job design
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2021 ◽  
Vol 12 ◽  
Author(s):  
Zheng Yang ◽  
Pingqing Liu ◽  
Zunkang Cui

While argued to be fostering creativity, the effect of job crafting on creativity often turned out to be less effective than expected. The reason is that most existing studies focused on the top-down job design interventions. We proposed an elaborated theoretical model to explain the influence of strengths-based job crafting (SJC) on employee creativity (EC). Specifically, we examined the mediating effect of job self-efficacy (JSE) and the moderating effect of workplace status (WP) based on self-affirmation theory. A sample of 480 employees and their supervisors completed a battery of questionnaires. The results revealed that strengths-based job crafting was positively related to employee creativity, with job self-efficacy acting as a mediator for this relationship. Workplace status moderated both the direct and the indirect effects of job self-efficacy. For employees with a higher workplace status, strengths-based job crafting may generate more forces to promote employee creativity. The results suggest that strengths-based job crafting and workplace status can inspire employee creativity through a self-affirmation process.


2021 ◽  
Vol 17 (2) ◽  
pp. 215-234
Author(s):  
Ingi Rúnar Eðvarðsson ◽  
Arney Einarsdóttir ◽  
Ásta Dís Óladóttir ◽  
Inga Minelgaite ◽  
Sigrún Gunnarsdóttir ◽  
...  
Keyword(s):  

Markmið greinarinnar er að bera saman mat sérfræðinga hjá hinu opinbera og einkafyrirtækjum á starfshönnun (e. job design) og almenna starfsánægju (e. global job satisfaction) þeirra. Niðurstöður byggja á gögnum sem safnað var árið 2018 meðal hjúkrunarfræðinga, stjórnenda og verkfræðinga og bárust 342 svör og svarhlutfallið 32%. Starfshönnun var mæld á fjórum víddum, einkennum verkefna og þekkingar, félagslegum einkennum og samhengi starfsins. Niðurstöður gefa vísbendingar um að sérfræðingar í einkafyrirtækjum meta samhengi starfs síns betra en sérfræðingar hjá hinu opinbera en sérfræðingar hjá hinu opinbera meta einkenni þekkingar meiri í sínum störfum, einkum þörfina fyrir fjölbreytileika í færni og sérhæfingu verkefna. Þá eru einnig vísbendingar um að sérfræðingar í einkafyrirtækjum búi við betri aðstæður og aðbúnað á vinnustöðum og minni líkamlegar kröfur, á meðan störf sérfræðinga í opinbera geiranum kalla á fjölbreyttari færni og meiri sérhæfingu. Þá meta sérfræðingar hjá hinu opinbera mikilvægi starfs síns hærra en sérfræðingar í einkageiranum. Ekki greinist munur á starfsánægju þessara tveggja hópa, né á félagslegum þáttum starfsins, en báðir hópar eru að meðaltali nokkuð ánægðir í starfi. Niðurstöður samanburðar veita innsýn í flókið samspil starfshönnunar og starfsánægju sérfræðinga bæði hjá hinu opinbera og í einkafyrirtækjum og eykur skilning á því hvað laðar starfsfólk til starfa hjá hinu opinbera og viðheldur hvatningu starfsfólks þar til góðra verka. Niðurstöður gefa einnig vísbendingar um að bæta megi um betur varðandi samhengið og draga úr líkamlegum kröfum í störfum sérfræðinga hjá hinu opinbera.


2021 ◽  
pp. 85-106
Author(s):  
Giovanni Russo ◽  
Gijs van Houten
Keyword(s):  

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 218-218
Author(s):  
Robyn Stone ◽  
Alex Hennessa ◽  
Natasha Bryant

Abstract Home-based care is a rapidly growing sector becoming more important to individuals, families, providers, and payers. The ways in which agencies create the work environment for home care aides who are essentially in their clients’ homes is not adequately documented and may be changing rapidly with labor market innovations. This qualitative study describes how different home care business models (e.g., non-profit VNAs, for-profit franchises, uber-style matching, worker-owned coops) address job design and the overall work environment for home care aides. Interviews with employers and focus groups with home care aides examine workplace practices, how work is organized and supported when the workforce is virtual and the workplace is a client’s home, and the perceived attributes of a positive workplace environment across business models. This study fills significant knowledge gaps about home care workplace design and the role of agencies in creating a supportive environment.


