Job Characteristics Research Articles

Unlocking Job Involvement: Helping New Employees Navigate using Uncertainty Reduction Theory with Psychological Safety as a Mediator.

Organizational socialization (OS) is a critical process that all employees go through. In addition to the job characteristics, the efficiency and effectiveness of the OS process impact the individual's ability to adjust and be involved in the job. This study proposes and tests a new model in which psychological safety mediated the effects of OS and job characteristics on the job involvement of 313 newly recruited health-care professionals' working in 10 private hospitals in South India. Researchers used Uncertainty Reduction Theory to explain the relationship between the variables under study. The results indicate that newcomers' job involvement is predicted positively by OS and job characteristics, and that psychological safety mediates these relationships. These findings as well as their implications in the health-care professional arena are discussed within the Eastern cultural contexts of organizational behavior research.

Determinants of Work Fatigue in Inpatient Nurses at RSI Siti Hajar Sidoarjo

Introduction: Nurses are an important part of patient care so they are often required to provide optimal service which sometimes causes fatigue. With different individual characteristics of each worker such as age and physical condition of workers and job characteristics such as length of service and duration of work, it is possible to experience fatigue at different levels of fatigue. Objective: To determine the relationship between age, work period, and work shifts with work fatigue in inpatient nurses at RSI Siti Hajar Sidoarjo and identify the relationship between age with work fatigue, work period with work fatigue, work shifts with work fatigue in inpatient nurses at RSI Siti Hajar Sidoarjo. Method: This type of research is quantitative with random sampling technique. Data collectin was carried out with IFRC (Industrial Fatigue Research Committee) questionnaire instrument on 125 inpatient nurses at RSI Siti Hajar Sidoarjo. The bivariate analysis process is carried out by testing the data with the SPSS program using the Spearman Rank Correlation test. Result: The majority of inpatient nurses who have the potential to work fatigue are ?35 years old, had worked for ?5 years, working on the morning shift, experienced low fatigue and the majority of nurses felt thirsty, wanted to lay down after work, often yawned, sleepy, and tired all over. Based on the hypothesis test, between age and fatigue was obtained sig. 0.002 < 0.05, between tenure and fatigue obtained sig. 0.001 < 0.05, and between work shifts and work fatigue obtained sig. 0.032 < 0.05. Conclusion: There is a relationship between age, length of service, work shifts with work fatigue in inpatient nurses at RSI Siti Hajar Sidoarjo.

Analytical skills for accounting students in a data-driven job market: Australian evidence

Purpose The purpose of this study is to investigate the essential analytical skills required by accounting students to succeed in a rapidly evolving data-driven job market. Specifically, the study explores the role of data analytics, visualisation and software proficiency (e.g. Excel, Power BI) in the contemporary Australian accounting industry. The scope extends to providing recommendations for academia, professional bodies and employers on how accounting education can better align with the dynamic needs of the business environment by integrating these skills into curricula and professional development programmes. Design/methodology/approach Data was collected from Australian job listings incorporating accounting and data analytics tasks from popular job advertisement websites such as Seek, Indeed and Monster. Using the keyword “Data Analyst”, information was gathered on skills demanded, technology proficiency, industry sectors, professional qualifications and salary expectations. The data set comprised 73 observations across various job requirements and characteristics variables. Findings Critical analytical skills sought by accounting professionals in the current job market include extracting insights from big data, solving complex business problems, effective communication and data visualisation. Proficiency in tools like Microsoft Excel, SQL and Power BI is paramount. Originality/value This study enriches the literature by providing comprehensive insights into the contemporary demands for accounting analytics skills. It highlights the importance of integrating technology into accounting education and the varying skill requirements across industries. Additionally, it offers implications for professional qualifications and underscores the necessity for continuous monitoring and adaptation of accounting curricula to meet evolving industry needs.

