Job Characteristics Research Articles

Research and Practice on the Relationship between Employment Positions and Education for Students in Mechanical Manufacturing and Automation at Vocational Colleges

This study aims to explore the relationship between employment positions and education for students majoring in mechanical manufacturing and automation at vocational colleges. It analyzes the intrinsic connections between teaching content, methods, and students' employability from a theoretical perspective. Employing literature review and theoretical analysis, the research constructs a theoretical framework encompassing four dimensions: teaching objectives, content, methods, and student employability. Under this framework, the study delves into how teaching objectives influence content selection, how content is transformed into employability through various teaching methods, and how these abilities are manifested in the job market. The findings suggest that vocational colleges should consider industry demands and future job characteristics when designing the curriculum for mechanical manufacturing and automation, optimizing content and methods to enhance students' professional skills and overall quality, thereby boosting their employability. Additionally, the study highlights that the close integration of education and employment aids in increasing student employment rates, and reflects the adaptability of vocational education to socio-economic development needs.

Inequality Within the Family: A Comparative Analysis of Gendered Working Time Preferences Among Dual-Earner Couples

The preference for reduced work hours is well-known to be associated with various social ramifications, but research on the determinants of workers’ preference is generally limited to investigating individual and job characteristics. Building on the paradigm of the social construction of gender, the life-course perspective, and scholarship on welfare policy, we examine the relationships between heterosexual dual-earner couples’ work hour arrangements and men’s and women’s own preferences for reduced work hours, as well as their desire for their spouses’ reduced work hours in 19 countries. This study contributes to the literature on gendered work hour preferences by theorizing and analyzing two gendered family-centered contexts: couples' adaptive strategies and work-family policy regimes as two main theoretical frameworks. Thus, our approach allows examining which couple-level strategies and policies can combat hours’ mismatch, given the gendered structure of work opportunities and gender norms. Second, we offer the first examination of the role that defamilization policies play in shaping preferences for reduced hours at the couple level. Using the 2010 European Social Survey, this study documents a pervasive preference for reduced work hours for men and women in dual-earner couples. Multilevel models indicate that, regardless of dual-earner couples’ work hour arrangements, individuals generally report preferences for working hours for themselves and their spouses that conform to a modified male breadwinner-female homemaker model. Moreover, individuals in dual-earner couples in countries with less developed work-family policies feel more pressed for time.

Assessing the job preferences of senior medical students for mandatory service: a discrete choice experiment.

To investigate the job preferences of senior medical students for mandatory service as general practitioners using discrete choice experiment. Health workforce is directly associated with health service coverage and health outcomes. However, there is a global shortage of healthcare workers (HCWs) in rural areas. Discrete choice experiments can guide the policy and decision-makers to increase recruitment and retention of HCWs in remote and rural areas by determining their job preferences. The aim of this study is to investigate job preferences of senior medical students for mandatory service as general practitioners. This cross-sectional survey was conducted among 144 medical students. To estimate students' preferences for different levels of job attributes, a mixed logit model was utilised. Simulations of job uptake rates and willingness to pay (WTP) estimates were computed. All attributes had an impact on the job preferences of students with the following order of priority: salary, workload, proximity to family/friends, working environment, facility and developmental status. For a normal workload and a workplace closed to family/friends which were the most valued attributes after salary, WTPs were 2818.8 Turkish lira (TRY) ($398.7) and 2287.5 TRY ($323.6), respectively. The preference weights of various job characteristics were modified by gender, the presence of a HCW parent and willingness to perform mandatory service. To recruit young physicians where they are most needed, monetary incentives appear to be the most efficient intervention. Non-pecuniary job characteristics also affected job preferences. Packages of both monetary and non-monetary incentives tailored to individual characteristics would be the most efficient approach.

The influence of job characteristics,communication satisfaction and conscientiousness on organizational citizenship behavior (OCB) of sungai penuh city sme cooperative office employees

The influence of job characteristics,communication satisfaction and conscientiousness on organizational citizenship behavior (OCB) of sungai penuh city sme cooperative office employees

A STUDY OF FACTORS INFLUENCING WORK ENTHUSIASM OF THAI EMPLOYEES OF CHINESE ENTERPRISES IN THAILAND (THE CASE STUDY OF Z RUBBER COMPANY)

