Job Characteristics Research Articles

Investment in Employee Development & Job Engagement: Demographic and Job Characteristics Moderators

Investment in Employee Development & Job Engagement: Demographic and Job Characteristics Moderators

Job Satisfaction of Bankers in Islami Shariah-based Private Commercial Banks of Bangladesh: Application of Job Characteristics Model

The study aims to find connections between job satisfaction and different parts of the Job Characteristics Model (JCM) in Bangladesh's non-government Islamic banks. 238 bankers filled out an organized questionnaire for a quantitative research design study. The outcomes were examined using descriptive statistics, multiple regression analysis, correlation analysis, and dependability analysis. The multiple regression analysis shows that the JCM's categories can predict satisfaction well, explaining 59.5% of the total variation. Skill variety, job identity, autonomy, and feedback practices significantly increase job satisfaction, while task significance does not. The most influential factor in determining bankers' job satisfaction was autonomy. The study shows the significance of job characteristics in determining job satisfaction among bankers in Islami Shariah-based Private Commercial Banks. To improve job satisfaction and organizational success, managers and lawmakers should consider making skills more varied, tasks more straightforward, freedom more available, and feedback more available.

Gender Differences in Preferences for Meaning at Work

Scholars have examined whether preferences for job characteristics help explain why men and women sort into different occupations but have overlooked preferences for meaning at work. We first document gender differences in preferences for meaning in a large-scale survey covering individuals in 47 countries. We then conduct a choice-based conjoint analysis of a cohort of MBA students at a leading business school to study gender differences in preferences for meaning compared to other job attributes. We show that gender differences in preferences for meaning at work are widespread and partly explain gender differences in behavioral outcomes, including industry of work. (JEL D91, I23, J16, J24, J28)

Study of factors influencing the organizational commitment of Generation Z working in the IT sector of Vietnam

This study aims to advance understanding of the factors affecting Generation Z employee commitment in the workplace of the information and technology (IT) companies in Vietnam. A survey of 450 Generation Z employees in IT companies shows that company remuneration, reward and welfare, work environment, colleagues, direct manager, promotion, job characteristics, green initiatives are positively related to Generation Z organizational commitment. More specifically, work environment and direct manager have the highest effect on Generation Z employee commitment to organization while promotion and colleagues have the lowest effect on Generation Z employee commitment to organization. Research results also revealed that green initiatives of the organization have significant effect on Generation Z employee commitment in companies. This finding suggests that including green initiatives in corporate strategy is a valuable approach for improving Generation Z employee commitment to organization. We discuss the implications for theory, practice, limitations, and directions for future research.

Exploring Achievement of Motivation in the Nepalese Banks Post-Merger View

Background: Employee motivation and achievement factors play an essential role in corporate decisions. This study examines the motivational factors that drive employees' motivation after a merger or acquisition. Its main objective is to explore the determinants of employees' motivation. Methods: The study employs a descriptive and causal-comparative research design. The study used a non-probability convenience sampling design of 235 employees from commercial institutions in Nepal. Results: Study findings reveal that employee achievement motivation is significantly positively correlated with personal factors, job characteristics, relationships with managers, and remuneration, as evidenced by correlation analysis. Conclusion: The impact of these factors on achievement motivation is determined by regression analysis, with job characteristics showing a primary significant influence. Novelty: The study suggests that human resource managers and decision-makers should consider the importance of incorporating a variety of factors to foster motivation in commercial institutions after the merger and to develop strategies for better employee engagement and performance.

The role of gained trust: effects on intrinsic motivation, person-job fit and turnover intentions among real estate brokers

PurposeThe purpose of this paper is to analyze if gained trust is intrinsically motivating and whether it is correlated to subjective person-job fit and occupational turnover intentions among Swedish real estate brokers.Design/methodology/approachThe empirical data was gathered via a survey targeting all real estate brokers in Sweden and analyzed using structural equation modeling.FindingsThe results indicated that brokers are motivated by gained trust from their sellers and that gained trust is a vital part of person-job fit among brokers. In addition, the results show that higher levels of person-job fit reduce the occupational turnover intentions among brokers.Research limitations/implicationsBeing a real estate broker in Sweden might differ from being a broker in many other otherwise comparable countries. Another limitation is the lack of measurements of job satisfaction and/or intrinsic motivation connected to other job characteristics besides customer relations and gained trust. The high mean values of person-job fit, and intrinsic motivation connected to gained trust from customers are contributing to a more nuanced description of brokerage.Practical implicationsThis study gives insights about intrinsic motivation and its connection to person-job fit. Awareness of what drives brokes can be used by both workers and managers to reduce occupational turnover.Originality/valueThis study is interesting from a person-job fit theory advancement perspective since the focus is given to the connection between specific situational work characteristics and person-job fit.

