Suddenly Telework: Job Crafting as a Way to Promote Employee Well-Being?

COVID-19 confronted many people with an abrupt shift from their usual working environment to telework. This study explores which job characteristics are perceived as most crucial in this exceptional situation and how they differ from people’s previous working conditions. Additionally, we focus on job crafting as a response to this situation and how it is related to employees’ well-being. We conducted an online survey with N = 599 participants, of which 321 reported that they were telework newcomers. First, we asked participants to indicate the three most important advantages and disadvantages they see in telework. The subsequent questionnaire contained a comprehensive measure of working conditions before and during the pandemic, job crafting behaviors, and indicators of well-being. Based on the qualitative answers, we identified three major advantages and disadvantages. Quantitative results indicate perceived changes in all job characteristics for telework newcomers. Concerning working conditions and well-being, job crafting activities that aim to increase structural and social resources are important mediators. The findings underline the need to design appropriate telework conditions and encourage job crafting activities to foster occupational well-being.

Demographic Factors and Job Characteristics Associated With Burnout in Chinese Female Nurses During Controlled COVID-19 Period: A Cross-Sectional Study

Background: To investigate the prevalence of burnout syndrome among Chinese female nurses during the controlled coronavirus disease 2019 (COVID-19) period and explore its associated socio-demographic factors and job characteristics.Methods: With the multistage, stratified sampling method, a cross-sectional online survey was conducted from September to October 2020 in China. The survey tool included revised Maslach Burnout Inventory (MBI) with 15 items, socio-demographic and job characteristics. Univariate logistic regression analysis and multivariate factor logistic regression analysis were used to identify the risk factors for burnout of female nurses.Results: During controlled COVID-19 period in China, the overall prevalence of burnout symptoms among Chinese female nurses was 60.2% with a breakdown in severity as follows: 451 (39.8 %) mild, 163 (14.4%) moderate, and 68 (6.0%) severe burnout. Little variance was reported for burnout symptoms according to job tenure (Waldχ2 = 14.828, P < 0.05,odds ratio [OR] <1), monthly salary income (Waldχ2 = 12.460, P < 0.05, OR <1), and night shift (Waldχ2 = 3.821, P < 0.05, OR > 1).Conclusion: Burnout symptoms among Chinese female nurses were prevalent and associated with job tenure, monthly salary income, and night shift. Female nurses who were with shorter job tenure, worked at night shifts, and had lower monthly salaries tended to exhibit increasing high-level burnout than their counterparts. This study serves as an implication for administrators and policy-makers to improve the work conditions of nurses for promoting overall healthcare service quality.

Imperfect Competition, Compensating Differentials, and Rent Sharing in the US Labor Market

We quantify the importance of imperfect competition in the US labor market by estimating the size of labor market rents earned by American firms and workers. We construct a matched employer-employee panel dataset by combining the universe of US business and worker tax records for the period 2001–2015. Using this panel data, we identify and estimate an equilibrium model of the labor market with two-sided heterogeneity where workers view firms as imperfect substitutes because of heterogeneous preferences over nonwage job characteristics. The model allows us to draw inference about imperfect competition, worker sorting, compensating differentials, and rent sharing. (JEL D24, H24, H25, J22, J24, J31, J42)

Pengaruh Karakteristik Individu, Karakteristik Pekerjaan Dan Efikasi Diri Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Gudang PT. Hyup Sung Indonesia, Purbalingga)