2021 ◽  
Vol 5 (S3) ◽  
pp. 1161-1171
Author(s):  
Andy Soenanta ◽  
Maruf Akbar ◽  
Rd. Tuty Sariwulan

Employee retention is a common issue in lighting companies due to its competitiveness in the industry. The objective of this research is to study the effect of job design and organizational commitment on employee retention in a lighting company. The quantitative approach used in this research with survey method. The sample size for this research was 204 employees selected randomly. The data were obtained by distributing a questionnaire and analyzed by using path analysis. The result of the research can be concluded that: 1) job design and organizational commitment had a positive direct effect on employee’s retention; 2) job design had a positive direct effect on organizational commitment. The implication is that weak or strong retention needs to be considered in company management because it will have an impact on the tendency or resilience of employee turnover.


2021 ◽  
Vol 4 (1) ◽  
pp. 39-53
Author(s):  
ADIL KHAN

This study explores the effect of job design on employees psychological work reactions i.e. (job satisfaction and commitment) on employee’s organizational citizenship behavior (OCB) of public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. The objective of the study was to measure the effect of job characteristics on OCB, satisfaction and commitment and regression analysis predicts that a job characteristic was found as a significant predictor of OCB, job satisfaction and job commitment in public sector employee. Result of the study revealed that job characteristic is a significant predictor of OCB, job commitment and job satisfaction. Recommendation and suggestions are also included in the study.


2021 ◽  
Vol 2021 (10) ◽  
pp. 18-27
Author(s):  
Irina Yeryomenkova

The existing approaches for determining and evaluating the sealing properties of seals for fixed sealants, as well as methods of leakage monitoring are considered. The description of a normalized method for leak-tightness assessment is given, which allows solving a sufficiently large number of evaluation tasks, for example, technological task: assessment of the influence of the technology sealing surfaced job; design: assessment of the influence of the seals surface layer quality of sealants and geometric parameters of them on sealing capacity (service property).


2021 ◽  
Author(s):  
Minkyung Kim ◽  
K. Sudhir ◽  
Kosuke Uetake

This paper broadens the focus of empirical research on salesforce management to include multitasking settings with multidimensional incentives, where salespeople have private information about customers. This allows us to ask novel substantive questions around multidimensional incentive design and job design while managing the costs and benefits of private information. To this end, the paper introduces the first structural model of a multitasking salesforce in response to multidimensional incentives. The model also accommodates (i) dynamic intertemporal tradeoffs in effort choice across the tasks and (ii) salesperson’s private information about customers. We apply our model in a rich empirical setting in microfinance and illustrate how to address various identification and estimation challenges. We extend two-step estimation methods used for unidimensional compensation plans by embedding a flexible machine learning (random forest) model in the first-stage multitasking policy function estimation within an iterative procedure that accounts for salesperson heterogeneity and private information. Estimates reveal two latent segments of salespeople—a hunter segment that is more efficient in loan acquisition and a farmer segment that is more efficient in loan collection. Counterfactuals reveal heterogeneous effects: hunters’ private information hurts the firm as they engage in adverse selection; farmers’ private information helps the firm as they use it to better collect loans. The payoff complementarity induced by multiplicative incentive aggregation softens adverse specialization by hunters relative to additive aggregation but hurts performance among farmers. Overall, task specialization in job design for hunters (acquisition) and farmers (collection) hurts the firm as adverse selection harm overwhelms efficiency gain. This paper was accepted by Duncan Simester, marketing.


Webology ◽  
2021 ◽  
Vol 18 (Special Issue 04) ◽  
pp. 1086-1098
Author(s):  
Idris Idris ◽  
Sugeng Wahyudi

As part of job design program, job rotation is more focused on creating new atmosphere for employees. The employees have diverse abilities as well as skills which impact on motivation for doing their duty. The research was conducted at a cigarette company that developed machine-rolled kretek cigarette technology. The company has rotated employee jobs in production and packaging. The research was conducted by conducting interviews and observations in the company. The results showed that job rotation did not have a significant effect on employee performance. However, job rotation has a positive and significant effect on work motivation. Work motivation also has a positive and significant effect on employee performance. The managerial implication of the study showed that employees' performance will improve with the good job rotation preparation. Information about the job rotation should be gave in the beginning in order to provide employees' opportunities for developing their passion as well as build effective two way communication


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