With China's "Belt and Road" and "Going Global" initiatives implemented, an increasing number of Chinese enterprises are investing and establishing operations in Thailand. Among these companies in Thailand, Thai employees constitute the primary human resources. Many Chinese enterprises still rely on management practices based on Chinese experience; however, this approach does not entirely align with the actual situation of Thai employees. This misalignment between management practices and employee realities has a direct impact on Thai employees' work enthusiasm, thereby influencing market competitiveness and sustainable development of Chinese enterprises in Thailand. Taking Z Rubber Thailand Company as an example, this paper aims to explore methods to enhance the work enthusiasm of Thai employees by drawing on previous research on employee work enthusiasm. This study conducted a questionnaire survey of Thai employees at Z Rubber Thailand Company, resulting in 312 valid responses. The analysis revealed that six factors primarily influence the job enthusiasm of Thai employees in Sino-Thai companies: job characteristics, promotion opportunities, work relationships, working conditions and environment, salary policies, and welfare policies.

PREDICTING SELF-ASSESSED HEALTH STATUS IN WOMEN: WHAT COUNTS FOR GERMAN MIDWIVES AND MEDICAL OFFICE ASSISTANTS?

Previous studies on women's work and health have tended to summarize women's occupations in broad categories and ignore job-specific workload. We compared occupational characteristics, burnout, health behaviour, and predictors of subjective health status between German midwives and medical office assistants (MOAs). We conducted a cross- sectional survey using a standardized questionnaire with items addressing aspects of the occupational biography, job characteristics, unpaid work, social support, gender role orientation, and health status and behaviour. Burnout was measured using the Maslach Burnout Inventory (MBI, Maslach and Jackson 1986). Altogether 386 questionnaires for midwives and 552 questionnaires for MOAs were sent out (response rates 60.4% and 44.1% respectively). Chi-square- and Mann-Whitney-U-tests and multiple regression models were conducted. Significant group differences were found regarding, for example, satisfaction with salary and control. More midwives than MOAs would choose their profession again (p<0.001). The level of burnout was medium for MOAs. Midwives had medium levels of burnout on two subscales and low levels on one subscale of the MBI. Health behaviours such as smoking, alcohol consumption and exercise did not differ between the occupations. Midwives conducted breast self-examination and ate whole-wheat products more often, whereas MOAs utilized GP and cancer checkups more frequently and consumed more medication. Satisfaction with salary and overtime hours predicted burnout in both occupations. Burnout and smoking were the only overlapping predictors of the health status of midwives and MOAs. Further studies should consider differences between female-dominated occupations when designing appropriate studies on women's health. Increases in salary and reductions in overtime hours may be appropriate interventions for health promotion in these occupations.

The necessity of job design for employee creativity and innovation: nothing happens without supervisor support

ABSTRACT Job design is a favourable antecedent of discretionary innovative work behaviours (IWB). Although multiple job characteristics (i.e., job demands and job resources) define the work environment, only a few are supposed to be of dominant and critical importance for employee creativity and innovation. By complementing the common sufficient causality with necessity theorizing, we explored the creativity-enabling and innovation-enabling nature of the Job Demands – Control – Support (JDCS) model components. A multi-method approach (i.e., multiple regression, relative importance analysis, and necessary condition analysis) was applied in a comparative contextualized research design (i.e., a three-study field survey research) involving 358 employees and 86 supervisors from an EU member country. The converging results showed that without experiencing vitally important support from a supervisor, enhancing other job characteristics will not lead to high levels of subordinate’s IWB. The present research also recognized work autonomy as an additional task-related critical success factor, which was only necessary when considering employee innovation as a frequently occurring time-lagged outcome. Contrary to our theory-derived assumptions, job complexity as a representative type of job demand was not necessary for IWB. Practitioners may benefit from the findings because they can better understand the prerequisites and priorities for enabling employees’ IWB via job design.

The effect of lean manufacturing practices on employees’ well-being mediated by job characteristics

PurposeBased on the principles of positive psychology, this study aims to investigate the mediating role of job characteristics (task, knowledge, social and work context) in the connection between lean manufacturing (LM) practices and employee well-being.Design/methodology/approachEmployee well-being, encompassing job satisfaction, organizational affective commitment and work involvement, is conceptualized as a second-order construct. Using a proposed model, an online survey was administered to 520 participants across 23 operational sectors categories of the Brazilian manufacturing industry. The data is processed using structural equation analysis.FindingsThe research shows that the relationship between LM practices and employee well-being is partially mediated through three out of the four work characteristics (task, knowledge and social). In addition, LM exerts a direct and significant influence on employee well-being.Practical implicationsThis study contributes to practical insights by encouraging industrial managers to refine their managerial work design. It highlights the importance of appropriately dimensioning tasks, nurturing social skills to enhance interactions and task execution and optimizing physical facilities to counteract potential initial-stage work intensification during LM implementation.Originality/valuePrevious research about organizational behavior extensively examines happiness at work, focusing on constructs such as well-being, satisfaction, commitment, engagement and motivation, but there is a lack of studies assessing employee well-being in the lean context, particularly from a positive perspective.

