Job Rotation Practices Research Articles

Synergistic analysis of performance appraisal and job rotation in enterprise renewal and optimization

As the rate of change in the business world accelerates, organizations strive to enhance their performance and adjust to novel challenges. Performance appraisal and job rotation are common human resource management methods that have been proven to significantly influence employee performance and organizational effectiveness. Nevertheless, their cumulative influence on business renewal and optimization remains underexplored. Therefore, this study utilizes a mixed-methods approach to quantitatively examine performance appraisal and job rotation practices in a selected group of companies. Additionally, it involves qualitative interviews with managers and employees to offer further insight. The findings indicate that a coordinated strategy in evaluating performance and rotating job responsibilities can enhance employee motivation, develop skills, and improve organizational flexibility. Furthermore, an all-encompassing method to managing human resources, considering the interplay between diverse practices, can result in sustained competitive advantage and organizational accomplishment. The study emphasizes integrating these practices with the organization's strategic goals. Its objective is to investigate the synergies between performance appraisal and job rotation in the context of corporate renewal and optimization. The study elucidates how integrating these strategies can drive corporate renewal and optimization.

Employee Perception Towards Job Rotation, Job Enrichment On Employee Engagement

Job design is considered as an important area of job analysis and is of comparatively recent origin. Human resource managers realize that poorly designed job results in boredom to the employees, increased turnover, dissatisfaction of jobs, increased overall cost to the organization, reduced productivity etc. job design aims at bringing a match between requirements of job and human qualifications. An appropriate job design helps in improving organizational efficiency and employee satisfaction. Job simplifications, job rotation, job enlargement and job enrichment are the various techniques of job design and redesign. The aim of carrying out this study is to analyze the attitude of employees towards job enrichment and job rotation practices adopted by the company on increasing their level of engagement in work. Job rotation is a process of moving a person from one job to another frequently with an intention to reduce boredom and monotony in job at work place. By job enrichment it means that a techniques of job design consisting of increasing the content of the job and also involves deliberate up gradation of scope, responsibilities and challenges in the work.

Job Rotation Practices and Employees Performance: Do Job Satisfaction and Organizational Commitment Matter?

Purpose: This study sought to propose and test a model that examines the mediating roles of job satisfaction and organizational commitment in the nexus between job rotation practices and employee performance. Design: The study adopted a cross-sectional survey approach and obtained data through questionnaires from 122 administrative staff of the University of Education, Winneba. The Partial Least Squares, Structural Equation Modelling (PLS-SEM) approach was used to test the study’s proposed model. Findings: The results supported the proposed model, showing that organizational commitment and job satisfaction are partial mediators in the relationship between job rotation practices and employees’ performance. Policy Implication: The findings suggest that management must ensure that employees are satisfied and committed to the job rotation practices in order to enhance their performance. Thus, job rotation practices must provide the climate that encourages career growth and development and fosters creativity in employees and not just as a routine practice or a means of punishment. Originality: The study brings to bear the extent to which job rotation practices predict employee performance in a Sub-Saharan African Country and the indirect effects of job satisfaction and organizational commitment in this relationship.

Specialization as a double‐edged sword: The relationship of scientist specialization with R&D productivity and impact following collaborator change

AbstractResearch SummaryOrganizational learning studies demonstrate that specialization conditions multiple aspects of firm performance, including productivity and financial returns, through its effect on skill development and coordination. We know little, however, about how specialization may influence a firm's R&D performance, including both R&D productivity and innovation impact. We propose that specialization is a double‐edged sword for R&D performance that can be influenced via changing scientists' collaborators: specialization increases scientist and firm R&D productivity but decreases the impact of innovations, while changing collaborators in a team reverses how specialization relates to productivity and impact. We validate this argument using a long panel (1970–2017) from the biotechnology industry. Specialization and collaborator change may thus serve as mechanisms to manage the trade‐off between productivity and impact in R&D activities.Managerial SummaryThis article studies how managers in firms may leverage their R&D workers' specialization to optimize their R&D performance. Our study shows that specialization is a double‐edged sword for R&D performance: it facilitates R&D productivity at the detriment of R&D impact, while the trade‐off shifts when collaborators within a scientist's team change. Thus, specialization and collaborator change condition R&D performance, with two implications for strategy. First, a firm's managers can recruit specialists or generalists depending on whether they want to prioritize productivity or impact in R&D activities. Second, job rotation practices that create periodic collaborator change may disrupt R&D productivity, yet invigorate explorative activity and increase the likelihood of impactful innovation.