ABSTRAK Penelitian ini bertujuan untuk mengetahui Pengaruh Karakteristik Individu, Karakterstik Pekejeraan Dan Efikasi Diri Terhadap Kinerja Karyawan Bagian Gudang PT.Hyup Sung Indonesia, Purbalingga. Jumlah populasi penelitian ini sebanyak 108 karyawan. Sampel pada penelitian ini sebanyak 108 karyawan dengan menggunakan teknik sample jenuh. Analisis yang digunakan adalah Uji f, Uji t dan R2adjusted. Hasil penelitian ini berdasarkan Uji f di peroleh Karakteristik individu, karakteristik pekerjaan dan efikasi diri secara simultan berpengaruh terhadap kinerja karyawan. Hasil penelitian ini berdasarkan uji t diperoleh; (a) Karakteristik Individu berpengaruh positif dan signifikan terhadap kinerja karyawan. (b) Karakteristik Pekerjaan berpengaruh positif dan signifikan terhadap kinerja karyawan. (c) Efikasi Diri berpengaruh positif dan signifikan terhadap kinerja karyawan. Berdasarkan uji koefisien determinasi R2adjusted menunjukkan besarnya pengaruh Karakteristik Individu, Karakteristik Pekerjaan dan Efikasi Diri terhadap kinerja karyawan sebesar 51,1%, sedangkan sisanya sebesar 48,9% dipengaruhi variabel diluar model penelitan. ABSTRACT This study aims to determine the effect of individual characteristics, work characteristics and self-efficacy on employee performance in the warehouse division of PT. Hyup Sung Indonesia, Purbalingga. The total population of this study were 108 employees. The sample in this study were 108 employees using the saturated sample technique. The analysis used is the f test, t test and R2 adjusted. The results of this study based on the f test obtained that individual characteristics, job characteristics and self-efficacy simultaneously affect employee performance. The results of this study based on the t-test obtained; (a) Individual characteristics have a positive and significant effect on employee performance. (b) Job characteristics have a positive and significant effect on employee performance. (c) Self-efficacy has a positive and significant effect on employee performance. Based on the coefficient of determination R2adjusted, it shows that the influence of individual characteristics, job characteristics and self-efficacy on employee performance is 51.1%, while the remaining 48.9% is influenced by variables outside the research model.

Evaluating Moderating Effect of Growth Need Intent on Relationship between Job Characteristics and Job Satisfaction amongst Garments Industry Workers in Pakistan

Purpose: The purpose of this research is to analyze the correlation between the job characteristics and satisfaction among production workers in the garments sector assembly line and also to examine the moderating impact of growth need intent on both variables. The five job characteristics were employed in this research. Design/Methodology/Approach: This research was carried out in seven garment factories in Lahore. Data has been collected from production workers of different departments; cutting, sewing, pattern making, washing, pressing, packaging, and quality checking of randomly selected factories. A structured questionnaire was used for data collection. Considering the sample size estimation, the ratio has not to be below 1:5. (Hair, Black, Babin & Anderson, 2010) and 125 have been selected by a convenient method of sampling. Smart PLS has been used as a statistical tool for data processing and testing the hypothesis. Findings: The research suggests two important findings. Firstly, the job characteristics significantly affect job satisfaction. Secondly, it shows that the relationship between job characteristics and satisfaction is significantly moderated by growth need intent. Implications/Originality/Value: This research will add value to the existing knowledge base and serve as a guideline for HR policymakers in the textile & garments industry to recognize the needs for the development of their workers.

A Conceptual Model of Organizational Voice with an Interpretive Structural Modeling Approach: A study on Yazd University, Iran

The present study aims to develop a conceptual model of organizational voice. The statistical population includes experts familiar with the organizational voice. Then, a comprehensive model of levels and the relations among organizational voice dimensions were drawn to be applied using interpretive structural modeling. The research findings introduce 10 dimensions including organizational structure, management and leadership, group and team, voice environment, job characteristics, human resources, conflict, motivation, and communication. Finally, the initial model of the research was drawn in five lines using the interpretive approach. The research findings show that experts believe there are 10 important factors in achieving organizational voice. According to the findings, character and management are considered the model foundation and they are the most important factors. The results, as a road map, can guide organization managers to achieve organizational voice. An innovative framework was developed by applying an interpretive structural modeling to propose a model.

COVID-19 impact on job losses in Portugal: who are the hardest-hit?

