Job Identity Research Articles

The construct validity of vigor and its antecedents: A qualitative study

Our first objective in this qualitative study was to validate the conceptualization of vigor as comprising physical strength, emotional energy and cognitive liveliness. Our second objective was to explore vigor's work-related antecedents. We applied theme analysis to the contents of interviews held with 38 randomly selected employees. The results clearly supported the three-component conceptualization of vigor as most employees (77%) related to vigor as a multifaceted variable. The most frequent work-related antecedents of vigor that emerged from the interviews were meaningful interactions with others, coping with challenging situations, and achieving success on a project. By superimposing the Job Characteristics Model on these qualitative findings, we inferred from the items describing vigor's antecedents that job significance, supervisory feedback, and job identity were the most frequently mentioned antecedents of vigor at work. Additionally, we found indications of a spillover effect of vigor from the home to the work domains.

Learning in Agriculture: Rural Development Agents in France Caught between a Job Identity and a Professional Identity

This paper is an interpretation by researchers of oral and written accounts of ten development agents who have participated in various seminars and discussions since 2001, organized by researchers of INRA and of the University of Toulouse. According to the transcripts of lectures, discussions and articles written by development agents, it seems that the ten development agents analysed dealt with three major themes, all of which concern the new skills required by rural development actors. The first of these concerns social learning in general and, in particular, the complex interactions between public policies, as they are applied through decrees, and new local initiatives. The second theme concerns learning processes at work in rural development professions and new skills required by development agents. Finally, the third theme deals with the sensitive relationship between learning by development agents and learning by local communities or by organizations with which, or for whom, these agents work.

Influence of Job Characteristics and Preferred Pay System of Hospital Employees on Pay Satisfaction

The main objective of this study is to investigate the influence of job characteristics and preferred pay system of hospital employees on pay satisfaction in order to provide the suggestion for improving motivation by pay administration in hospital settings. Data were collected from 364 employees in 5 general and university hospitals located in Busan Metropolitan City and surveyed with structured self-administered questionnaires.BR Major results of the empirical analysis are as follows:BR 1) Perception of surveyed employees was high in job importance, feedback and job identity, and performance system was preferred as the pay system.BR Their satisfaction in pay level was below average.BR 2) Regression analysis suggested that feedback was positively associated with pay satisfaction.BR 3) Also, it was found that pay satisfaction decreased as the preference for seniority system increased.BR 4) Among the job characteristic and preferred pay system variables, feedback was found to be the only significant factor that positively affected pay satisfaction.

RELATIONSHIP BETWEEN JOB CHARACTERISTICS AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE MEDIATIONAL ROLE OF JOB SATISFACTION

Despite the numerous studies on the antecedents of organizational citizenship behavior (OCB), relatively few researchers have examined the effects of job characteristics on OCB. The aims of this study were to investigate the relationship between job characteristics and OCB and to clarify the mediating effects of job satisfaction. Two hundred and seventy employees from 24 electronic companies participated in this study. The results show that job variety and job significance had a significant positive relationship with OCB, whereas job identity, job autonomy, job feedback and job interdependence were not significantly related to OCB. Furthermore, job satisfaction, especially intrinsic satisfaction, was a mediating mechanism of the relationship between job variety, job significance and OCB. Finally, extrinsic satisfaction did not mediate the relationship between job characteristics and OCB. This finding suggests that practicing managers should enrich job characteristics and place greater emphasis on enhancing employees' intrinsic satisfaction to promote employees' OCB.

Career Stage Effects on Job Characteristic–Job Satisfaction Relationships Among Guest Worker Salespersons

In this study, we propose and test the moderator roles of career stages on the job characteristics–job satisfaction relationships among guest worker salespersons in Saudi Arabia. Due to the severe shortage of indigenous labor, Saudi Arabia brings in foreign workers as guest workers from various countries of the world. These foreign workers meet the human resource needs of both local and foreign companies. As expected, findings suggest that job autonomy, job identity, and job feedback have a stronger influence on guest workers’ job satisfaction during the later stages of their career than during the early career stages. Of all the variables we tested, only the influence of job variety on job satisfaction does not vary across career stages. In general, the results indicate that managers are well advised to take into account guest worker salespersons’ career stages when managing job characteristics.