IMPACT OF JOB ROTATION PRACTICES ON EMPLOYEE PERFORMANCE, IN BANKING SECTOR OF PAKISTAN

Job rotation is a widely used technique followed by many workplaces to make the employees more productive that is beneficial for the organization. For the employee development and to keep them motivated, job rotation practices are identified as a powerful tool. The main purpose of this research is to find the relationship and the impact of job rotation practices on employee performance, motivation and commitment in the banking sector of Pakistan. Various hypothesis were tested to analyze the effects of job rotation on performance, motivation and commitment of employees. The sample size of this study was consisting of 50 respondents. The target population was the employees who are working in different banks and questionnaires were distributed to those employees. Primary Data was collected and analyzed through software named IBM SPSS. Different tests like reliability test, coefficient test, regression, significant and the test of hypothesis were done by using this software. The study found that employees perceived a great and positive effect of job rotation on their performance, motivation & commitment. When employees are shifted from one department/unit to another department/unit, their motivation increases and their commitment towards the organization also enhanced. Employee performance becomes well and improves through job rotation programs. The result indicates that there is a significant relationship between job rotation on employee performance, motivation and commitment. Recommendations have been made that the banks should follow techniques of job rotation concerning to improve the performance of employees, and to increase motivation and commitment level of them and understand different jobs and tasks during their jobs.

Effect of Cross Functional Job Rotation on Corporate Financial Performance of Commercial Banks in Kenya

This study sought to examine the effects of cross functional job rotation on corporate financial performance of commercial banks. This study was informed Resource-Based Theory. The study employed positivism. In this study, explanatory research design was adopted. The study targeted 814 employees from 43 commercial banks operating in Kenya according to the CBK supervisory report in 2018. Simple random was used to select 267 employees. Structured questionnaire was used to collect data. Cronbach alpha was used Reliability, while factor analysis was used to test validity. Data was analyzed using both descriptive statistics and inferential statistics. Findings from Multiple regression showed that job rotation (β1 = 0.169, p < 0.05), had a positive and significant effect on firm performance thus, the study infers that job rotation practices are major determinants of financial performance in banks. In addition, job rotation is likely to strongly improve financial performance. It is also, important for supervisors to allow employees to make decisions without having to consult them regularly. It is utmost necessary for the employees to actively participate in top decision making. Furthermore, the organization structure should be in such a way that it is flexible.

INFLUENCE OF JOB ROTATION PRACTICES ON MANAGING EMPLOYEE PERFORMANCE (WITH REFERENCE TO POLICE ORGANIZATION OF HYDERABAD AND SECUNDERABAD)

