investigated the mediating effect of the work characteristics role clarity and predictability. The study was carried out on 618 employees working in the health-care sector in Germany. We tested the mediator effect using structural equation modeling. The results indicate that role clarity and predictability fully mediate the relation between transformational leadership and negative indicators of well-being. These results give credit to the notion that work characteristics play an important role in identifying health-relevant aspects of leadership behavior. Our findings advance the understanding of how to enhance employee well-being and have implications for the design of leadership-related interventions of workplace health promotion.

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