The male nurses' experiences of adaptation in clinical setting

The purpose of this study was to identified the male nurses' encounter in adapting themselves in the hospital settings dominated by the female nurses in number. Data were collected through the in-depth interview of 16 male nurses and analysed through the grounded theory methodology. The behaviors of male nurses for job-adaptation can be summarized as a series of struggles to consolidate their own ground. They have made tremendous efforts to hold their own ground in the nursing profession composed of a large numbers of female nurses, while they have experienced many difficulties and problems as minorities. They have struggled to adapt themselves professionally through efforts such as; challenging the social and professional barriers, identifying the job identity, empowering themselves through self-development and dedication, expanding their influence among colleagues. In spite of these efforts, they had the perception that nursing is not a lifelong occupation for them. Thus, they had tendency to find outlets of change to occupations. A specific strategy is needed to provide an environment that is helpful for males in integrating into and adapting to the nursing profession.

Confirmation, Meaning and Self-Awareness as Core Concepts of the Nursing Supervision Model

The general objective of nursing supervision is to support the development of the supervisee's job identity, competence, skills and ethics. This can be achieved through the stages of the supervision process. The aim of this article is to describe and discuss such a nursing supervision model, as well as the supervisor's competence and moral responsibility, by analysing the interpretation of nursing supervision. Three main concepts are described: confirmation, meaning and self-awareness. The findings suggest that these concepts need to be established in the nursing supervision process by the supervisor, who is morally responsible for applying the process and for establishing a relationship with the supervisees.

Individual Differences, Perceived Task Characteristics, and Preferences for Teaching and Coaching

One hundred ninety-two undergraduate physical education students participated in this study of the influence of individual differences, group, and task factors on respondents' preferences for teaching or coaching. The individual difference factors were gender, managerial potential (Gough, 1984), and sex role attributes (Spence & Helmreich, 1986). The group and task differences were measured by a specially developed scale that was factor analyzed to yield six factors: job status, job significance, job variety and control, job identity, ease of discipline, ease of motivation. Subgroup analyses showed that men preferred more to coach than women did, and women preferred more to teach than men did. Men and women perceived greater job variety in coaching and greater control in teaching. The genders did not differ in managerial motivation or in any of the other perceived characteristics of the teaching and coaching roles. Finally, preference for teaching or coaching was influenced by gender, perceived ease of motivating students and athletes, and perceived job variety. These results were discussed in relation to existing literature, and future research directions are identified.

Employee Attitude Crystallization and Substance Use Policy: Test of a Classification Scheme

Previous research suggests that employees are often unaware of or ambivalent toward substance abuse policies. These studies focus on one policy component-drug-testing-and fail to distinguish employees with clear (or crystallized) from unclear attitudes. The current study explored a broader view of policy and examined both personal and situational factors that may determine attitudes. Survey data from employees in three municipalities support a distinction among five attitude categories; those who are: (a) dissatisfied with efforts to control employee abuse, (b) satisfied, (c) anti-policy, (d) pro-policy, and (e) uninformed. Discriminant analyses suggest that different profiles characterize these attitude groups. For example, dissatisfied employees report low personal alcohol use, high co-worker alcohol use, and low self-referral whereas anti-policy employees report high personal drug use, high co-worker use, and low job identity. Discussion focuses on policy as a social construction and the implications of attitude distinctions for employee training.

Scheduling Problems With Generalized Due Dates

Abstract We define a new class of scheduling problems, for which due dates are specified in terms of the position in which a job appears in an ordered sequence, rather than by that job's identity. This problem class appears rich both in applications and in theoretical issues. For many traditional scheduling problems there exists an equivalent problem within the new class. We examine the algorithmic complexity of several of these problems, and attempt to provide an efficient solution technique, or alternatively to demonstrate that such a technique is highly unlikely to exist. In two cases, the complexity of the problem being discussed remains open.

Parsing of decision tables

Reduction in the size of decision tables can be accomplished by several techniques. The techniques considered in this paper are on the parsing of decision tables with regard to horizontal and vertical data structures, job identity, hardware and job priorities, and context relationships. Such parsing rests upon some conventions for the linkage of decision tables.