work design
Recently Published Documents


TOTAL DOCUMENTS

561
(FIVE YEARS 170)

H-INDEX

34
(FIVE YEARS 6)

2022 ◽  
pp. 299-306
Author(s):  
Jacob L. Adams ◽  
Steven K. Thomas

Developing curriculum aligned with employment outcomes often includes linear design. However, students do not cognitively approach their education linearly, and economies do not fluctuate linearly. We should support students' natural non-linear approaches to education and employment. Chat bots that include non-linear presentation of text, short video clips, and images can help us design curricular experiences that mirror and personalize unique student cognition. As students navigate nudges of content within a chat bot on their phone or full-page views in an internet browser, the initial content will catalyze new questions and non-linear thinking for students to then explore their own employment related journeys. This will buttress students to be agents in their learning instead of objects of linear design. Machine learning models feeding chat bot learning journeys and experiences can help improve organic assessment for a constellation of employment preparedness outcomes and connection.


2022 ◽  
Vol 38 (1) ◽  
pp. 149-162
Author(s):  
Antonio León García Izquierdo ◽  
Ana M. Castaño Pérez

Interest in the study of work characteristics to explain how an individual's relationship with the work environment can lead to maladaptive responses has taken on renewed importance in the light of increasing concern for the development of healthy organizations and organizational diversity. This study aims to develop a shortened version of the Work Design Questionnaire (WDQ) with a view to facilitating its use and interpretation. The psychometric properties of this shorter questionnaire were tested in a multi-sectoral sample of workers in Spain, with due consideration given to the gender measurement invariance. For this purpose, we applied the questionnaire to a sample of 500 workers and analyzed the relationship between the answers provided to WDQ and specific occupational health variables (satisfaction, well-being and emotional exhaustion). Results showed adequate reliability and criterion-oriented validity for the shortened version of the WDQ, that is, the WDQ18-S, as well as evidence of factorial invariance across gender. We then discuss the results and their implications for the application of the WDQ in further research and the field of occupational health and psychosocial risks prevention. El interés por el estudio de las características del trabajo para explicar cómo la relación de un individuo con el entorno laboral puede conducir a respuestas desadaptativas ha cobrado una importancia renovada a la luz de la creciente preocupación por el desarrollo de organizaciones saludables y por la diversidad organizacional. Este estudio tiene como objetivo desarrollar una versión abreviada del Work Design Questionnaire (WDQ) con el fin de facilitar su uso e interpretación en este contexto. Las propiedades psicométricas de este cuestionario reducido se probaron en una muestra multisectorial de trabajadores en España. Para ello, aplicamos el cuestionario a una muestra de 500 trabajadores y analizamos la relación entre las carácterísiticas del trabajo y las variables seleccionadas de salud ocupacional (satisfacción, bienestar y agotamiento emocional). Los resultados mostraron una fiabilidad y una validez orientada al criterio adecuadas para la versión abreviada del WDQ, esto es, el WDQ18-S, así como evidencia de invarianza factorial de género. Posteriormente se discuten los resultados y sus implicaciones para el uso del WDQ en el ámbito aplicado e investigador de la salud ocupacional y la prevención de riesgos laborales.


2021 ◽  
pp. 000765032110530
Author(s):  
Akwasi Opoku-Dakwa

Although work tasks often address substantive social issues, the effects of issue characteristics on task motivation are little understood. This study explores this topic by examining how the moral characteristics of an issue (moral intensity) affect motivation in tasks intended to address the issue (task motivation). Adopting the lens of work design theory, I hypothesize that moral intensity increases task motivation through the mediation of perceived task impacts on the community (perceived community impacts), and that this effect will occur after controlling for the effects of perceived task impact on the worker and their organization. In two studies in the context of volunteering I find that, rather than acting in parallel with other task impacts, the effect of moral intensity through perceived community impacts is fully mediated by perceived organization and self impacts in a three-stage mediation. These findings demonstrate the potential relevance of issue characteristics such as moral intensity to work design theory and shed new light on the psychological mechanisms through which perceived prosocial impacts promote task motivation. I discuss implications for research and practice.


