Effects Of Job Characteristics Research Articles

Understanding the Wired Workplace: The Effects of Job Characteristics on Employees' Personal Online Communication at Work

As organizations increasingly embrace Internet technologies in daily work activities, an unintended consequence is the growing personal Internet use by employees. This study examines the association between job characteristics and a particular form of personal Internet use at work, personal online communication (POC). The study analyzes data of the 2008 Networked Workers Survey sponsored by the Pew Internet & American Life Project. The results demonstrate that job characteristics explain a large, significant portion of the variance of POC at work. The findings suggest that for jobs with high knowledge intensity, managing POC could be approached from a work–life balance perspective. The study also suggests that changes in work structure, job variety, and autonomy could have significant implications for managing POC activities in the wired workplace.

Job characteristics and work‐home interaction

PurposeThe purpose of this paper is too investigate whether race moderates the relationship between job characteristics (job demands and job resources) and negative and positive WHI (work‐home interaction) in a sample of white and African South African police members.Design/methodology/approachQuestionnaires were distributed to African (n=197) and white (n=222) ranked police members in the North West Province of South Africa. Hierarchical multiple regression and moderated multiple regression analyses were used to analyse the data.FindingsThe results showed that race had moderating effects on the relationship between the positive spill‐over of mood and overload, as well as the relationship between the positive spill‐over of skills and overload. No interaction terms were found significant for the relationships between job characteristics and negative time‐based WHI, or for the relationships between job characteristics and negative strain‐based WHI. It is therefore concluded that race does not moderate the relationship between job characteristics and negative WHI.Practical implicationsThe paper will raising awareness among police members and police management about the effect of job characteristics on WHI. This can provide a platform from which to start addressing issues that could decrease police stress.Originality/valueThis paper shows that although South Africa is working towards uniting all South Africans as a nation, differences between race groups should still be acknowledged and addressed appropriately.

The Contingent Effects of Gender on Performance and Turnover: A Meta- analytic Review

A meta-analysis was conducted to investigate gender differences in task performance, contextual performance, creative performance, and turnover. Using data from 75,601 individuals across 70 studies, we also examined the moderating effects of job characteristics, i.e., job sex typing and job complexity, and individual tenure on gender differences in task performance. Results suggest that men receive higher supervisory ratings than women. However, women outperformed men in terms of contextual performance and creative performance. Job complexity, sex typing of the job, and individual tenure emerged as significant moderators.

Effects of Job Characteristics on Counterproductive Work Behavior Among Production Employees: Malaysian Experience

This study seeks to investigate the impact of job characteristics on counterproductive work behaviour (CWB). Three forms of CWB are identified: interpersonal CWB, production CWB, and property CWB. The regression analysis carried out on a sample of 355 employees showed mixed results. Job significant demonstrated a significant and negative relationship with production CWB. The relationship between job feedback, interpersonal CWB and property CWB was as postulated. In similar not, job identity demonstrated a significant and negative relationship with organizational CWB. However, job autonomy does not show any significant relationship. Implications, limitations, and suggestions for future research are discussed.

The effect of Job Characteristics of Repatriates on job Adjustment and Organizational Effectiveness

The effect of Job Characteristics of Repatriates on job Adjustment and Organizational Effectiveness

Prisoners of Love? Job Satisfaction in Care Work

Previous research has established that paid care work is typically undertaken by women and that this work is often poorly rewarded in terms of pay and promotion opportunities. Much less is known about the reasons why women enter these jobs or their experiences of this work. This paper examines the motivations and experiences of two groups of care workers: childcare workers and dental assistants in Queensland in 2009 (N=1,767). We examine intrinsic, extrinsic and overall job satisfaction and the effects of job characteristics, work experience and demographic characteristics on job satisfaction. We find that childcare workers are less satisfied with their jobs than dental assistants on all three measures, despite a greater proportion nominating intrinsic reasons for entering the occupation. The most important factors predicting job satisfaction for both groups are day‐to‐day work experiences such as control over weekly rosters and entitlements that enable work‐family balance. We conclude that although love of the job may be a strong drawcard into care occupations for some women, experiences may not live up to expectations. Moreover, there is considerable diversity across these groups in motivations and outcomes indicating that it is impossible to view all care occupations as similar in terms rewards, outcomes and experiences.