School Nurse Leadership and the Implementation of School-Based Support for LGBTQ+ Students.

In 2021, the National Association of School Nurses published an updated position statement affirming the unique position of school nurses to support the health and well-being of lesbian, gay, bisexual, transgender, and queer/questioning (LGBTQ+) students who are faced with a variety of health disparities rooted in experiences of stigma, discrimination, and bias. The 5-year cluster randomized controlled trial "Reducing LGBTQ+ Adolescent Suicide" leveraged school nurses as leaders to facilitate the uptake of six evidence-informed, LGBTQ-supportive practices in New Mexico high schools. We analyzed 5 years of interview data from 24 school nurses in 13 intervention schools to examine what factors impacted their ability to serve as an effective leader for this initiative. Several factors including job characteristics, leadership and organizational skills, relationships and reputation, and personal commitments emerged from analysis. Contextual factors, such as working in urban or rural school, and the size of the school also influenced nurses' leadership.

Investigating the association between Work Family Conflicts (WFC) and suicidal ideation in an Australian community-based cohort study

BackgroundSuicidal ideation, a significant public health issue, necessitates further investigation of its correlates and precursors. Extensive research highlights the association between Work Family Conflicts (WFC) and psychological distress, including depression. However, research examining the correlation between high WFC experiences and suicidal ideation is sparse. This study explores the association between WFC and suicidal ideation within an occupation non-specific community sample. MethodsCommunity-based, representative data from the Australian-based Personality and Total Health (PATH) Through Life project formed the basis of this study. Participants eligible for the study (N = 1312) were employed either full-time or part-time and took part in an online questionnaire. Importantly, the data include robust measures of WFC, active suicidal ideation, and depression. ResultsAfter adjusting for psychosocial job characteristics, history of suicidal ideation, and other socio-demographic factors, high WFC was associated with increased odds of active suicidal ideation (Model 4: OR: 1.58, CI: 1.04–2.40). Further, supplementary analyses indicated that depression is an important component of this relationship. Analyses exploring an interaction effect by gender showed that while a significant association between high WFC and suicidality was observed among men after adjustment for all covariates, this association was not evident for women. LimitationsA small number of participants reported suicidal ideation, potentially affecting the statistical power to detect significant effects. WFC was measured at one time-point, prohibiting the exploration of its causal and/or chronic impact on suicidal ideation. ConclusionWe find evidence that high WFC is linked to increased active suicidal ideation – specifically for men.

New nurses’ practice environment, job stress, and patient safety attitudes: a cross-sectional study based on the job demands-resources model

BackgroundPatient safety is paramount for all healthcare agencies. Health professionals' lack of patient safety competencies threaten patients’ lives, and increase patients, families, hospitals, and social burdens. The new nurse-related patient safety issues have particularly attracted much attention. The aim of this study was to examine the impacts of practice environment and job stress on new nurses' patient safety attitudes by employing the job demands–resources model.MethodsThe study used a cross-sectional structural equation modeling (SEM). A convenience sample of 370 new nurses was recruited from seven tertiary hospitals in Anhui province, China, from April 2022 to August 2022. Data were collected using self-report questionnaires including the Chinese version of the Nurse Job Stressors Scale, the Practice Environment Scale, and the Safety Attitudes Questionnaire.ResultsNew nurses' patient safety attitudes scores were moderate (126.99 ± 14.39). Practice environment had a significant direct effect on job stress (β = -0.337, t = 6.120), patient safety attitudes (β = 0.604, t = 13.766), practice environment had an indirect effect on patient safety attitudes through job stress (β = 0.066, t = 3.690), and the indirect effect accounted for 9.9% of the total effect. This model was able to explain 48.3% of patient safety attitudes with moderate prediction accuracy.ConclusionsThis study emphasizes the importance of improving new nurses' attitudes toward patient safety. Hospital administrators should develop policies and strategies to address job characteristics, and establish a favorable work environment to reduce new nurses' job stress as well as to improve patient safety.