Working from Home During and After COVID-19: A Narrative Review of Its Multifaceted Impacts

The COVID-19 pandemic accelerated the global adoption of working from home (WFH), fundamentally altering organizational practices and employee experiences. This narrative review synthesizes current research on the multifaceted impacts of WFH during and after the pandemic, focusing on job satisfaction, productivity, work-family balance, collaboration, innovation, and motivation. A comprehensive literature search was conducted across multiple academic databases, encompassing studies from January 2020 to July 2024 and covering diverse industries and employee demographics. Findings indicate that WFH offers numerous benefits, including increased flexibility, autonomy, and potential productivity gains. However, challenges persist, such as reduced social interaction, blurred work-life boundaries, and potential declines in collaboration and innovation. The effectiveness of WFH is influenced by factors like individual circumstances, job characteristics, technological infrastructure, and organizational support. Hybrid work models are emerging as potential solutions, balancing the advantages of remote work with the need for in-person collaboration. This review highlights the complexities of WFH and underscores the necessity for organizations to develop flexible, inclusive policies that address both employee preferences and operational needs. Further research is recommended to explore long-term impacts and best practices for integrating WFH into sustainable organizational strategies.

Does employee ownership promote workers’ wealth accumulation? the case of stock options

ABSTRACT This study examines the consequences of employee ownership for workers’ economic outcomes, with a focus on wealth accumulation. Using large-scale, nationally representative data from the US Survey of Consumer Finances, this study focuses on stock options as a pathway into employee ownership and examines the association between stock options and wealth. A difference-in-differences analysis shows that employees with stock options accumulate greater wealth than employees who do not receive stock options, and the differences are larger at longer tenure. The differences remain statistically significant after accounting for a wide range of job characteristics and sociodemographic attributes. Furthermore, the wealth gap between employees with and without stock compensation widened over time. Finally, results show that stock options are more prevalent among already more socioeconomically advantaged employees. Together, these findings suggest that broadening employee ownership – through stock options or similar avenues – might help in addressing increasing wealth inequality in the United States by giving workers, especially middle- and lower-income workers, a stake in US economic growth.

Raudatul Athfal (RA) Job Satisfaction in Colomadu Karanganyar District

This study aims to analyze the influence of Job Characteristics on Job Satisfaction, Burden on Job Satisfaction, Environment on Job Satisfaction, Compensation on Job Satisfaction of Teacher Raudatul Athfal (RA) in Colomadu District, Karanganyar. The research site is in each Raudatul Athfal (RA) location in Colomadu Karanganyar District. The research was conducted for 6 (six) months with a span of time between January to June 2024. Starting from the initial step is observation, sample determination, to the creation of data results from the research conducted, as well as determining the results and concluding the results of the research conducted. This study uses a quantitative method with the distribution of questionnaires using a Likert scale with multiple linear regression analysis with the help of SPSS 24 software. This study was conducted on 66 samples who were RA teachers in Colomadu Karanganyar District. The results showed that the characteristics of work and environment had a positive and significant effect on job satisfaction, while burden and compensation did not have a positive and significant effect on job satisfaction. Keywords: Job satisfaction, Characteristics, Burden, Environment, Compensation

Can fertility decline help explain gender pay convergence?

Abstract Prior scholarship demonstrates that motherhood wage penalties and fatherhood wage premiums contribute to the gender pay gap. These analyses typically take a cross-sectional perspective, asking to what extent gender inequalities in the association between parenthood and wages can explain gender pay inequality for a given cohort or at a given moment in time. By contrast, explorations of gender pay convergence over time have tended to start at the firm’s door, testing the explanatory power of changes in men’s and women’s human capital and job characteristics and neglecting the contributions of fertility change. We bring these two strands of research together, asking to what extent declines 1980–2018 in US employees’ number of children can explain gender pay convergence over the same period. Using a descriptive decomposition and data from the Panel Study of Income Dynamics, we show that, in gross terms, fertility decline can explain almost one-quarter of gender pay convergence from 1980 to 2018. Even net of a host of controls for human capital and job characteristics, fertility decline explains 8 percent of the attenuation of the US gender pay gap 1980–2018—about half as much as changes in education and about a quarter as much as changes in full-time work experience and job tenure combined. Finally, we show that employees’ fertility decline was fastest in the 1980s and subsequently slowed; this, in conjunction with persistent gender differences in parenthood–wage associations, helps explain stalled progress toward gender pay parity.