The concept of Managing Employee Performance is composed of a set of practices backed by HR techniques. Job configuration is an inexorably significant application method in the investigation of hierarchical conduct, particularly in the light of dynamism associated in its practices. The Internet, Intranet, and e-business literally hold a sway on all industrial practices, thus, two new advancements have developed. The first is an obscuring of the qualification between on-work and off-work time, an individual conveying with wireless and additionally PDA (individual computerized right hand) and a home office containing a fax machine and Internet get to is ‘grinding away’ in any event, when not in the workplace and is ‘accessible if the need arises’ for all intents and purposes of the day. This incorporates drive time and time spent in air terminals or while flying over the world. The ongoing patterns make new difficulties for work configuration models, which areas of now dependent on a broad and becoming hypothetical and research-based and are as a rule generally applied to the real operations environment. The objective of the study includes - To evaluate the influence of ‘Job Rotation’ practices on ‘Managing Employee Performance’ in Police Organization of Hyderabad and Secunderabad. Research collaborates Moderate to very High rankings for various practices of Job Rotation practices on Managing Employee Performance. Research concludes for continuance of efforts on ‘Job Rotation’. The shift from traditional methods to modern methods of Employee Performance management practices is due to demand from the organisation and can even conclude providing ‘Managing Employee Performance is need for organizations. KEY WORDS: Job configuration, Performance, Job Rotation, continuance, organization

The Influence of Job Rotation Practices on Employee Performance, Mediation Effect of Human Factor and Motivation

Banking industry plays a significant role in economic development of a nation through their operational efficiency. This study is an assessment of enhanced skills of employees through job rotation such that their performance, human factor and motivational factor play role on employee performance. A self – administered adopted questionnaire developed by Morgeson &amp; Humphrey, also Marylene Gagne et al., method adopted questionnaire is circulated amongst 402 employees of banks in Vellore district selected applying purposive sampling method. The data is assessed applying mediation technique using structural equation modeling approach. Results indicate that motivation and human factor play mediating role in the performance of employees due to job rotation. This study confirms the importance of job rotation in the performance of employees in banking industry helping employer build better relationship and yield effective results from their employees.

The Effect of Job Rotation Practices on Employee Job Performance; Mediating Role of Intrinsic Motivation (with Special Reference to the Private Commercial Banks in Sri Lanka)

Job rotation is a broadly used approach followed by many organizations to make more committed employees towards work at various levels of the hierarchy of the organization. This strategy identified as a motivating factor for the employee development. Thus the study focus on two objectives as To identify the impact of employee job rotation practices on job performances of Operational levels employees in banking industry of Sri Lanka and To identify the impact of employee job rotation practices on job performances through intrinsic motivation of Operational levels employees in banking industry of Sri Lanka. Questionnaires were administered to collect primary data from the 100 operational level employees in private commercial banks in Colombo district. Descriptive statistics, Regression analysis as well as Baron and Kenny Mediation Analysis method were directed to analyze the data by using SPSS statistical package. The study revealed that job rotation is an important programme for allowing employees to acquire new skills, enhance staff productivity, develop new relationships across the company and gain skills needed for future career advancement and it impact on the employee job performances. Moreover mediating analysis implies that Intrinsic Motivation partially mediate the relationship between Job Rotation Practices and employee Job Performances. The findings of the study will beneficial for the employers to structure their job rotation practices to develop employee performances in the future.

The Influence of Workplace Comfort towards Job Satisfaction among Private Bank Employees

Comfort’ is one of the most sought for factors to keep one’s life stress-free. This holds good for workplace comfort too, as both the genders are equally employed now a days. Especially in a busy sector like banking, where long hours of sitting and compulsion to stay alert, the need for comfort level relatively takes a higher order of importance. This study is attempted to analyse the level of comfort the private bank employees experience at workplace, which ultimately impacts their job satisfaction beyond monetary benefits. The aim of this study is to analyse the relationship of comfort level at workplace towards employee job satisfaction, the factors that impact employee comfort at workplace and to suggest measures to effect a stress-free comfortable workplace for private bank employees. A sample size of 70 has been employed using simple random sampling method and the results thus sought are analysed and interpreted statistically. The results thus derive that there is a significant relationship between gender and job rotation practices; Age and work timing; Age and Promotion practices; Designation and work timing; designation and training and development practices. It is also derived that educational qualification, number of dependents and gender have significant difference with respect to salary; that age, number of dependents and designation have significant difference with respect to Training and development practices in private banking sector.

