Search results for "Job design"
showing 10 items of 36 documents
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…
Third-sector job quality: evidence from Finland
2016
Purpose – The purpose of this paper is to study the perceived job quality and job satisfaction among third-sector employees and compare job quality in the third, public and private sector. Design/methodology/approach – The study is based on the quality of work life (QWL) survey data gathered by Statistics Finland. The QWL data are complemented with data set collected among third-sector employees. In the sector comparisons percentage shares were used to compare different dimensions of job quality between the sectors. Regression analysis was used to control the structural labour market differences between the sectors. Findings – The results show that job quality in the third sector differs s…
Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries
2009
An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Naswall, 2002). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide addi…
Job demands-resources model in the context of recovery: Testing recovery experiences as mediators
2011
The aim of the present study was to extend the original Job Demands– Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R mode…
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…
The Work Design Questionnaire: Spanish version and validation
2015
The purpose of this study is to validate the Spanish version of the Work Design Questionnaire (WDQ; Morgeson & Humphrey, 2006). Employees from three Colombian samples completed the questionnaire (N = 831). Confirmatory factor analyses revealed a 21-factor structure ( 2 /df ratio = 2.40, SRMR = .06, RMSEA = .04, CFI = .90) with adequate levels of convergent and discriminant validity. Additional support for construct validity was found from significant differences among different occupational groups (professional and nonprofessional, health-focused, commercial, and manufacturing workers). Furthermore, knowledge, social, and work context characteristics showed incremental validity over tas…
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…
Exploring the relationships between high involvement work system practices, work demands and emotional exhaustion: a multi-level study.
2016
This study explores the impact of enacted high involvement work systems (HIWS) practices on employee emotional exhaustion. This study hypothesized that work overload and job responsibility mediate the relationship between HIWS practices (ability, motivation, opportunity and work design HIWS practices) and employee emotional exhaustion. A total of 360 employees (nested within 49 work units) rated their feelings of work overload, job responsibility and emotional exhaustion. The line managers from these work units rated the enacted HIWS practices. Results indicate that ability- and motivation HIWS practices are positively related to work overload, and ability-, motivation- and work design HIWS…
Emotional intelligence and job satisfaction: the role of organizational learning capability
2008
PurposeThe purpose of this paper is to analyze the relationship between emotional intelligence (EI) and job satisfaction, by taking into consideration organizational learning capability (OLC).Design/methodology/approachData were collected from eight Spanish ceramic tile manufacturers. The survey was addressed to shop floor workers, and 157 valid questionnaires were obtained, representing a response rate of 61 per cent. Confirmatory factor analysis was used to test this theoretical model.FindingsThis paper proposes that OLC plays a significant role in determining the effects of EI on job satisfaction.Research limitations/implicationsOwing to certain features of the sample and the use of meas…
Stability and change model of job resources and work engagement: A seven-year three-wave follow-up study
2015
Using the stability and change model, conservation of resources theory and the job demands-resources model, this study aimed to determine: (1) the extent to which work engagement and job resources can be explained by a component reflecting stability and a component reflecting change in these constructs, and (2) the strength and direction of the relationship between work engagement and job resources when their stable components are controlled for. The study was carried out among 1,964 Finnish dentists over a seven-year time period (2003–2010), using a three-wave dataset. Some of the dentists had changed jobs during the follow-up, and therefore the research questions were validated among grou…