A study of the factors and correlations influencing the safety level, job stress and job satisfaction of workers in small business in Korea

BackgroundJob stress was found to directly increase the likelihood of accidents and indirectly increase the likelihood of accidents by lowering the safety atmosphere. Job stress has a significant impact on the safety environment, and job satisfaction is effective in reducing accident rates. Accordingly, we sought to investigate the correlation between safety level, job stress, and job satisfaction in small businesses with a high risk of industrial accidents. Additionally, we aim to investigate factors that may affect job stress, job satisfaction, and safety levels. MethodsThis study was conducted on 230 workers in small businesses in Korea. First, hierarchical regression analysis was conducted using SPSS software, and anova analysis was used to investigate significant variables. Finally, the relationships between variables were investigated using structural equation modeling (SEM). ResultsThe analysis results showed that safety level and job stress had a negative correlation with a coefficient of -0.8. Safety level and job satisfaction had a correlation with a coefficient of 0.2. Job satisfaction and job stress had a negative correlation with a coefficient of -0.7. This shows that when job stress is high, there is a negative correlation between job satisfaction and safety level. In addition, 4 general characteristics items and 3 job characteristics items showed a correlation with job stress. 2 general characteristics items and 8 job characteristics items showed a correlation with job satisfaction. 4 general characteristics items and 11 job characteristics items showed a correlation with safety level. ConclusionSmall businesses' job stress, safety level, and job satisfaction showed a significant correlation. In addition, the relationship between the variables affecting them was significant. In order to reduce the occurrence of accidents among workers in small businesses, control of factors and efforts to reduce job stress are necessary.

The Effect of Perception of Job Characteristics of MZ Generation Hairdressers on Job Values and Job Satisfaction

This study is to verify the effect of the recognition of job characteristics of MZ generation hair designers on job values and job satisfaction. In this study, the purpose of this study is to contribute to the development of the beauty industry by reducing the intention of hair designers to quit the job through job satisfaction and realizing their value as professionals in a situation where hair designers are increasing. This study was conducted in a self-written method with a structured questionnaire for MZ generations working as hair shop designers. A total of 350 copies of the questionnaire were distributed, 310 copies were collected, and 269 copies were used as the final analysis data, excluding the questionnaire errors. The analysis results are as follows. First, it was found that diversity, importance, identity, and feedback factors all had a significant effect on external job values. Second, as a result of examining the effect of job characteristics on internal job values, diversity, importance, and feedback factors have a significant positive (+) effect on internal values. Third, it was found that diversity, importance, and feedback factors had a significant positive (+) effect on intrinsic job satisfaction. Fourth, in the relationship between job characteristics on external job satisfaction, importance and feedback were found to have a significant positive (+) effect. Fifth, it was found that both external and internal values had a positive (+) effect on both intrinsic and external satisfaction. As a result of this study, it was found that efforts will be needed to increase the satisfaction of MZ generation hair designers through coordination of job characteristics and restoration of flexibility. By increasing the satisfaction of MZ generation hair designers, we can expect the continuous development of the hair beauty industry.

Factors Related to Dental Ergonomics Practice Among Indonesian Dentists.

Dentists are at greater risk of work-related musculoskeletal disorders (WMSDs) which can be caused by repetitive movements, improper posture and long working hours. If ergonomic principles are applied in the field of dentistry, they help to prevent occupational ergonomic health hazards and provides more comfort to the dentist and patient. To obtain information regarding dental ergonomics practice of dentists in Indonesia and its related factors. A cross-sectional study was conducted using a purposive sampling method via Google Form to 231 dentists in DKI Jakarta, Indonesia from November to December 2022. The questionnaire consisted of 34 items divided into five sections; socio-demographic, job characteristics, knowledge of dental ergonomics, attitude towards dental ergonomics and the practice of dentists regarding dental ergonomics. Bivariate analysis was conducted using Pearson Chi-square Test. 76.2% dentists have poor dental ergonomics practice. There is a significant relationship (p-value < 0.05) between the practice of dental ergonomics and age group, years of practical experience and level of knowledge. Most Indonesian dentists (76.2%) still lack of dental ergonomics practice. Age, duration of work experience and ergonomic dental practice knowledge are significantly correlated.