The Effect of Job Rotation Practices on Employee Job Performance; Mediating Role of Intrinsic Motivation (With Special Reference to the Private Commercial Banks in Sri Lanka)

Job rotation is a broadly used approach followed by many organizations to make more committed employees towards work at various levels of the hierarchy of the organization. This strategy identified as a motivating factor for the employee development. Thus the study focus on two objectives as To identify the impact of employee job rotation practices on job performances of Operational levels employees in banking industry of Sri Lanka and To identify the impact of employee job rotation practices on job performances through intrinsic motivation of Operational levels employees in banking industry of Sri Lanka. Questionnaires were administered to collect primary data from the 100 operational level employees in private commercial banks in Colombo district. Descriptive statistics, Regression analysis as well as Baron and Kenny Mediation Analysis method were directed to analyze the data by using SPSS statistical package. The study revealed that job rotation is an important programme for allowing employees to acquire new skills, enhance staff productivity, develop new relationships across the company and gain skills needed for future career advancement and it impact on the employee job performances. Moreover mediating analysis implies that Intrinsic Motivation partially mediate the relationship between Job Rotation Practices and employee Job Performances. The findings of the study will beneficial for the employers to structure their job rotation practices to develop employee performances in the future.

Job Rotation Practices in Accounting Firm: Its Effect on Employee Performance and Job Satisfaction Level

Job Rotation Practices in Accounting Firm: Its Effect on Employee Performance and Job Satisfaction Level

Relationships between job organisational factors, biomechanical and psychosocial exposures

The relationships between work organisational, biomechanical and psychosocial factors were studied using cross-sectional data from a pooled dataset of 1834 participants. The work organisational factors included: job rotation, overtime work, having second jobs and work pace. Task and job level biomechanical variables were obtained through sub-task data collected in the field or analysed in the laboratory. Psychosocial variables were collected based on responses to 10 questions. The results showed that job rotations had significant effects on all biomechanical and most psychosocial measures. Those with job rotations generally had higher job biomechanical stressors, and lower job satisfaction. Overtime work was associated with higher job biomechanical stressors, and possibly self-reported physical exhaustion. Those having second jobs reported getting along with co-workers well. Work pace had significant influences on all biomechanical stressors, but its impact on job biomechanical stressors and psychosocial effects are complicated.Practitioner Summary: The findings are based on a large number of subjects collected by three research teams in diverse US workplaces. Job rotation practices used in many workplaces may not be effective in reducing job biomechanical stressors for work-related musculoskeletal disorders. Overtime work is also associated with higher biomechanical stressors.

The Effects of Job Rotation Practices on Employee Development: An Empirical Study on Nurses in the Hospitals of Vellore District

Job rotation is a job design approach widely used by many organization at various levels and departments. This job rotation is a technique followed by the organization to improve the workers performance and make them more committed towards the work. This acts as a motivating factor and helps in the employee development. Decreasing monotony in work, preparing employees to cope up with the management challenges, defining more productive positions and improving the level of knowledge & skills in a specific field and these expectations can be achieved through job rotation practices which will increase the motivation among the employees and it has the positive effect towards motivation of employees and development. This study aims at the job rotation practices followed by the hospitals to empower the nurses in all the dimensions of workplace and helps them to provide quality service to the needy people. DOI: 10.5901/mjss.2015.v6n1p209

Impact of job rotation on employee motivation, commitment and job involvement in banking sector of Pakistan

The purpose of this research is to find out, to what extent job rotation enhances employee motivation, commitment and job involvement working in the banking sector of Pakistan and in banks in general. Survey methodology was used for this research. 285 valid responses were generated from bankers working in seven major banks operating in province capital. Statistical package for the social sciences (SPSS) 16 was used to analyze the data through descriptive statistics and correlation analysis. The study found that most of the subjects have spent an appreciable span of time working in banking sector and have been rotated time to time throughout their careers. It was found that when employees are rotated to different jobs across various departments, they become less motivated whereas more committed and involved in their respective jobs. Recommendations are made on how job rotation practices could be improved in banks as a reasonable amount of investment is made annually by banks on rotating its employees for personnel development. Some implications for future research are also drawn from the study. There are few studies of job rotation in the literature. This research paper enhances the understanding of a little studied topic. Key words: Job rotation, motivation, commitment, job involvement, banking sector, Pakistan.