Author(s):  
Ilya Platov ◽  
Oleksii Pavlovskyi ◽  
Yuliia Pavlovska

This paper considers the possibility of using a stepping robot - hexapod for research, monitoring the condition of technical dry channels, enclosed spaces and more. Compared to existing designs used today, the hexapod has a list of advantages that make it a more versatile tool, namely: autonomy, due to the power supply installed at work, design features that ensure its increased patency on uneven surfaces. Instead, this type of work requires the development of complex algorithms for movement than in the case of wheeled or tracked machines, ie. hexapod is a platform that moves the limbs, which in turn move with the help of servos. Therefore, the movement of the platform is provided by the control of each servo. In addition, environmental information is additionally processed from rangefinders, limb con-tact sensors with the surface, cameras, accelerometers, etc. Particular attention is paid to robot rotation algorithms, as the proposed scope imposes restrictions on the ability to maneuver freely in space. An algorithm for rotating robots in confined spaces based on limb state matrices has been developed, which greatly simplifies the practical implementation and allows to easily change the type of stroke during the hexapod operation. It is also proposed to introduce a buffer state matrix, which allows you to remember the last position of the limbs of the robot in case of its failure, after the elimination of which, it is possible to continue moving from any last state. Or return to the starting position and change the route. The versatility of the algorithm allows its use not only in the development of the software part of the hesapod, but also for other types of walking robots. Since the developed algorithm allows you to easily modify the types of moves at each iteration of the step. In the future, it is planned to test this algorithm on a model of a hexapod and supplement it with the necessary components for vertical movement, which is very important for passability in this area of application.


Author(s):  
O. V. Khlynova ◽  
K. M. Liu

The aim of the study was to study the cardiometabolic characteristics in individuals with an associated course of non-alcoholic fatty liver disease (NAFLD) and gastroesophageal reflux disease (GERD) in comparison with isolated cases of diseases.Materials and methods. The study included 120 patients (30 — with GERD, 30 — with NAFLD, 30 — with GERD + NAFLD. Work design — prospective parallel comparative study with 2 stages. Stage I — inclusion in the study, assessment of the main cardiometabolic, cardio vascular rice (CVR) according to the SCORE scale and the Framingham scale. Stage II — follow-up of the participants for 5 years, re-examination and riskmetry.Results. It has been shown that with a combination of NAFLD and GERD, the pathogenetic mechanisms involved in the formation of NAFLD (especially in steatohepatitis) affect the key characteristics of the metabolic profile and the state of the CV system to a greater extent than GERD. The total CVR values in this category of patients were: 4.8 — SCORE; 13.4 — on the Framingham scale. Over 5 years in this group, 10 (33% of the initial) newly diagnosed cases of CVD were verified: 6 — AH, 3 — IHD, 1 — AH + IHD. CVR for the NAFLD and GERD group increased: according to the SCORE scale — from low risk (4.8) to high (8.9), and according to the Framingham scale, the dynamics was even more negative (from 13.4 to 18.6).Conclusion. Kinds of cardiometabolic disorders in persons with comorbidity of NAFLD and GERD have been proven, which can form the prerequisites for structural cardiovascular changes, including the risks of CVD. This can be a rationale for carrying out additional preventive measures for the groups of patients under discussion, especially in the case of their associated course, as measures for the early preclinical diagnosis of CVR factors and for timely correction of the identified disorders.


Author(s):  
Caroline Knight ◽  
Sabreen Kaur ◽  
Sharon K. Parker

Work design refers to the roles, responsibilities, and work tasks that comprise an individual’s job and how they are structured and organized. Good work design is created by jobs high in characteristics such as autonomy, social support, and feedback, and moderate in job demands such as workload, role ambiguity, and role conflict. Established research shows good work design is associated with work outcomes such as job satisfaction, organizational commitment, work safety, and job performance. Poor work design is characterized by roles that are low in job resources and/or overly high in job demands, and has been linked to poor health and well-being, absenteeism, and poor performance. Work design in the 20th century was characterized by traditional theories focusing on work motivation, well-being, and performance. Motivational and stress theories of work design were later integrated, and work characteristics were expanded to include a whole variety of task, knowledge, social, and work-context characteristics as well as demands, better reflecting contemporary jobs. In the early 21st century, relational theories flourished, focusing on the social and prosocial aspects of work. The role of work design on learning and cognition was also recognized, with benefits for creativity and performance. Work design is affected by many factors, including individual traits, organizational factors, national factors, and global factors. Managers may impact employees’ work design “top-down” by changing policies and procedures, while individuals may change their own work design “bottom-up” through “job crafting.” In the contemporary era, technology and societal factors play an important role in how work is changing. Information and communication technology has enabled remote working and collaboration across time and space, with positive implications for efficiency and flexibility, but potentially also increasing close monitoring and isolation. Automation has led to daily interaction with technologies like robots, algorithms, and artificial intelligence, which can influence autonomy, job complexity, social interaction, and job demands in different ways, ultimately impacting how motivating jobs are. Given the rapidly changing nature of work, it is critical that managers and organizations adopt a human-centered approach to designing work, with managers sensitive to the positive and negative implications of contemporary work on employees’ work design, well-being, and performance. Further research is needed to understand the multitude of multilevel factors influencing work design, how work can be redesigned to optimize technology and worker motivation, and the shorter- and longer-term processes linking work design to under-researched outcomes like identity, cognition, and learning. Overall, the aim is to create high-quality contemporary work in which all individuals can thrive.


