Job Rotation System Research Articles

대학 행정직원의 심리적 자본이 직무만족에 미치는 영향 분석:직무순환의 매개효과를 중심으로

Most universities in Korea have regularly introduced and operated a job rotation system. However, not all administrative employees positively evaluate the job rotation system. Some employees use the job rotation system to their advantage, but some believe that the job rotation system lowers the efficiency of their work. This study aims to deal with the process of accepting job rotation by university administrative staff who are introducing the job rotation system more systematically. In this study, the purpose of the following study was proposed. First, the psychological capital of university administrative staff, which is an organization that carries out a regular job rotation system, is identified. Second, the relationship between the psychological capital of university administrative staff and their perception of job rotation is investigated. Third, the relationship between job satisfaction and job satisfaction in the job rotation system is confirmed. Fourth, theoretical and management implications for human resource management and organizational behavior research are presented based on the relationship between employees' psychological capital and the effect of job rotation.

Impact of Job Rotation System on the Employees Performance - Based on Chinese State-owned Enterprises

Impact of Job Rotation System on the Employees Performance - Based on Chinese State-owned Enterprises

육군 통섭형 인재육성을 위한 효과적인 직무순환 방안 연구

This study was aimed to derive effective measures to improve the job rotation system in the Army. In order to achieve the purpose of this study, a total of nine conscripted officers by position were selected as experts to question the problems of the current Army job rotation system and the suggestions for improvement. The main results of the study derived through the focus group interview technique are as follows. First, it is necessary to introduce a mandatory job rotation system. Second, the characteristics of each department should be considered at the same time as the connection with promotion. Third, prior education is required. Fourth, the effective time of job rotation is appropriate up to the captain. Finally, efficient discharge placement should be considered after job rotation, and a sufficient consideration period is required for the successful settlement of the policy. Based on the results, this study is expected to play an important role as basic data in preparing Army's multifunctional talent strategy.

PENGARUH ROTASI JABATAN DAN REWARD SISTEM TERHADAP LOYALITAS PEGAWAI DENGAN DIMEDIASI OLEH MOTIVASI KERJA STUDI PADA KEJAKSAAN TINGGI KEPULAUAN RIAU

The purpose of this study was to determine and analyze the effect of job rotation and reward system on employee motivation. To find out and analyze the effect of job rotation and reward system on employee loyalty. To find out and analyze the effect of work motivation on employee loyalty. This study aims to determine and analyze the effect of work motivation mediating job rotation and reward systems on employee loyalty at the Riau Islands High Court. The population in this study were employees of the Riau Islands High Court. The sample in this study was 69 people. Analysis of the data used in this study is Structural Equation Modeling (SEM) AMOS. The results of the research conducted show that job rotation has a significant effect on work motivation. Reward has a significant effect on work motivation. Job rotation has a significant effect on employee loyalty. Reward has a significant effect on employee loyalty. Motivation has a significant effect on employee loyalty. Job rotation has a significant effect on employee loyalty through motivation. And Reward has a significant effect on employee loyalty through motivation.

The impact study of the role of job rotation system effectiveness on work enthusiasm

In today's world, human capital is considered as the highest and most valuable asset of an organization, which affects the profits and losses of any company. The organizations that exist in these societies must be able to utilize human resources effectively. Job rotation is one of the management measures in the field of human resource management. It can create a creative, ideal, and secure organization that ensures commitment, knowledge transfer, skills acquisition, innovation, creativity, experience, job satisfaction, enthusiasm, exhaustion reduction, and human capital growth. The aim of this study is to investigate the effect of job rotation system on work motivation (studied in the region of two gas transfer operations). The present study is a correlation from the field and in terms of purpose and nature of application and in terms of descriptive-survey method and in terms of cross-sectional time. The statistical population of the study is 850 personnel (managers, experts and employees) of the region of two gas transmission operations. Using Cochran's formula, the sample size for limited communities is 285 people. The statistical population of the study consists of heterogeneous groups (formal and informal forces, managers and employees) using stratified random sampling method. In order to collect data, a researcher-made questionnaire with 20 items and a standard job motivation questionnaire with 17 items were used. The questionnaire is divided based on a five-point Likert scale. Reliability and validity were calculated and the value of 0.881 was obtained, which indicates the appropriate reliability of the questionnaires. To investigate the relationship and research hypotheses, Pearson correlation coefficient and regression, SPSS software and LISREL software were tested. The results show that the dimensions of job rotation such as human capital development and changes in human capital are related to work enthusiasm. Pearson correlation coefficient is 0.842 and 0.368, respectively, which indicates a good correlation. Also, the development and changes of human capital have a significant effect on job motivation and the standard beta value was 0.343 and 0.281, respectively, and all research hypotheses have been confirmed.