Appreciation in hospitality workplaces, a job characteristics model application from a Generation Z perspective

ABSTRACT Hospitality businesses are struggling to recruit and retain employees at all levels, with Generation Z employees being among the drivers of what is termed The Great Resignation. Employee appreciation and recognition have long been considered important elements in improving organisations’ productivity, motivation, and retention. This paper empirically explores the linkages between appreciation and job core characteristics and meaningfulness as per the Job Characteristics Model. It demonstrates the importance of the factor of job significance for Generation Z as well as of feedback. Contextual factors such as relationships with colleagues and superiors, organisational culture, and role-modelling of leaders emerge as positive elements of work environments favoured by Generation Z employees in hospitality. Theoretical contributions address the suitability of the model in this context and the need to incorporate moderator effects pertaining to appreciation therein.

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

ObjectiveRelational job characteristics include perceived social worth and perceived social influence. Good relational job characteristics mean that nurses have high prosocial behavior. The purpose of this study was to explore the potential profile of nurses’ relational job characteristics, influencing factors and their differences in turnover intention and subjective well-being, thus finding the most suitable clinical relationship job characteristics.MethodsA cross-sectional survey was conducted among 1013 clinical nurses using the general demographic data questionnaire, Relational Job Characteristics scale, Turnover Intention Questionnaire and Campbell index of well-being. A latent profile analysis was performed to explore relational job characteristics latent profiles. Multinomial logistic regression analysis was conducted to examine the predictors of profile membership, and a one-way analysis of variance was applied to compare the turnover intention and subjective well-being in each latent profile.ResultsFive latent profiles were identified and labeled ‘High prosocial job characteristics’ profile (20.7%), ‘Moderate prosocial job characteristics’ profile (41.7%), ‘High social worth-low social impact perceived’ profile (6.3%), ‘Low social worth‐high social impact perceived’ profile (18.8%) and ‘Low prosocial job characteristics’ profile (12.5%). Factors affecting the different types of nurse relationship job characteristics include age, marital status, hospital department, nursing years, professional title and hospital position. Among them, chief nurse, nurses with more than 20 years of nursing experience and obstetrics and gynecology nurses were more likely to be ‘high prosocial job characteristics’ profile. The turnover intention of nurses in ‘high prosocial job characteristics’ profile was significantly lower than that of other profiles, and their subjective well-being was significantly higher than that of other profiles.ConclusionImproving nurses’ perception of social worth and social impact on clinical work can improve nurses’ prosocial behavior and subjective well-being, and reduce their turnover intention. Nursing managers or policy makers can formulate targeted intervention measures according to the influencing factors of potential profiles.

Relationship between job challenge and job performance in the Korean Army: The mediating effect of learning agility and the moderating effect of job autonomy

ABSTRACT This study aims to identify the relationship among job challenge, learning agility, job autonomy, and job performance based on job demand-resources model. In particular, this study examined the mediating role of learning agility in the relationship between Job challenge and job performance, which has rarely been conducted. Furthermore, the moderating effect of job autonomy as job resource was explored. The data collected were from army officers and noncommissioned officers (NCO) of the Korean Army (N = 425). We hypothesized that there is a positive relationship among Job challenge and learning agility, Job challenge and job performance, the mediating role of learning agility in the relationship between Job challenge and job performance, and the moderating role of job autonomy. As predicted, we found that Job challenge was positively related to learning agility and job performance. We also found a mediating effect of learning agility on the relationship between Job challenge and job performance. Furthermore, job autonomy moderated the positive relationship between Job challenge and learning agility, although the moderating effect of job autonomy between Job challenge and job performance was not significant. Finally, the indirect relationship between Job challenge and job performance, via learning agility, was stronger for the higher job autonomy group than for the lower job autonomy group. The, theoretical and practical contributions and suggestions for future studies on learning agility and job characteristics are discussed.

Validation of the Hungarian version of the 6-item turnover intention scale among elderly care workers

This research examines the psychometric characteristics and reliability of the 6-item turnover intention scale (TIS-6) by Bothma and Roodt (SA J Hum Resour Manag 11:a507, 2013) on a Hungarian sample. The internal validity of the TIS-6 was assessed using data from 269 Hungarian elderly care institution workers. Confirmatory factor analysis was performed to analyse the structural validity. Convergent and discriminant validity were examined with questions on job characteristics and using the Maslach Burnout Inventory and Effort-Reward Imbalance Scale. IBM SPSS 28.0 software was used for the statistical analysis, and the results were considered significant at p < 0.05. The internal consistency of the questionnaire's scale proved to be acceptable (α = 0.826). Convergent validity was confirmed by the relationships between the components of the questionnaire and burnout (rs = 0.512; p < 0.001; rs = 0.419; p < 0.001) and workplace stress (rs = 0.565; p < 0.001; rs = 0.310; p < 0.001). There were significant differences between the TIS-6 scores among the groups with different degrees of burnout (p < 0.001), which indicated adequate discriminant validity of the questionnaire. The structural validity of the questionnaire was acceptable, and the scale questions fit well. The Hungarian version of the TIS-6 scale is a valid and reliable tool for assessing turnover intention among elderly care institution workers in Hungary.