2021 ◽  
pp. 001872672110709
Author(s):  
Yuri S. Scharp ◽  
Arnold B. Bakker ◽  
Kimberley Breevaart ◽  
Kaspar Kruup ◽  
Andero Uusberg

Drawing on the play and work design literatures, we conceptualize and validate an instrument to measure playful work design (PWD) – the proactive cognitive-behavioral orientation that employees engage in to incorporate play into their work activities to promote fun and challenge. Across three studies (N=1006), we developed a reliable scale with a two-dimensional factor structure. In Study 1, we utilized expert-ratings and iterative exploratory factor analyses to develop an instrument that measures (1) designing fun and (2) designing competition. Additionally, Study 1 evidences the divergent and convergent validity of the subscales as well as their distinctiveness. Specifically, PWD was indicative of proactivity as well as play, and designing fun especially correlated with ludic traits (i.e., traits focused on deriving fun; e.g., humor), whereas designing competition particularly correlated with agonistic traits (i.e., traits focused on deriving challenge; e.g., competitiveness). Study 2 cross-validated the two-factor structure, further investigated the nomological net of PWD, and revealed that PWD is distinct from job crafting. Finally, Study 3 examined the predictive and incremental validity of the PWD instrument with self- and colleague-ratings two weeks apart. Taken together, the results suggest that the instrument may advance our understanding of play initiated by employees during work.


2021 ◽  
Vol 6 (3) ◽  
pp. 74-81
Author(s):  
Muhammad Dahlan ◽  
Nurhayati Rauf ◽  
Yusril Mahenra ◽  
Takdir Alisyahbana ◽  
Arfandi Ahmad ◽  
...  

Determining the optimal number of employees in a company is a basic condition that must be concern into account when drafting a work plan. The work design process ultimately aims for balance the physical and mental aspects of humans in completing certain tasks so that. Determination of the number of employees whit the existing workload will support employees performance in perform their duties optimally. The purpose of this research is to determine the optimal number of salesman based on the workload calculated using the Full Time Equivlent method. Based on the results of research at PT. Xyz used the method FTE is know that the workload of the 4 salesman is classified as overloaded. Where is sales I has a workload of 1.48, sales II has a workload of 1.70, sales III has a workload of 1.66, sales IV get a workload of 1.42. Based on the table of labor requirements to the FTE value, the number of initial salesman was 4 sales and the addition of the number of salesman is as many as 10 salesmen. So, the optimal number of salesmen in Makassar city is 14 salesmen.


2021 ◽  
pp. 002188632110604
Author(s):  
Arnold B. Bakker ◽  
Kimberley Breevaart ◽  
Yuri S. Scharp ◽  
Juriena D. de Vries

This study investigates how employees may use proactive work strategies to satisfy their basic psychological needs during the coronavirus disease 2019 (COVID-19) pandemic. We use self-determination theory to hypothesize that daily self-leadership (e.g., goal setting, constructive cognition) and playful work design (PWD; redesigning work to be more fun/challenging) satisfy basic psychological needs and facilitate job performance. We also predict that the use of these proactive strategies is particularly important when individuals ruminate a lot about the COVID-19 crisis. Daily diary data collected among a heterogeneous group of employees largely confirm these theoretical predictions. For organizational practitioners, this study thus suggests that it is important to encourage employees to be proactive. Although this may be challenging during crises, leaders could provide autonomy and feedback to foster self-leadership and PWD. In addition, organizations may offer training interventions so that employees learn to apply these proactive work strategies.


Sign in / Sign up

Export Citation Format

Share Document