The psychological mechanism of basic psychological need frustration affecting job burnout: a qualitative study from China.

Job burnout is a common issue in most professions, and it can have adverse effects on employees, their families, clients, and organizations. It is essential to address and resolve job burnout syndrome. More research is needed to understand the underlying psychological mechanisms involved in job burnout. This study introduces the concept of primary psychological need frustration to explore its impact on the psychological processes involved in job burnout. This study adopted a qualitative research methodology based on purposive sampling and convenience sampling principles. Eight grassroots senior counselors with over 13 years of teaching experience at a Chinese university were selected as the study cases. The data were gathered through semi-structured interviews and analyzed thoroughly via cluster analysis, which involved examining the text data word by word, sentence by sentence, line by line, and fragment by fragment. NVivo 11 software was used to register and code the text data. The study revealed that the subjects experienced high levels of frustration with their basic psychological needs. This frustration was evident in the coexistence of negative job characteristics and a lack of autonomy, a hostile professional environment and a lack of competence, and the negative behavior of others and relationship frustration. The study also revealed that the four types of primary psychological need frustration were strongly linked to job burnout: A lack of control motivation or motivation, the pursuit of external goals, negative behavior patterns, and the causal orientation of a controlled style. These factors positively predicted various dimensions of job burnout and positively affected the frustration of basic psychological needs. This study effectively explains the psychological process behind why individuals experience severe job burnout in a controlled organizational environment due to frustration with basic psychological needs. This study also highlights the internal causal relationship between primary psychological needs, frustration, and job burnout. This insight can help employees and organizations prevent and detect early job burnout syndrome and enhance employees' occupational well-being and organizational vitality.

Characteristics of sick-listed employees diagnosed with a mental disorder in Germany

Abstract Purpose Employees with mental disorders (MDs) are more likely to exit the labour market prematurely. In Western European countries, characteristics of employees diagnosed with a MD have not been reported comprehensively, hampering targeting the risk group and developing preventive interventions. The aim was to describe the socio-demographic, health, treatment, organisation, job and labour market characteristics of employees diagnosed with a MD in Germany and their gender differences. Methods This cross-sectional study uses baseline data from sick-listed (≥6 weeks) employees diagnosed with a MD, aged 20-60 years, who were patients in the German mental health care, and recruited in the context of a return to work (RTW) intervention evaluation trial (RTW-PIA study). Descriptive T-tests/Chi-2 tests were applied. Results 484 individuals (58.5% female; 31% highly educated, average age 42.6) were included, of which 88.4% had affective disorders. Most were salaried employees working full-time, employed in large companies and having permanent contracts. 65.5% reported moderate depressions and the average work ability was 3.9 on a 0-10 scale. 74.2% had a positive RTW prognosis; 15.3% scored high levels of RTW self-efficacy. Gradual RTW (GRTW) was perceived the most important requirement for RTW (76.9%). More than 60% had discussed various work-related topics during therapy; further RTW-measures were prepared among 47.7%. Almost 60% received a recommendation for GRTW. Significant gender differences were found among the socio-demographic, health, job and labour market characteristics. Conclusions This study gives insights into a hardly investigated group. Almost two thirds had moderate depressions, 84.7% had low RTW self-efficacy and a very low average work ability. This highlights the vulnerability of persons with MDs in the labour market and suggest an urgent need for more work-related (health-)care. Gender differences need to be better addressed in mental health research. Key messages • Comprehensive knowledge of the characteristics of sick-listed employees diagnosed with MDs is crucial for targeting interventions to promote RTW. • Moderate depression scores, low RTW self-efficacy and very low work ability highlight the vulnerability of persons with MDs in the labour market, suggesting an urgent need for more work-related care.