Good vacation and job rotation systems were beneficial for the hemoglobin level of workers at high altitude, a cross-sectional study along the Qinghai Tibet railway, China

Working and travelling in high-altitude regions have been associated with a variety of adverse health effects. The aim of this study was to explore a good vacation and job rotation system to prevent workers at high altitude from chronic altitude sickness. A total of 985 healthy male workers along the Qinghai-Tibet Railway, aged from 21 to 58 years (mean age 37.7 ± 8.6 years), were included into this study. The subjects took different short–term vacations, with different ratios of rest and work days. Furthermore, job rotation in low altitude was implemented in 127 (12.9%) subjects, who were transferred to relatively low altitude areas after working in plateau areas for more than three months. The association between vacation type and low altitude job rotation with prevalence of hyperhemoglobin (hemoglobin >175 g/L) was analyzed. Results showed that the risk of hyperhemoglobin decreased significantly with the increase of ratio of rest and work days, after adjusting for other confounding variables (age, ethnicity, education, body mass index, etc.) using multivariable logistic regression analysis. Meanwhile, the prevalence of hyperhemoglobin in job rotated workers was significantly lower than that in non-rotated workers [OR = 0.56, 95% CI: 0.37 to 0.84, p < 0.05]. Besides that, BMI, labor intensity, altitude at the workplace and frequency of oxygen supplementation were also closely related to the increase of hemoglobin level. We concluded that good vacation and job rotation system were effective means to prevent hyperhemoglobin and should be promoted in immigrants at high altitude for a long time.

Peppers &amp; More1: a teaching case in organizational behavior

The teaching case discusses a number of organizational challenges faced by a German vegetable producer. Two business consultants were hired to assist and to explore the situation in the new production facility at Peppers &amp; More. While the CEO assumed the employees were not motivated, the consultants uncovered that various employees’ behavior, as well as a structural problem contributed to the tense situation in the production facility. During the period of analysis, it becomes apparent that there is a communication problem between the production manager and the foremen. The setup of the job rotation system and conflicts between two foremen caused further irritation at the facility. At the end of each consulting day, the consultants and the readers have to link the challenges to motivation theory and provide recommendations how Peppers &amp; More can cope with these challenges.

Climate Relationship Work with Fatigue Employees Working in Laundry Plant Dr. Sardjito

Laundry Installation is one of 29 installations in Hospital Dr. Sardjito. Laundry instalation has 35 employees who have worked with exposure to high temperatures up to 35?C. The hot working climate be the cause of fatigue on employees. The purpose of this study was to Determine the relationship between the work climate in employees with work fatigue Hospital Dr. Laundry Installation Sardjito Yogyakata. The study design used is cross sectional. The population in this study as many as 35 people. The sampling technique used is total sampling the entire population of employees that numbered 35 people. The results of the study with the statistical tests Man Whitney p value 0.022 Obtained value &lt;0.05 the which means that Ho refused so that there is work climate relationship with work fatigue of employees working in the department of Dr. Laundry Installation Sardjito. The advice given to the installation related to that with the addition of Appropriate ventilation in the standard installation space doing laundry and job rotation system working parts so that employees do not feel monotonous with the work performed.

Assessing Noise-Exposure and Daily Habits Can Cause Hearing Loss among Ladies Club at Nightclub

The majority problem in the workplace is about occupational noise-exposure. Health problem caused by noise becomes one of the important issues that must be observed. Nightclub owners often forgot about the health of their workers, especially hearing problem. The workers who works at nightclub are exposed to noise every time will putting their hearing at risk. The study aims to classify into levels of noise exposure, classify into levels of hearing loss, and assessing daily habits that can cause hearing loss. This research was cross-sectional study, where 62 ladies club were participated. As for the measurement in this study was used two methods such as: the tools (sound level meter for measuring intensity of noise exposure, audiometer for hearing problem), and questionnaires were assessed for daily habits. The mean of noise at nightclub was 107.22 dBA. A total of 51 workers (82.3%) had hearing loss (mostly at the level of mild 45 workers, and 6 workers in the level of moderate), while 11 respondents (17.7%) did not experience any hearing loss (normal). The statistical test found that hobby and smoke were strongest predictor may affect to hearing loss (p value < 0.05). Intensity noise all of nightclub exceeds the threshold value where the workers are works more than 4 hours a day. There are no management at nightclub doing regularly inspections the worker's ear. Doing the job rotation system it was a good solution to prevent from hearing loss.