Design of an Iterative Method for MapReduce Scheduling Using Deep Reinforcement Learning and Anomaly Detection

Due to high complexities within distributed computing environments, there's a critical need for advanced scheduling frameworks that are capable of optimizing MapReduce systems. Current approaches have static policies that limit their capability to adapt to changing system dynamics and workload variations for different cloud scenarios. To overcome these issues, this study introduces a robust MapReduce framework empowered by intelligent scheduling algorithms, tailored to enhance system efficiency and resilience levels. The framework introduces three novel scheduling models: Deep Reinforcement Learning for Dynamic Job Scheduling (DRDJS), Anomaly Detection-driven Adaptive Scheduling (ADAS), and Cluster-based Job Categorization and Scheduling (CJCS). DRDJS utilizes deep reinforcement learning to dynamically generate optimal scheduling policies based on multiple metrics that include historical job data, system metrics, and workload characteristics. This adaptive approach leads to significant reductions in job completion times, outperforming static scheduling methods by up to 30%. Next, ADAS leverages anomaly detection to prioritize critical tasks and efficiently allocate resources in response to anomalies, resulting in a notable improve scheduling speed by up to 40%. Finally, CJCS employs clustering algorithms to categorize jobs based on their resource requirements and execution profiles, enabling more accurate resource allocation and reducing average job completion times by up to 25%. By integrating these methods into a unified scheduling framework, the proposed solution addresses the variability in job characteristics and system performance, thereby enhancing the overall throughput and stability of MapReduce operations.

Effect of Employee Motivation on Work Performance - With Special Reference to Leading Firms in Chennai

Motivation is a set of processes that moves a person towards a goal. It signifies the level, direction and persistence of effort expanded in work. Since motivation influences productivity, supervisors need to understand what motivates employees to perform effectively and efficiently. Factors that affect work motivation are individual characteristics, job characteristics and Organizational practices. Individual differences are the personal needs, values, attitudes, interests and abilities that people bring to their job. This study analyses the effect of employee motivation on the work performance. The factors which cause individual differences in work motivation are categorized and considered in the questionnaire. The major findings of the study revealed that self interest in work, need for achievement, appreciation by boss, working condition have medium level influence in the employee motivation and monetary compensation and superior subordinate relationship highly influence the employee motivation.

Job characteristics and work engagement among secondary school teachers: the moderating role of co-worker support

This study examines the moderating effect of co-worker support on the relationship between job characteristics and employee work engagement among secondary school teachers in Tanzania. A cross-sectional research design was adopted; data were collected using a structured questionnaire from 221 randomly selected respondents, and analysis was carried out using structural equation modelling. The findings indicate that job characteristics have a positive and significant relationship with employee work engagement (β = 0.478, p = 0.001). Additionally, the moderating effect of co-worker support on the relationship between job characteristics and employee work engagement is positive and significant (β = 0.305, p = 0.046). Conversely, the findings indicate that the relationship between co-worker support and employee work engagement is not statistically significant (β = 0.217, p = 0.067). These findings have implications for theory and management, suggesting that managers in the education sector should prioritise fostering a supportive atmosphere among teachers and encouraging mutual assistance and collaboration. This can create a work environment where employees feel valued and empowered, leading to increased job satisfaction and engagement. The study aligns with the job characteristics model, highlighting that job characteristics promote positive outcomes like relationship-building, teamwork, and employee retention. It recommends evaluating jobs to improve their features, making them more attractive and rewarding, which increases employee engagement. Additionally, ambiguous and less attractive jobs should be redesigned to minimise anxiety and stress.