Analysis of Job Satisfaction and Turnover Intention According to the Characteristics of Forest Industry Workers

The forest industry is a key sector in South Korea, significantly contributing to the national economy. Despite the growth of the forest industry, workers often face physically demanding tasks, high job stress, and factors reducing job satisfaction, such as remote locations and limited career opportunities. This study analyzes differences in job satisfaction and turnover intentions among forest industry workers based on socio-demographic and job characteristics. A survey of 654 workers across various sectors—including production, processing, retail, transportation, leisure, and services—was conducted. The data were analyzed using t-tests and ANOVA. The results indicate that job satisfaction and turnover intentions significantly vary with age, education, income, employment type, workplace location, and working days. The workers with graduate degrees reported lower job satisfaction and higher turnover intentions. The non-regular employees and field workers exhibited lower job satisfaction and higher turnover intentions. The findings suggest that improving job conditions, creating quality positions for highly educated workers, and providing stable employment could enhance job satisfaction and reduce turnover intentions in the forest industry, aiding workforce retention and sustainability.

The Performance of Staff at the Arusha Regional Immigration Office: An Investigation into the Influence of Job Enrichment Practices

The inefficiency and low morale of Immigration staff in Tanzania have led to significant concerns regarding their performance. Over 40% of Immigration Department staff report low job satisfaction, and employee productivity has declined by 25% over the past three years. The persistent issues of inefficiency and low morale threaten to undermine these functions, thereby justifying the need for this study. This study assesses the influence of job enrichment practices on the performance and job satisfaction of Immigration Department staff in Arusha. The study employed a descriptive research design guided by a pragmatism research philosophy, which balances both subjective and objective perspectives to address the complex issues related to job performance and satisfaction. The study also used Job Characteristics Theory (JCT), which posits that certain job characteristics such as skill variety, task identity, task significance, autonomy, and feedback enhance employee motivation and performance. Data was collected through questionnaires and interviews with a sample size of 52 respondents whereby 47 staff completed questionnaires and 5 leaders were interviewed. A purposive sampling technique was used to ensure that participants with direct experience in job enrichment practices were included. The questionnaires were analyzed using descriptive statistical methods, including frequencies, percentages, means, and standard deviations. The qualitative data from the interviews were analyzed using thematic analysis. The findings reveal that job characteristics significantly impact job performance. This study highlights the significant role that job enrichment and job satisfaction play in enhancing the performance of Immigration Department staff in Arusha. The findings suggest that focusing on improving job characteristics that contribute to job satisfaction can lead to a more motivated and productive workforce. It is recommended that the Immigration Department adopt strategies that promote job enrichment, such as providing opportunities for skill development, increasing employee autonomy, and ensuring a supportive work environment.

Exploring economic assimilation of immigrants and their descendants in France: recent insights

ABSTRACT This paper examines the labour market performances of immigrants and their descendants in France by applying a series of empirical Tobit II models on a recent TeO2 database. Our work questions the labour market participation and wage disparities of these groups compared to native-born individuals by controlling different individual attributes, such as gender and educational level, and job characteristics, such as the firm size or the type of job. It also introduces information on ethnic origins and location. Our study provides crucial insights into the labour market performances of immigrants and their descendants in France. It reveals that disparities manifest primarily in labour market participation rather than wages. It also underscores that high-skilled workers’ wages do not converge as immigrants consistently yield lower returns on education than natives. Our findings underscore the heterogeneity within the immigrant group based on origins criteria. The performances of immigrants with African and Northern-African origins are lower than those of other groups of immigrants.

Associations between child protective services workers’ attitudes toward kinship foster care placement, sociodemographic characteristics, and job characteristics

ABSTRACT When necessary to separate children from their parents, placing a child with kin leads to better outcomes. Child Protective Services (CPS) staff attitudes toward kinship foster care placements are an understudied factor that may influence decision-making and vary based on staff characteristics. Using February 2023 survey data from 2,861 CPS staff and multivariate linear regression analyses, we assessed associations between staff’s sociodemographic and occupational characteristics and attitudes toward kinship placement. Gender, race, position, work unit, and employment duration with CPS were significantly associated with staff attitudes. Understanding how staff view kinship placement is an important step toward removing barriers to its use.