Relationship between Job Satisfaction and Turnover Intentions among Nurses in South America

Purpose: The aim of the study was to analyze the relationship between job satisfaction and turnover intentions among nurses in South America Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Studies in South America indicate that job satisfaction among nurses is inversely related to their turnover intentions. Nurses who report higher job satisfaction tend to have lower turnover intentions. Factors such as supportive work environments, professional growth opportunities, and recognition contribute to job satisfaction, while heavy workloads and inadequate staffing elevate turnover intentions. Addressing these concerns is vital for healthcare organizations in South America to retain nursing staff and ensure quality patient care. Unique Contribution to Theory, Practice and Policy: Job characteristics theory, social exchange theory & expectancy theory may be used to anchor future studies on the relationship between job satisfaction and turnover intentions among nurses in South America. Encouraging participatory decision-making, providing avenues for feedback, and offering resources for stress management can contribute to a positive work environment conducive to job satisfaction and retention among nurses. Advocate for policy changes at institutional and governmental levels to address systemic issues impacting nurse job satisfaction and turnover intentions

Monetary rewards and hierarchy level as drivers of employees’ self-evaluations

Abstract We explore the relation between job characteristics and employees’ self-evaluations of performance in comparison to their colleagues’ performance. Using unique individual panel data from ten large firms in Germany’s chemical industry, we focus on monetary rewards (wage increases and bonus payments) and the level of the hierarchy as well as interactions with gender and tenure as possible drivers of self-evaluations. Our results hint for a positive relation of both monetary rewards and hierarchy level with self-evaluations. We find less evidence for our hypotheses regarding interaction effects of gender and tenure.

More than money: Core self-evaluations, job characteristics and work-family conflict among women

Integrating work and family life is a relevant concern, especially for women in the banking industry. While the impact of job characteristics on work-family conflict is well-documented, the moderating role of core self-evaluations (CSE) remains underexplored. This study aimed to investigate the role of CSE in moderating the relationship between job characteristics and work-family conflict among married female bank employees in Nigeria. A cross-sectional survey was conducted with 245 married female bank employees in Enugu state. Participants were assessed using the Core Self-Evaluation, Job Characteristics, and Work-Family Conflict Scales. Pearson correlation analysis and path coefficient evaluation were utilised to test the study's hypotheses. Job characteristics, notably autonomy, feedback, skill variety, task identity, and task significance, influence work-family conflict across three dimensions: behaviour-based, strain-based, and time-based. Notably, CSE emerged as a significant moderator, with its influence varying depending on the job characteristics. The findings highlight the importance of considering both job characteristics and individual psychological attributes in addressing work-family conflicts. Organisations should adopt a multidimensional, individual-centred approach, recognising the intertwined roles of job factors and personal evaluations in shaping employees' work-life balance experiences.

Investigating the association between work family conflict (WFC) and generalized anxiety disorder (GAD) in an Australian community-based cohort study.

Difficulties managing work and family demands are common and have been found to be associated with stress and poor mental health. However, very few studies have examined Work Family Conflict (WFC) in connection with diagnosable anxiety disorders (and none with Australian representative data). The current study investigated whether high WFC was significantly associated with a diagnosis of Generalised Anxiety Disorder (GAD) after controlling for a broad range of socio-demographic contextual factors, related psychosocial job, family and individual characteristics, and prior anxiety symptom history. Data was analysed from an Australian population-based community cohort - the Personality and Total Health (PATH) Through Life project. Eligible participants (N = 1159) were employed full-time or part-time, with data collected by both online questionnaire and face-to-face interview. Presence of Generalised Anxiety Disorder (GAD) in the past 12-months was diagnosed by the GAD module in the Composite International Diagnostic Interview (CIDI) (based on DSM-IV criteria) and severe anxiety symptoms were measured using the Patient Health Questionnaire (PHQ) 7-item 'other anxiety' model. The findings consistently showed that those experiencing high WFC had higher odds of a GAD diagnosis (final adjusted model: CIDI: OR: 2.55, CI: 1.38-4.70) as well as clinical levels of anxiety symptoms (PHQ: OR:2.61, CI:1.44,4.72). This was the case after controlling for an extensive range of covariates. This is one of the first studies to show that WFC is associated with greater likelihood of GAD. The challenge of juggling both work and family can have far-reaching impacts - not just increasing distress broadly, but also potentially increasing the likelihood of clinically diagnosable anxiety.

