Job characteristics of a Malaysian bank’s anti-money laundering system and its employees’ job satisfaction

Background: Banks and financial institutions are vulnerable to money laundering (ML) as a result of crime proceeds infiltrating banks in the form of significant cash deposits. Improved financial crime compliance processes and systems enable anti-ML (AML) analysts to devote considerable time and effort to case investigation and process quality work, thereby lowering financial risks by reporting suspicious activity in a timely and effective manner. This study uses Job Characteristics Theory (JCT) to evaluate the AML system through the job satisfaction and motivation of its users. The purpose of this study is to determine how satisfied AML personnel are with their jobs and how motivated they are to work with the system. Methods: This cross-sectional study used JCT to investigate the important elements impacting employee satisfaction with the AML system. The five core dimensions of the job characteristics were measured using a job diagnostic survey. The respondents were employees working in the AML department of a Malaysian bank, and the sample group was chosen using a purposive sampling approach. A total of 100 acceptable replies were gathered and analysed using various statistical approaches. A motivating potential score was generated for each employee based on five main job characteristics. Results: Findings revealed that five core job characteristics, namely, skill diversity, task identity, task importance, autonomy and feedback, positively influence the AML system employees’ job satisfaction. However, skill variety and autonomy are found to be low, which are reflected in the poor motivating potential score. Conclusion: This study examined the characteristics of the AML system and its users’ job satisfaction. Findings revealed that task significance is the most widely recognised characteristic, followed by feedback and task identity. However, there is a lack of skill variety and autonomy, which must be addressed to improve employee satisfaction with the AML system.

Astropharmacy: Exploring the Pharmacist’s Role in Space travel

Introduction Significant alterations occur in human physiology and the way medications function in space (1). Understanding the efficacy and pitfalls of pharmacological intervention and developing space-related pharmacy services is therefore integral to ensuring a sustained presence for human spaceflight. In contemporary society, the pharmacist plays a significant role in a person’s health. However, pharmacist input towards the spaceflight participant’s health is minimal to nil. Aim: T o explore stakeholder perspectives towards the role of Astropharmacy in the space sector. Methods Pharmacists (n = 18) across the globe and space sector participants (n = 18) from governmental, commercial, and space tourism sectors participated, via 27 qualitative interviews and three focus groups. Participants were recruited via purposive and snowball sampling. A six-step thematic analysis was used and mapped into the Job Characteristics Model (JCM). JCM is a theory within work design, aiming to promote work experiences and personal outcomes. There are five job dimensions – skill variety, task identity, task significance, autonomy, and feedback which influence three psychological states required for a well-designed job. The three psychological states are meaningfulness, responsibility, and knowledge of work results, which lead to positive work and personal experiences (2). Results Three key themes were generated: medication management, medication research, and regulation/licensing. Medication management encompassed safeguarding the space traveller’s health, like space tourists, by conducting medication reviews (pre-and post-flight), medication advice (digital astro-telepharmacy information services during spaceflight) and developing personalised medication. Medication management also included ensuring shelf-life and continuous medication supply for deep space exploration. Medication research included novel drug development, innovative manufacturing, and understanding clinical applications of the pharmacokinetic and pharmacodynamic changes of medications in space. Innovative manufacturing like 3-D printing raises questions regarding the need for regulations/licensing of medications use and manufacturing in space. Based on the JCM our findings indicate that Astropharmacy possesses diverse duties eliciting meaningfulness, with clear responsibility and observable workplace results promoting task significance, and both the medication and patient focus promoting task identity. Autonomy was blurred within Astropharmacy as a degree of autonomy is needed due to the field’s novelty, but workforce regulations by governmental space agencies are expected. Lastly, workplace feedback can be achieved in Astropharmacy through performance reviews. Conclusion The Astropharmacy role is perceived to involve medication management, medication research and regulation/licensing of medications for space. The work design of astropharmacy is well-reflected in the JCM, implying that a novel and energising opportunity for the pharmacy profession is forthcoming. Although the data generated by qualitative research are not generalizable to other settings, these themes represent the first study to investigate the space sector qualitatively in the context of pharmacy, providing rich foundational data for future research. Consequently, the amalgamation of two previously distinct workplace domains may be a conceivable reality for the future of pharmacy practice. References 1. Blue RS, Bayuse TM et al. Supplying a pharmacy for NASA exploration spaceflight: challenges and current understanding. Npj Microgravity. 2019;5(1):1–12. 2. Hackman RJ, Oldham G. Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance. 1976;16(2):250–279.