Study on the Development and Influencing Factors of Psychological Empowerment

Psychological empowerment, as a core concept in contemporary management, has garnered significant attention in recent years within the fields of organizational behavior and human resource management. By enhancing employees' autonomy, competence, meaning, and impact, psychological empowerment effectively stimulates intrinsic motivation, thereby improving job satisfaction and organizational effectiveness. This study aims to systematically review the evolution of the concept of psychological empowerment, including its dimensions and measurement methods. It examines key antecedents affecting psychological empowerment, such as individual characteristics (e.g., personality traits, self-efficacy), job characteristics (e.g., task variety, job significance), and organizational features (e.g., organizational climate, empowerment culture), as well as outcomes like job satisfaction, job performance, and organizational commitment. Based on these findings, potential future research directions are proposed, providing valuable insights for the further development and practical application of psychological empowerment theory.

Enablers of successful employment outcomes for people with disabilities

Abstract Successful employment outcomes are often beyond the reach of people with disabilities, but relatively little is known about the factors that best enable the achievement of this goal. Using survey data from 803 people with and without disabilities, we examine the association of eight factors with successful employment outcomes. Using regression tree analysis, five factors emerged as statistically significant predictors of successful employment outcomes for people with disabilities: corporate culture and climate, job characteristics, government support, employer attitudes, and societal attitudes. Key interrelationships between factors include: (1) government support linking with corporate culture and climate; and (2) job characteristics linking with corporate culture and climate. Findings are relevant to organisations and governments to inform policy and practice to improve employment outcomes for people with disabilities.

Longitudinal associations between parents' job characteristics, parenting, and adolescent academic outcomes

AbstractObjectiveThis study sought to understand the prospective relationship between parents' jobs, parenting, and adolescents' subsequent school performance.BackgroundRecent research shows that parents' poor job quality and work–family conflict (WFC) are adversely associated with young people's mental health and socioemotional well‐being, with much less known about impacts on adolescents' academic outcomes.MethodWe used data from a nationally representative Australian cohort study to test a longitudinal model linking parents' job characteristics, WFC, and parenting warmth and irritability in early high school, and adolescents' academic achievement in middle high school. Separate models were run for mothers (N = 2,676) and fathers (N = 2,615), and additional multigroup models examined differences between low‐income and middle‐ and high‐income parents.ResultsFindings suggest that parents' WFC increases parenting irritability, which in turn is adversely associated with academic outcomes, particularly for low‐income mothers. Findings also showed that low‐income fathers' WFC was directly associated with poorer academic outcomes.ConclusionParents' WFC in early high school may affect adolescents' achievement in middle high school, with some risks compounded for low‐income households.ImplicationsThis study is among the first to establish a relationship between parents' WFC and adolescents' academic performance and highlights the importance of parents' job resources in supporting adolescent academic outcomes.

An Exploration of Self-Efficacy and Its Associated Factors among Rheumatoid Arthritis Patients in Taiwan

Self-efficacy is an important ingredient in successful disease management, especially in patients with chronic conditions such as rheumatoid arthritis (RA). However, the information on self-efficacy and its influencing factors among RA patients is scarce. This study investigated the level of self-efficacy and its pertinent predictors among RA patients in Taiwan. This cross-sectional study recruited patients with RA from a hospital in Taiwan between January and October 2023. A structured questionnaire was used to collect data on respondents’ demographic and job characteristics and included a Chinese version of the Arthritis Self-Efficacy Scale (ASES). Multiple linear stepwise regression analysis was employed to identify predictors of self-efficacy. A total of 284 RA patients were enrolled during the study period. The mean ASES score among enrollees was 1607.1, indicating a moderate level of self-efficacy (score range of 200–2000). The regression model displayed that those with higher disease activity scores, Taiwanese Depression Questionnaire scores, fatigue level, shorter disease duration, swollen upper limb joints, and no regular exercise regimen reported lower ASES scores, accounted for 46% of the total variance. The study findings may be useful for healthcare providers in identifying RA patients with low self-efficacy attitudes, a trait that appears to be linked to several medical indicators, and thus facilitating the provision of future tailored healthcare regimens.