The Effect of Career Planning on Subjective Career Success of Organization Employees: Mediating Effects of Person-Organization Fit and Person-Job Fit

글로벌화와 고용시장 변화에 따른 경력 환경의 불확실성은 노동시장을 경쟁적으로 변화시키며 근로자의 고용불안을 더욱 확대시키고 있다. 이러한 환경에서 제기되는 개인 주도의 새로운 경력 패러다임은 경력 주체가 주관적으로 느끼는 내재적 관점의 경력성공을 중요한 경력 성과임을 강조하고, 이를 위한 개인의 경력 계획의 중요성이 더욱 부각되었다. 그리고 경력성공을 위해서는 개인의 경력계획뿐만 아니라 경력계획을 통해 개인이 인지하는 조직 및 직무적합성 또한 중요하다. 이러한 배경에서 이 연구는 개인의 경력계획이 주관적 경력성공에 미치는 영향과 그 관계에서 개인-조직적합성 및 개인-직무적합성이 매개효과를 가지는지 검증하고자 하였다. 직장인 220명에 대한 설문 조사 결과, 경력계획은 주관적 경력성공에 긍정적인 영향을 나타냈으며, 개인-조직적합성과 개인-직무적합성 모두 매개효과를 가지는 것으로 나타났다. 이러한 연구결과는 경쟁적인 고용사회에서 경력만족 및 고용가능성과 같은 주관적 경력성공을 높이기 위해서는 개인의 주도적인 경력계획이 필요함을 시사한다. 또한 경력계획을 통해 현재의 조직과 직무에 좀 더 만족하며 주관적 경력성공을 충족시킬 수 있음을 알 수 있다. 조직차원에서도 조직구성원들의 주관적 경력성공을 위해서는 개인차원의 역할뿐만 아니라 구성원들이 조직 및 직무적합성을 더욱 높게 인식할 수 있도록 개인의 경력계획을 반영한 경력개발프로그램과 직무순환제도가 개발될 수 있도록 전략을 강구해야 할 것이다.Uncertainty of career environment driven by globalization and shift of employment context drives heavy competition of labor market and anxiety of employment for individuals. New career paradigm based on this environmental change puts emphasis on subjective career success from individual’s viewpoint as important career outcome and individual’s proactive career development efforts. In addition to this, importance of person-environment fit and person-job fit is growing in relationship between career planning and career success. Based on this perspective, this study aims to identify whether person-environment fit and person-job fit mediate the relationship between career development and subjective career success. Data analysis of questionnaire from 220 employees showed that both fits mediate the relationship. This result implies that individual’s proactive career planning is critical to career success and this strengthens one’s satisfaction to organization and job. To organization, strategies need to be developed to design career development of employees’ based on their career needs and organizational intervention such as job-rotation system.

Evaluate the effectiveness of job rotation system and its impact on employees' readiness for job rotation: Case study of: Maskan bank branches in the city of Tabriz

The aim of this study is to evaluate the effectiveness of job rotation system and its impact on employees' readiness for organizational change in the Maskan bank branches in the city of Tabriz. For this purpose, the effectiveness of job rotation system is defined based on the theory of Nana Edom and employees' readiness for organizational change based on the theory of Dunham et al., as three main hypotheses have been developed. The statistical population includes employees of Maskan bank branches in the city of Tabriz, equal to 485 people. The sample estimated 214 employees by using the Cochrane formula and selection performed by stratified random sampling method. Data collection tool was two questionnaires: the effectiveness of job rotation system referred to Nana Edom and employees' readiness for organizational change by Dunham et al. After ensuring the validity and reliability, the questionnaire distributed among them. For statistical data analysis, descriptive and inferential statistical methods were used. Thus, for classifying, summarizing and describing statistical data, we used descriptive statistics methods, and to test hypotheses, t-test, Kolmogorov-Smirnov, r Pearson and Spearman regression in SPSS software were used. The results show that the effectiveness of the job rotation system and employees' readiness for organizational change in the Maskan bank branches in the city of Tabriz level is higher than average. The results of this study show that the effectiveness of the job rotation system on employees' readiness for organizational change in the Maskan bank branches in the city of Tabriz is influential.