Implications of job rotation literature for performance improvement practitioners

Job rotations have existed as a means of developing individual knowledge and skills since the industrial revolution, and in today's dynamic global workplace, they afford organizations an opportunity to manage changing psychological work contracts and employee desires for self-managed careers. Through the systematic mining of psychology, business, management, and educational databases, this literature review provides a summary of job rotation practices, individual and organizational benefits, likely costs associated with job rotations, and implications for practitioners. Findings indicate that while employees seek learning and marketability over job security and stability, organizations strive to maintain continuity and internal growth and development of their workforce. Job rotations can appease both individuals and organizations through enhanced knowledge and skills, facilitation of greater job satisfaction, and identification of individual strengths for optimal organizational performance. However, these benefits come at a price to the individual and the organization in the form of increased work/life conflict, potentially higher training costs, and possible lower work unit morale. Conclusions are presented on the practical implications and recommendations for implementing job rotations and integrating the practice into performance improvement models.

Characteristics of job rotation in the Midwest US manufacturing sector

Job rotation has been advocated as a suitable intervention to control work-related musculoskeletal disorders. However, little is known regarding the prevalence of job rotation, methods used to identify jobs for rotation or the benefits or limitations of job rotation. A web-based questionnaire was developed to survey job rotation practices from Midwest US manufacturing companies. Results indicated that 42.7% of the companies contacted used job rotation, where the median time for which they had used job rotation was 5 years. Job rotation was used mainly to reduce exposure to risk factors for work-related injuries and to reduce work related injuries, whereas supervisor decisions and ergonomic analyses were used to select jobs for the rotation scheme. Major limitations to successful implementation of job rotation included rotation of individuals with medical restrictions, decreased product quality and lack of jobs to rotate to. These findings suggest that further study is needed to determine if exposure to risk factors is reduced through current efforts.

Development of a Multi-Joint Postural Exposure Assessment Tool for Job Rotation

With practitioners more often adopting job rotation practices in their facilities, there is an increased necessity for effective methods to measure the complex exposures in the diverse jobs that may be selected for a particular job rotation scheme. Potential methods need to be both versatile and simple, ensuring easy application and low cost. The current study developed and evaluated the potential of a video-based analysis method that combines the exposure measure of four body regions: neck, shoulder, low back, and hand/wrist. Three experienced analysts assessed the postural load for all jobs within fifteen different job rotation schemes at a manufacturing facility. Several potential indices were developed, computed and discussed. Overall, the video-based analyses evaluated in the current study provide an easy and cost effective method that allows a practitioner to compare multiple stressors at one time. Future work will evaluate the effectiveness of the method in actually controlling musculoskeletal disorders as well as incorporate other risk factor exposures such as forces, repetition and motion.

Characteristics of Job Rotation in the Midwest U.S. Manufacturing Sector

Job rotation has been advocated as a business practice to increase the skill of employees, as well as a suitable intervention for the control of work-related musculoskeletal disorders. However, little is known regarding the prevalence of job rotation, methods used to identify jobs to rotate to, or the benefits or limitations of job rotation. A web-based questionnaire was developed to survey job rotation practices in the Midwest U.S. manufacturing sector. Results indicated that 42% of the companies contacted use job rotation, and that companies appeared to be using job rotation on a permanent basis. Job rotation was used mainly to reduce exposure to risk factors and reduce work related injuries, whereas methods utilized to identify jobs to rotate to were based mainly on supervisor decision and ergonomic job analysis. These findings suggest further study is needed to determine if exposure to risk factors is being reduced through current efforts.