Purpose The COVID-19 pandemic caused job losses to rise dramatically. Herein, the purpose of the article is to identify which personal and job characteristics make individuals more vulnerable or more resilient to COVID-19 unemployment in Portugal and thus to help policymakers, organizations and individuals themselves, in creating mechanisms to avoid unemployment within this new context.Design/methodology/approach Using extensive personal and job-related data on the complete population of newly unemployed in Portugal over several months after the emergence of the COVID-19 pandemic, a logit model is estimated to identify the characteristics that make workers more resilient or more vulnerable to COVID-19 unemployment, in comparison with the pre-crisis period.Findings The COVID-19 crisis is shown to be disruptive by changing the unemployment structure, increasing socioeconomic inequalities and weakening traditional mechanisms of employment protection. Additionally, the authors identify a higher vulnerability of low-skilled individuals and of those in occupations with low working-from-home feasibility and/or from non-essential sectors (particularly tourism).Practical implications Policy indications are given aiming to protect the most vulnerable individuals, sectors and regions in Portugal, in this new and unprecedented context.Originality/value A seven-month period following the emergence of the pandemic is considered, which allows investigating both the immediate and the medium-term effects of the COVID-19 crisis on job losses. Additionally, by matching data from three different sources, an extensive set of multilevel variables is considered, some of them new in the literature.

Analysis of the Effect of Job Characteristics, Compensation, Religiosity on Employee Loyalty at Tabassam Farm Mojokerto

The aims of this study to analyze the effect of job characteristics (X1), compensation (X2) and religiosity (X3) on employee loyalty (Y) Tabassam Farm Mojokerto. Job characteristics have five indicators, namely job skills, task identity, task significance, task autonomy, and task feedback. Compensation has six indicators, namely salary, incentives, bonuses, allowances, insurance, and non- financial rewards. Religiosity has five indicators, namely ideology, practice, experience, knowledge and application. Employee loyalty has four indicators, namely obedience, responsibility, dedication, and integrity. The population of this research is Tabassam Farm employees who have worked for more than two years.This research sample of 73 people. The hypothesis used in this study uses multiple linear regression analysis. The results of this study are job characteristics (X1) and religiosity (X3) have a simultaneous and partial effect on employee loyalty, while the compensation variable (X2) has a simultaneous but not partial effect on employee loyalty. The value of the coefficient of determination in this study is 64.4% which indicates that employee loyalty is influenced by job characteristics, compensation, and religiosity, while the remaining 35.6% is influenced by other variables not examined in this study.

Towards a Sociology of Meaningful Work

In the last decade, research on the nature, impact and prospect of meaningful work has flourished. Despite an upsurge in scholarly and practitioner interest, the research field is characterized by a lack of consensus over how meaningful work should be defined and whether its ingredients are exclusively subjective perceptions or solely triggered by objective job characteristics. The disconnection between objective and subjective dimensions of meaningful work results in a hampered understanding of how it emerges in relation to the interplay of workplace, managerial, societal and individual relations. The article addresses this gap and introduces a novel sociological meaningful work framework that features the objective and subjective dimensions of autonomy, dignity and recognition as its key pillars. In this way, a framework is offered that analyses how meaningful work is experienced at the agent level, but shaped by wider dynamics at the structural level.

Professionalization and Corporate Social Responsibility: A Comparative Study on German and US Job Requirements in CSR

Given the steady interest in corporate social responsibility (CSR), this study explores the process of professionalization of CSR. Drawing upon the literature on ‘organizational’ professionals, explicit and implicit CSR, as well as varieties of capitalism, professionalization of CSR is explored in order to trace processes of explicitization and potential cross-national differences between the United States and Germany. In a comparative longitudinal study, we analyse job announcements in the field of CSR and find that although the hybridity of explicit and implicit CSR between the US and Germany is starting to unfold, job characteristics and job requirements in CSR in Germany and the US are still not the same. Our results suggest there is a more distinct trend in professionalization in the US than in Germany in terms of the manifestation of explicit CSR and that the institutional context is linked to how employers drive professionalization processes in non-traditional professions.