직무순환이 주관적 경력만족에 미치는 영향: 고용경쟁력 매개효과를 중심으로

고객의 만족을 극대화하기 위해서는 서비스 전달에서 발생할 수 있는 오류를 최소화하여 서비스 가치를 창출하는 것이 중요하다. 이에 다양한 직무경험은 고객의 서비스 극대화뿐만 아니라 개개인의 경력개발에도 큰 도움이 된다. 또한 기업들과 조직관리 측면에서도 우수인력 개발을 위한 주요 수단으로 사용되어지고 있다. 하지만 호텔종사원의 직무순환이 고용경쟁력과 주관적 경력만족에 미치는 영향의 구조적 관계에 관한 연구는 아직까지 미흡한 실정이다. 해서 본 연구를 위해 특 1,2급 호텔에 근무하는 직원을 대상으로 설문을 실시하였으며 총 370명의 자료가 실증분석에 사용되었다. 직무순환, 고용경쟁력, 주관적 경력만족의 구조적관계를 분석한 결과, 직무순환은 고용경쟁력 및 주관적 경력만족도에 유의한 영향을 미쳤다. 그리고 직무순환과 주관적 경력만족에서 고용경쟁력이 부분적으로 매개효과가 있는 것으로 나타났다. 따라서 호텔종사원의 지각된 직무순환을 통한 고용경쟁력의 효과로 개인과 조직 모두를 위한 올바른 경력개발 및 경력관리 프로그램을 활용하여 호텔을 포함한 환대산업에 실질적 도움이 되는 것이 본 연구의 주된 목적이다. In order to maximize customer's satisfaction, high-value service needs to be created by reducing service delivery errors and miscommunications. Employee's job rotation experience will help them to reduce errors and develop their career. The purpose of this study is to examine the effect of job rotation on employability and subjective career satisfaction. The results clarifies the hotel's job rotation system and examine the relationship among job rotation, employability and subjective career satisfaction. Taking samples from full-time workers in hotel, total 370 participants were used in the analysis. The SEM approach was used to analysis the data with AMOS 20.0. The results show that job rotation has a positive influence on employability and subjective career satisfaction. Moreover, employability has a partial mediation effect between job rotation and subjective career satisfaction. Therefore, the study contributes to generate theoretical and practical implications in hospitality industry.

Effect of Job Rotation on Job Satisfaction, Occupational Safety and Health

Objective: This study aims to analyze job satisfaction and accident prevention according to job rotation system types in a motor company. Background: The study of a motor company's job rotation system has come to attention with enhancing productivity, preventing musculoskeletal disorders, and improving quality. Method: In this study, a survey was conducted to show job satisfaction rates according to job rotation systems. Also an investigation was done regarding industrial accidents and previous workers who are receiving treatment for musculoskeletal disorder over the last five years. Results: The job rotation system in this study has been carried out by voluntary decision of workers. Out of the job rotation types, the medium rotation complexity type had high job satisfaction whereas in a high or low rotation complexity type, which many workers prefer, led to less number of accidents and days of sick leave. Application: The results of this study are expected to be a fundamental data to job design.

Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

BackgroundThe motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses.MethodsWith top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing.ResultsAccording to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment.ConclusionAs a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress has the best effect on enhancing nurses' organizational commitment. The ultimate goal is to increase nurses' job satisfaction and encourage them to stay in their career. This would avoid the vicious circle of high turnover, which is wasteful of the organization's valuable human resources.

Underlying dimensions of human problem solving and learning: implications for personnel selection, training, task design and expert system

This study presents experimental evidence on the dimensions underlying the interaction of the learning process with human cognitive representation of problem solving. An experiment was conducted in three sessions. Each session consisted of performing 12 problem solving tasks and obtaining their similarity rating. The observed four-way data made up of 12 tasks × 12 tasks × 6 subjects × 3 sessions were analyzed using a multidimensional scaling model. The analysis resulted in three major dimensions across the learning process. Two of the dimensions are described as distinctions of bottom-up vs. top-down and conscious vs. subconscious reasoning. The third one is identified as a dimension inherent to the task characteristics. It is shown that the former two dimensions are affected significantly by learning and hence become more dominant in the process of understanding. The implication of the findings for personnel selection, job rotation, task design, and expert system design is discussed.