A Study on the Effect of Job Characteristics on Job Satisfaction and Management Performance in the Workers in the Private Security Business

A Study on the Effect of Job Characteristics on Job Satisfaction and Management Performance in the Workers in the Private Security Business

The effects of job characteristics on creativity and incremental innovation in service industry

The effects of job characteristics on creativity and incremental innovation in service industry

The Effects of Job characteristics on Organizational Effectiveness in Civil Services

The Effects of Job characteristics on Organizational Effectiveness in Civil Services

Job stress and the use of antidepressant medicine: a 3.5-year follow-up study among Danish employees

ObjectivesTo investigate if exposure to adverse psychological job characteristics predicts incident use of antidepressants, taking into account differential misclassification and residual confounding.MethodsA prospective cohort study with a 3.5-year follow-up of...

Do Emotionally Intelligent People do Well in all Jobs? Exploring the Moderating Role of Inter-Personal Interaction

This paper studies the impact of Emotional Intelligence (EI) on job performance on a sample of 101 working executives in a pharmaceutical company in Mumbai, India. The impact of EI on job performance is studied while controlling for General Mental Ability (GMA) and the personality factor of conscientiousness. The paper also investigates the moderating effect of job characteristics (specifically, the extent of interpersonal interaction required on the job) on the relationship between EI and job performance. Analysis of the data showed that EI did not show significant impact on job performance for the entire sample. However, for individuals having high interpersonal interaction on their jobs, EI was significantly related to job performance. On the other hand, for individuals having low interpersonal interaction on their jobs, EI was not related to job performance.

Job Satisfaction and Quitting Intentions: A Structural Model of British General Practitioners

A structural model of job satisfaction and quitting intentions is estimated using data from a survey of general practitioners in the UK. Previous research has used reduced form models, making the interpretation of coefficients problematic. The use of a structural recursive model helps to clarify the relationships between intentions to quit, overall job satisfaction, domains of job satisfaction and personal and job characteristics. Job and personal characteristics have a direct effect on job satisfaction in addition to their indirect impact through job satisfaction domains. Job satisfaction domains have a direct effect on intentions to quit, in addition to their effect via overall job satisfaction. The structural approach provides a richer interpretation of the role and effect of job characteristics on job satisfaction and intentions to quit than is found in previous research. This is particularly relevant in some public sector labour markets, where the opportunity to alter wages to compensate for the relative advantages and disadvantages of jobs is limited because of national wage bargaining.

Informal Caregiving at Working Age: Effects of Job Characteristics and Family Configuration

This article addresses the relationship between employment and providing informal care for sick, disabled, or elderly people in Great Britain. Hazard rate models for taking up caring and leaving work when caring are estimated using retrospective family, employment, and caring data from the British Family and Working Lives Survey 1994 – 1995 for 9,139 British men and women. Family roles but not employment characteristics were relevant for men and women taking up caring. Being in a lower social class was, however, an important predictor of female carers leaving the labor market. Starting caring and quitting the labor market were not affected by women working part time, nor by most aspects of job flexibility that were considered.

Determinants of Delegation — A Study in Five Star Hotels

In a competitive business scenario, attracting and retaining customers is a daunting task for managers of the service industry in general and five star hotels in particular. The present study has tried to suggest a few measures through which customer care can be improved or in other words–well defined job, better superior subordinate relationship and effective delegation may help frontline employees to take extra care of customers and retain them. Direct and interaction effect of determinants of delegation i.e., job characteristics and superior-subordinate relationship has been studied. Effect of these determinants on factors of delegation i.e., amount of delegation, process of delegation and facilitating factors of delegation, has also been studied. A sample of 319 frontline employees of five star hotels of Mumbai was chosen. It has been found that job characteristics and superior subordinate relationship significantly influences delegation. Interaction effect of job characteristics and superior-subordinate relationship were also found to be influencing significantly.

Job characteristics, physical and psychological symptoms, and social support as antecedents of sickness absence among men and women in the private industrial sector

