Search results for "Job design"

Education and the Determinants of Job Satisfaction

2005

Abstract Using a representative sample of Spanish individuals, we explore the effects of workers’ education on self‐assessed satisfaction with diverse specific aspects of their jobs. We find that the effects of education level on job satisfaction differ, both in size and direction, according to the aspect of the job considered, especially after controlling for actual job attributes and other workers’ characteristics. We also find that workers’ perceptions of the match between education and employment are relevant as determinants of job satisfaction irrespective of workers’ education level.

Work Design and Job Satisfaction: the moderating role of organizational justice

2019

Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes

2006

Abstract In modern Western life it is difficult to avoid work–family conflict. Therefore the resources that might reduce its negative outcomes on well-being and job attitudes come into focus. Our study contributes to the work–family conflict literature by exploring the indirect (moderator) and direct role of three work- and organization-related resources, i.e., job control, family supportive climate, organization-based self-esteem (OBSE), in the work-to-family conflict and well-being/job attitude relationship. Theoretically, the study tested the recently developed Job Demands–Resources (JD-R) model in the Scandinavian context. Data for the study were gathered from three differing Finnish or…

Does job design make workers happy?

2019

Using linked employer‐employee data for Finland we examine associations between job design, employee well‐being and job‐related stress. Three key findings stand out. First, in accordance with the theory of Karasek and Karasek and Theorell, job control and supervisory support are positively correlated with employee well‐being and negatively correlated with job‐related stress. Second, as predicted by theory, job demands are positively correlated with job‐related stress. Third, there is no association between job demands and employee well‐being and, contrary to expectations, neither job control nor supervisory support alleviate the negative relationship between job demands and job‐related stre…

Psychosocial Safety Climate and PSC Ideal; Direct and Interaction Effects on JD-R for Mental Health, Job Satisfaction and Work Engagement (Iran)

2019

In this chapter the PSC model is investigated from composition and dispersion perspectives. PSC refers to the shared perception of managerial activities to support employees’ psychological health and safety. Theoretically, PSC extends the Job Demand-Resources (JD-R) theory. Consistent with composition and dispersion theories, both PSC compositions (average levels) and PSC dispersion (standard deviation (SD)) are investigated. PSC Ideal \( \left( {\frac{PSC\;Level}{PSC\, SD}} \right) \) is a new concept being introduced for the first time here, and includes both mean and dispersion roles. We expected that PSC at the team level determined job design (JD-Rs; psychological and emotional demands…

Does job insecurity threaten who you are? Introducing a social identity perspective to explain well-being and performance consequences of job insecur…

2017

Summary This paper introduces a social identity perspective to job insecurity research. Worrying about becoming jobless, we argue, is detrimental because it implies an anticipated membership of a negatively evaluated group—the group of unemployed people. Job insecurity hence threatens a person's social identity as an employed person. This in turn will affect well-being and job performance. A three-wave survey study amongst 377 British employees supports this perspective. Persons who felt higher levels of job insecurity were more likely to report a weaker social identity as an employed person. This effect was found to be stable over time and also held against a test of reverse causality. Fur…

The consequences of job insecurity for employees: The moderator role of job dependence

2010

With globalization and increased international competition have come more flexible forms of employment and increased job insecurity. The authors address the impact of perceived job insecurity on employees' work attitudes and intentions. After reviewing relevant research on stress theory and the relationship between job insecurity and its consequences, they test two hypotheses on 942 employees in Spain, namely: first, that job insecurity relates negatively to job satisfaction and organiza- tional commitment and positively to intention to leave; and, second, that job insecur- ity, economic need and employability interact in the prediction of these outcomes. s a result of globalization and int…

Organizational Learning Capability and Job Satisfaction: an Empirical Assessment in the Ceramic Tile Industry

2009

Organizational learning capability has been considered an essential issue of an organization's effectiveness and potential to innovate and grow. Although its positive effects on organizations and employees are generally assumed, there is no empirical evidence of its positive association with employee attitudes such as job satisfaction. This paper aims to investigate the relationship between organizational learning capability and job satisfaction through the questionnaire responses of 157 employees from eight companies in the Spanish ceramic tile industry. Results suggest that organizational learning capability and job satisfaction are strongly linked.

Talent management, talent mindset competency and job performance: the mediating role of job satisfaction

2015

This study advances and tests four interlinked hypotheses explicating the relationship between talent mindset competency, job satisfaction and job performance. Talent mindset competency is dimensionalised as: (a) value and goal alignment with the organisation, (b) manager's talent mindset, (c) talent application in everyday behaviours, (d) autonomy using talent and (e) development of talent in organisation. Results generated from a series of path analyses from a data set of 198 public and private sector employees suggest that strategies centred on talent management impact job performance, but through job satisfaction which acts as a mediator. Thus, it is not postulated that we have to pursu…

Differentiation in knowledge‐creating organizations

2007

PurposeThe purpose of this paper is to focus on the analysis of the influence of organizational design variables on the creation of knowledge within the organization. The impact that enablers have on knowledge creation has been widely demonstrated and established in the relevant literature. Using this assumption as a starting‐point, the main aim of this study is to consider and explore the role of differentiation – horizontal and vertical – in knowledge creation using enablers as mediator variables.Design/methodology/approachThe paper has created a model of relations of the design variables that correspond to differentiation – horizontal job specialization, vertical job specialization and n…