Job characteristics in hospitality occupations

Job characteristics in hospitality occupations

Work-Life Balance of Faculty in Professional Physical Therapist Education: A Mixed-Methods Study.

The purpose of this mixed-methods study was to explore perceptions of work-life balance (WLB) of full-time faculty in professional physical therapist (PT) education programs. Studies show that faculty are at risk of diminution of WLB and subsequent burnout due to job expectations and changing educational landscapes. Limited evidence exists to describe perceived WLB of faculty in professional PT education. Full-time faculty in professional PT education programs (n = 239) responded to an online survey and 16 participated in focus group discussions. The Work/Nonwork Interference and Enhancement Survey (W/NW Scale), faculty characteristic prompts, and open-ended questions were disseminated electronically to all accredited professional PT education programs within the United States. Focus groups were conducted to further explore nuances of WLB. Frequencies and percentages were calculated for survey categorical variables with means and standard deviations for continuous variables. Differences in W/NW Scale and faculty characteristics were analyzed using independent-samples Mann-Whitney U tests. Open coding and an iterative process of thematic analysis was used to analyze the qualitative data. Medians for all W/NW Scale dimensions were between 2 and 3 out of 5. W/NW Scale dimension scores differed significantly in each of the faculty characteristics of gender, defined workload, and faculty job searching (Z = -2.399 to -3.517, P ≤ .016). Qualitative data yielded 3 main themes: 1) implicit and explicit job duties; 2) leadership; and 3) individual boundaries. Ebb and flow of WLB emerged as an overarching theme. This study offers a portrayal of the lived experience of faculty regarding WLB. Results offer useful information about faculty demographics, work-related factors, and personal responsibilities. One limitation was that cultural, community, and religious demands were not explored. Findings may facilitate improved understanding of faculty WLB perceptions and can guide leadership to optimize the balance between faculty's paid work and personal life.

The inverted-U model of employee happiness: examining overdose happiness in context of personal characteristics, job-relationship dependency, benign stress, and various theories.

In recent years, the management literature has begun to deal with individual and organizational results after happiness rather than the pursuit of happiness in business life and finally reaching happiness. After the fact that everything in an overdose is harmful, it has become the subject of even more research with paradoxical results that happiness that evokes positive emotions is not as innocent as it seems. In this study, which aims to reveal the harmful effects of overdose of employee happiness, the reasons for the manager's fear - or anxiety - about the happiness of his employees are interpreted. The Inverted-U Model of Employee Happiness (IUMEH) has been developed and individual work outputs have been evaluated in three areas that (1) support happiness, (2) reflect balanced happiness, and (3) turn negative with an overdose of happiness intoxication. It has been suggested that IUMEH, which is thought to contribute to the literature as it is the first descriptive model to emerge, should be supported by applied studies, and it has been reminded that the curvilinear aspect of the model may include differences in terms of culture, type and characteristics of job, private, public or non-profit enterprises, generations of managers and the level of managers (front-line, middle level and senior level etc.).

Trade-off topology design for hierarchical network based on job characteristics

Trade-off topology design for hierarchical network based on job characteristics

Profiles of Teaching Assistants’ Role Performance in Chinese Elementary Schools: A Person-Centred Approach

ABSTRACT Using a person-centred approach, this study aims to identify teaching assistants’ (TAs) profiles in terms of their role performance levels and how these profiles are associated with TAs’ personal and job characteristics. Three hundred and eighty TAs from Chinese elementary schools completed the Teaching Assistants’ Role Performance Questionnaire. Latent profile analysis yielded three profiles: (1) the low role performance level, (2) the medium role performance level, and (3) the high role performance level. Multivariate logistic regression revealed that profile membership was associated with TAs’ personal and job characteristics (i.e. educational level, years of classroom experience, professional training received, and part-time or full-time status) in different ways. The findings contribute to the literature on TA role performance in an inclusive education context and have practical implications for improving role performance among TAs.

Factors influencing nurse manager retention, intent to stay or leave and turnover: A systematic review update.