Most longitudinal studies on the relationship between psychosocial health resources and risks, and the employees’ subsequent sickness absences have been conducted in the public sector. The purpose of this study was to find out psychosocial antecedents of sickness absenteeism in the private industrial sector. The effects of job characteristics (job autonomy and job complexity), physical and psychological symptoms, and social support (from coworkers and supervisors) on sickness absenteeism were investigated. The number of long (4–21 days) and very long (>21 days) sickness absence episodes of 3895 persons (76% men and 24% women, mean age 44 years) was obtained from the health registers of a multinational forest industry corporation in 1995–1998. A questionnaire survey on the working conditions and health of the workers was carried out in 1996. The follow-up time of the sickness absences was 1-year 9-month. Job autonomy was found to be associated with long and very long episodes in men (rate ratio (RR) in the lowest autonomy group approximately 2 times higher than the highest autonomy group), and with very long episodes of absence in women (2–3 times higher RR between the low vs. the high category). Low job complexity predicted men's very long absences (RR 1.4). Long and very long episodes were associated with physical and psychological symptoms (RR 1.2–1.7) among men and women. Lack of coworkers’ support increased the frequency of very long sickness absence among men (RR 1.4), and lack of supervisor's support among women (RR 1.6). Also, some interaction effects of social support variables were observed among both genders. We conclude that the studied psychosocial factors are associated with subsequent sickness absence, and that the associations are partly gender-specific. The results showing which variables are related to employees’ sickness absenteeism in the private industrial sector can be applied in human resource management and health service planning.

An Extension and Evaluation of Job Characteristics, Organizational Commitment and Job Satisfaction in an Expatriate, Guest Worker, Sales Setting

Within the literature of sales management, researchers have explored different configurations of job characteristics, organizational commitment and job satisfaction. In this paper, we offer a new configuration that includes interactive effects of job characteristics and organizational commitment on job satisfaction. Utilizing structural equation modeling, we test our proposed model against three alternative models among expatriate, guest worker, salespeople in Saudi Arabia. The proposed model produces the best fit. The theoretical and managerial implications are discussed.

Effects of job characteristics, team climate, and attitudes towards clinical guidelines.

The aim of this study was to form and test a model of the antecedents and possible moderators of the use of clinical guidelines among healthcare professionals. A postal questionnaire survey of all workers in six health centres around Finland. was carried out in April 1996. The health centres were selected to represent all different areas of Finland. A total of 748 (65.5%) of the healthcare workers completed and returned the questionnaire. Of the respondents 95% were women, 16% physicians or dentists, 31% registered nurses, and 27% practical nurses. It was hypothesized that besides positive attitudes towards guidelines, job characteristics and team climate affect the use of guidelines. Three alternative models of possible main and moderating effects of attitudes, job characteristics, and team climate were formed and tested. These models were tested using hierarchical regression analysis and structural equation modelling (LISREL8). All of the hypothesized main effects and the moderating effect of job characteristics between attitudes towards and the use of guidelines were supported. According to our results important factors behind the general positive or negative attitudes towards guidelines are the usefulness, reliability, practicality, and availability of the guidelines. Also, the overall individual, team, and organizational competence to follow the procedures recommended, seemed to be vital. Moreover, those whose job motivation potential was high were more ready to use clinical guidelines even when their attitudes towards guidelines were the same.

Effects of job characteristics, team climate, and attitudes towards clinical guidelines

Effects of job characteristics, team climate, and attitudes towards clinical guidelines

The Effects of Job Characteristics on Active Effort at Work

Building on previous research on worker extra-role effort, the authors focus their analysis on the correlates of one subset of behaviors that they call active effort. The authors argue for an exchange model, with organizations offering intrinsic, social, and material inducements in exchange for active effort by workers. Using data from a telephone survey of 270 employed adults in a large midwestern metropolitan area, the authors test a model that measures a variety of structural variables to see how they affect the level of active effort. The authors find that active effort is related to the extent to which a worker is allowed to participate and to recognition. After controlling for other variables, they found that satisfaction has little independent effect on active effort. Relations to supervisors, seniority, and wages have no net effects on active effort, although they are associated with increased satisfaction. Also, high white-collar employees report significantly higher active effort and satisfaction.

The effects of job characteristics and individual characteristics on job satisfaction and burnout in community nursing

The aim of this article is to describe job satisfaction and burnout among two categories of community-based nurses ( N = 402) in the Netherlands taking account of job and individual characteristics. Results show that these nurses are moderately satisfied with their jobs and the effects of burnout are average. Further, community nurses are less satisfied and have experienced burnout to a greater extent than community nurse auxiliaries. Both job characteristics and individual characteristics are related to job satisfaction and burnout. However, job satisfaction is affected to a greater extent by job characteristics nursing and consequently affect job satisfaction and burnout. These changes give opportunities for making their work more enjoyable, especially to community nurses. It is hypothesized on the results in this study, that these changes at work will mainly have consequences for job satisfaction. If organizations want to decrease feelings of burnout it is more effective to pay attention to supervisory support, peer relationships and individual trainingprogrammes instead of changing the work-content. The results of this study may be helpful in coping with the changes in community nursing.