Job Characteristics and Task Performance: The Role of Technostress among Teleworkers

Task performance remains a main issue for teleworkers in organizations during theCOVID-19 and post-COVID era. The unique demands and challenges faced byteleworkers result in increased stress and decreased task performance. This studyfocuses on the relatively overlooked indirect effect of technostress during postcovid and between job characteristics and task performance. The survey approachwas used to collect the data from 248 employees from teleworkers working in theIT and telecom sectors of Pakistan's twin cities (Rawalpindi and Islamabad). Thepurposive sampling technique was used to collect data. The findings suggested thatTask Autonomy and Task Identity had a significant positive impact on TaskPerformance. The research provides a unique set of lessons that the IT sectorshould implement to increase the task performance of teleworkers, whichultimately leads to achieving goals and gaining a competitive advantage. The studycontributes to the existing literature on the contributing factor that improves theeffectiveness of teleworkers in the IT sector of Pakistan. The study is unique in itsscope and implications, focusing on the IT sector. This research will provideuseful insight to better understand how task autonomy and task identity arenecessary for the effectiveness of teleworkers’ task performance where technologyis the only source of communication between all the employees.

A Study on the Effect of Job Characteristics on Job Satisfaction and Organizational Commitment

A Study on the Effect of Job Characteristics on Job Satisfaction and Organizational Commitment

Barriers to Effective Communication Between Nurses and Patients from the Perspective of Emergency Nurses at Educational-Therapeutic: A Cross-Sectional Study

Background: Effective communication between nurses and patients is essential for delivering quality patient care, particularly in high-pressure settings such as emergency departments. Objectives: This study aimed to assess the barriers hindering effective nurse-patient communication, as perceived by emergency nurses employed at the teaching hospitals associated with Mazandaran University of Medical Sciences in Iran in 2023. Methods: This cross-sectional study recruited 184 emergency nurses from five university hospitals using a census method. The sample population consisted of nurses working in emergency departments affiliated with Mazandaran University of Medical Sciences from May to August 2023, in Iran. Data were collected using demographic and the Barriers to Nurse-Patient Communication questionnaires, a validated and reliable instrument that assesses four domains hindering effective communication between nurses and patients. The data were analyzed using SPSS version 22. Results: According to the calculations, 65.2% of the participants were female, with ages ranging from 23 to 54 years and work experience between 1 and 27.5 years. Additionally, 92.4% held a bachelor's degree, and 7.6% had a master's degree. The results showed that, according to the emergency nurses, the barriers to communication between nurses and patients in the four investigated areas, ranked from highest to lowest score, were occupational characteristics, environmental factors, personal-social factors, and patient’s clinical conditions. The highest obstacles identified were: In the field of personal-social factors, patient’s excessive expectations (4.05 ± 0.88); in the field of occupational characteristics, heavy workload (4.32 ± 0.90); in the field of patient’s clinical conditions, presence of a companion (3.17 ± 1.29); and in the field of environmental factors, lack of appreciation of nurses by officials (3.96 ± 1.09). The barrier scores did not significantly correlate with nurses’ demographic variables. Conclusions: According to the results, the biggest obstacles were in the field of job characteristics of the emergency nurses. Therefore, the findings of this research can help nursing managers identify and adjust communication barriers between nurses and patients to adopt more effective strategies for teaching and evaluating nursing communication skills, ultimately fostering effective communication between nurses and patients.

The Influence Of Organizational Support And Job Characteristics On Service Quality Through Innovation As An Intervening Variable

This Research Aims To Identify And Determine Efforts That Can Be Made To Improve Service Quality Through A Study of its relationship with Organizational Support, Job Characteristics and Innovation. The population of this study was 161 implementing employees at the Bogor Regency Food Crops, Horticulture and Plantation Service with a sample size of 115 people, whose determination used the Slovin formula with an error tolerance of 5%. Data was obtained using instruments in the form of questionnaires and analyzed using descriptive and inferential statistical analysis. The results showed seven positive and significant relationships. First, there is a positive and significant direct relationship between the variables Organizational Support and Innovation with a correlation coefficient of 0.347. Second, there is a positive and significant direct relationship between Job Characteristics and Innovation with a correlation coefficient value of 0.254. Third, there is a positive and significant direct relationship between Organizational Support and Service Quality with a correlation coefficient of 0.102. Fourth, there is a positive and significant direct relationship between Job Characteristics and Service Quality with a correlation coefficient value of 0.087. Fifth, there is a positive and significant direct relationship between Innovation and Service Quality with a correlation coefficient of 0.389. Sixth, there is a positive and significant indirect relationship between Organizational Support and Service Quality through Innovation with a correlation coefficient of 0.084. Seventh, there is a positive and significant indirect relationship between Job Characteristics and Service Quality through Innovation with a correlation coefficient of 0.104.