To understand factors influencing nurse manager retention or intention to leave, develop a preliminary theoretical model and identify strategies and interventions for workforce planning. Systematic review update of literature with integrated design of mixed research synthesis. We included peer-reviewed articles examining factors influencing retention or intention to leave for front-line, middle or patient care nurse managers. Authors independently screened articles for inclusion and assessed included articles for quality. We adhered to a convergent synthesis approach. Nine databases included MEDLINE, EMBASE, PsychINFO, CINAHL Plus with Full Text, ERIC, Health Source Nursing/Academic Edition, Scopus, ProQuest Dissertations and Theses and LILACS in January 2023. Thirty-five studies published between 1990 and 2022, 22 quantitative and 13 qualitative or mixed methods, were included. 155 factors influencing nurse manager retention, intention to stay, or turnover were reported. Job satisfaction was most frequently examined (n = 7), followed by factors such as empowerment (n = 3), decision-making (n = 3) and resilience (n = 2). We developed a preliminary theoretical model demonstrating staff relations and leadership, organizational and job characteristics, socio-demographics, personal characteristics, well-being and nurse manager relationship with work influence managers' intention to stay or to leave. Nurse managers who were empowered, satisfied with their work, received constructive feedback and found meaning in their roles showed greater intent to stay. Nurse administrators can ensure managers are provided with authority to make decisions that promote autonomy. Work cultures that allow for regular meaningful constructive feedback from staff and leaders may contribute to nurse managers feeling valued. Understanding factors that influence job retention or intention to leave may help nurse managers and their supervisors identify areas for strategy and intervention design to ensure sustainability of this workforce. PRISMA 2020 Guidelines. No patient or public contribution.

Comparison of barriers to effective nurse-patient communication in COVID-19 and non-COVID-19 wards

BackgroundCommunication is a basic need of humans. Identifying factors that prevent effective nurse-patient communication allows for the better implementation of necessary measures to modify barriers. This study aims to compare the barriers to effective nurse-patient communication from the perspectives of nurses and patients in COVID-19 and non-COVID-19 wards.Materials and methodsThis cross-sectional descriptive study was conducted in 2022. The participants included 200 nurses (by stratified sampling method) and 200 patients (by systematic random sampling) referred to two conveniently selected hospitals in Shahroud, Iran. The inclusion criteria for nurses were considered having at least a bachelor’s degree and a minimum literacy level for patients to complete the questionnaires. Data were collected by the demographic information form and questionnaire with 30 and 15 questions for nurses and patients, which contained similar questions to those for nurses, based on a 5-point Likert scale. Data were analysis using descriptive indices and inferential statistics (Linear regression) in SPSS software version 18.ResultsThe high workload of nursing, excessive expectations of patients, and the difficulty of nursing work were identified by nurses as the main communication barriers. From the patients’ viewpoints, the aggressiveness of nurses, the lack of facilities (welfare treatment), and the unsanitary conditions of their rooms were the main communication barriers. The regression model revealed that the mean score of barriers to communication among nurses would decrease to 0.48 for each unit of age increase. Additionally, the patient’s residence explained 2.3% of the nurses’ barriers to communication, meaning that native participants obtained a mean score of 2.83 units less than non-native nurses, and there was no statistically significant difference between the COVID and non-COVID wards.ConclusionIn this study, the domain of job characteristics was identified by nurses as the major barrier, and patients emphasized factors that were in the domain of individual/social factors. There is a pressing need to pay attention to these barriers to eliminate them through necessary measures by nursing administrators.

Connecting value creation for society with work engagement: the relevance of an organization’s public value as an extension of the job characteristics model

Since the seminal work by Hackman and Oldham (1975) there has been a growing body of literature demonstrating how work characteristics can positively both organizations and their employees. While the very nature of the task or job at hand is well explored, insufficient attention has been given to the social and cultural context in which the work is done (Spreitzer & Cameron, 2012). Based on Meynhardt’s public value approach (2009, 2015), we investigate whether organizational public value acts as an additional work characteristic in the Job Characteristics Model (JCM), thus extending the model. Specifically, we theorize that organizational public value is an additional unique resource for employees and social context work characteristic in the JCM that is positively related to employees work engagement. Additionally, our study analyzes that the positive relationship between the work characteristics, including organizational public value, and work engagement is mediated by self-efficacy. Moreover, we analyze whether employees working in industries with a public focus integrated into their core business will experience higher levels of public value in their jobs than employees in other industries. To test our hypotheses, we conducted a representative online survey in different public and non-public organizations in Switzerland (N = 949). Overall, the results support our hypotheses and contribute to close the gap by taking social context factors into the JCM and to reveal processes between the macro-level (organizational public value, work characteristics) and micro-level (employees work experience). Further theoretical and practical implications as well as future research avenues are discussed in the paper.