The Effect of Job Characteristics on Organizational Ambidexterity: Insight from Jordan

The purpose of this study is to identify the effect of Job Characteristics on organizational ambidexterity. The study population involves Food and beverages companies listed on the Amman Stock Exchange (2020) which numbered (8) companies. The study sample includes (120) employees. The questionnaire was gathered from (100) respondents and shaped 83% as a response rate. The obtained data have been analyzed by the partial Least Squares (PLS) technique. The current study showed that all the dimensions of the Job Characteristics namely (Skills variety, task identity, task significance, autonomy, and feedback) have a positive impact on organizational ambidexterity. The study recommends increasing the job characteristics levels and the organizational ambidexterity levels in the researched companies. In addition, it recommends the future researchers complete this study on the other sectors.

Memahami Dinamika Bekerja dalam Ketidakpastian: Tinjauan Fenomenologis Pengalaman Bekerja Pengemudi Ojek Online

Employees of high technology company often facing rapid and unpredictable changes. This qualitative research aims to explore further how workers with high uncertainty working environment develop their strategies to be survived in this kind of environment. Online ojek driver works in high uncertainty environment where they have no clear employment status. The technology company who employs them only see them as a business partner which their relationship with the company could be terminated anytime. This qualitative research is conducted with phenomenological approach. Six ojek online driver respondents were chosen with minimum criteria: has been working in this field minimum 1 year, play a role as the main income earner in the family, and has the main job as online motor driver. Through a qualitative method with phenomenological approach, data analyzed by data reduction process resulted in five main themes: environmental uncertainty, task identity, values, strategy, and hope and themes of strategy to overcome those work situations and nature. Then the researcher developed an essential description or comprehensive construction about the meaning and the essence of the subjects’ experiences.

The best task allocation process is to decide on one’s own: effects of the allocation agent in human–robot interaction on perceived work characteristics and satisfaction

New technologies are ever evolving and have the power to change human work for the better or the worse depending on the implementation. For human–robot interaction (HRI), it is decisive how humans and robots will share tasks and who will be in charge for decisions on task allocation. The aim of this online experiment was to examine the influence of different decision agents on the perception of a task allocation process in HRI. We assume that inclusion of the worker in the allocation will create more perceived work resources and will lead to more satisfaction with the allocation and the work results than a decision made by another agent. To test these hypotheses, we used a fictional production scenario where tasks were allocated to the participant and a robot. The allocation decision was either made by the robot, by an organizational unit, or by the participants themselves. We then looked for differences between those conditions. Our sample consisted of 151 people. In multiple ANOVAs, we could show that satisfaction with the allocation process, the solution, and with the result of the work process was higher in the condition where participants themselves were given agency in the allocation process compared to the other two. Those participants also experienced more task identity and autonomy. This has implications for the design of allocation processes: The inclusion of workers in task allocation can play a crucial role in leveraging the acceptance of HRI and in designing humane work systems in Industry 4.0.

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

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.

The moderating effects of job design on human capital and NPD performance

Purpose In response to calls for the extension of job design research for the strategic team particularly in high-velocity environment, the purpose of this paper is to investigate the moderating roles of job design in the relationships between project team viewed as human capital resources and new product development (NPD) performance in the short and long run. Based on survey data from 117 NPD project teams in high-technology multinational companies (MNCs) in Thailand, this research finds that job design (i.e. autonomous, task identity and feedback) moderates the effects of human capital resources on NPD project success. In addition, job design works in concert with human capital resources to affect managing NPD project-to-project in the long run. Designing jobs by providing autonomy, identity and feedbacks could trigger the stronger contribution not only for fostering knowledge creation in the NPD project team, but also encouraging intrinsic motivation to commit extra effort to achieve NPD goals. This research contributes to the job design literature of how job design works for NPD project team to achieve short-and long-run NPD performance. Implications for these results are discussed. Design/methodology/approach Based on survey data from 117 NPD projects in high-technology MNCs in Thailand, this research uses hierarchical regression to do analyses. Findings This research finds that job design (i.e. autonomous, task identity and feedback) moderates the effects of human capital resources on the short-run project performance. In addition, job design works in concert with human capital resources to affect managing project-to-project in the long run. Research limitations/implications This research contributes to the job design literature of how job design works for NPD project team to achieve short-and long-run NPD performance. Originality/value Investigating the moderating roles of job design in the relationship between human capital resources and NPD performance in the short and long run.

The Effect of the Congruence between Job Characteristics and Personality on Job Crafting

This study examined the effect of the fit between personality (i.e., openness to experience) and core job characteristics (i.e., skill variety, task significance, and task identity) on job crafting. We collected survey data from 200 college students who were assigned a team project during the semester. Using polynomial regression analysis, we tested the effects of the fit between personality and job characteristics on job crafting. The results revealed that a high level of openness to experience was significantly associated with a high level of job crafting (i.e., task, relational, and cognitive crafting). Furthermore, when both openness to experience and job characteristics were congruent at a high level, the tendency to proactively perform one’s tasks was also high. These findings enhance our understanding of the effect of the fit between openness to experience and three core job characteristics on job crafting.