Relevant bibliographies by topics / Job design

Academic literature on the topic 'Job design'

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Published: 4 June 2021
Last updated: 11 March 2023

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Journal articles on the topic "Job design"

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Demerouti, Evangelia. "Design Your Own Job Through Job Crafting." European Psychologist 19, no. 4 (January 1, 2014): 237–47. http://dx.doi.org/10.1027/1016-9040/a000188.

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Job crafting can be viewed as changes that employees initiate in the level of job demands and job resources in order to make their own job more meaningful, engaging, and satisfying. As such, job crafting can be used to complement top-down approaches to improve jobs in order to overcome the inadequacies of job redesign approaches, to respond to the complexity of contemporary jobs, and to deal with the needs of the current workforce. This review aims to provide an overview of the conceptualizations of job crafting, the reasons why individuals craft their jobs, as well as the hypothetical predictors and outcomes of job crafting. Furthermore, this review provides suggestions to organizations on how to manage job crafting in their processes, and how to stimulate more beneficial job crafting behavior. Although research on job crafting is still in its infancy, it is worthwhile for organizations to recognize its existence and to manage it such that it has beneficial effects on the employees and the organization at large.
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VESTAL, KATHERINE W. "Job Design." Nursing Management (Springhouse) 20, no. 12 (December 1989): 26???29. http://dx.doi.org/10.1097/00006247-198912000-00006.

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Bettini, Elizabeth A., Kristi Cheyney, Jun Wang, and Christopher Leko. "Job Design." Intervention in School and Clinic 50, no. 4 (April 30, 2014): 221–25. http://dx.doi.org/10.1177/1053451214532346.

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MACKAY, RUTH C., RONALD G. STOREY, JOHN D. MISICK, RICHARD H. GLUBE, and LINDA PEREIRA. "Job Design." Nursing Management (Springhouse) 18, no. 4 (April 1987): 80B. http://dx.doi.org/10.1097/00006247-198704000-00016.

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Konz, Stephan. "Ergonomic job design." International Journal of Industrial Ergonomics 1, no. 4 (August 1987): 307–8. http://dx.doi.org/10.1016/0169-8141(87)90026-6.

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Kelly, John. "Does Job Re-Design Theory Explain Job Re-Design Outcomes?" Human Relations 45, no. 8 (August 1992): 753–74. http://dx.doi.org/10.1177/001872679204500801.

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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.

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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.
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Campion, Michael A., and Michael J. Stevens. "Neglected questions in job design: How people design jobs, task-job predictability, and influence of training." Journal of Business and Psychology 6, no. 2 (1991): 169–91. http://dx.doi.org/10.1007/bf01126707.

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Yean Yng Ling, Florence, and Weiyan Toh. "Boosting facility managers’ personal and work outcomes through job design." Facilities 32, no. 13/14 (September 30, 2014): 825–44. http://dx.doi.org/10.1108/f-04-2013-0031.

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Purpose – This study aims to identify the job characteristics that would boost the personal and work outcomes (e.g. job satisfaction, internal motivation and output quality) of facility managers (FMs) in Singapore based on the Job Characteristics Theory. Design/methodology/approach – The research method is a survey method, and data were collected using a structured questionnaire from 34 FMs through electronic mail and by post. Findings – Using t-test of the mean, 23 out of the 39 identified job characteristics are found to be significantly present in FMs’ jobs. Pearson’s correlation analysis revealed that the job characteristics that are significantly correlated with personal and work outcomes of FMs include those that use a variety of skills, in which task identity is present, task is significant, allow autonomy, provide feedback and meet FMs’ growth needs. Research limitations/implications – The Job Characteristics Theory is found to be applicable to FMs’ jobs, but this needs to be generalized carefully because of the relatively small sample size. Practical implications – It is recommended that the significant job characteristics that are identified in this study be designed and incorporated into FMs’ jobs. These include setting up teams where members play their parts well; a reward system when a job is done well; a career path with ample opportunities for promotion; and communication channels that are clear and precise. Originality/value – Important job characteristics that could boost FMs’ job satisfaction, internal motivation and quality of work are identified. In addition, job characteristics that could reduce their likelihood of leaving the profession are also uncovered. These job characteristics should be designed into FMs’ jobs, so that firms have high performing and motivated FMs.
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Lauche, Kristina. "Job design for good design practice." Design Studies 26, no. 2 (March 2005): 191–213. http://dx.doi.org/10.1016/j.destud.2004.09.002.

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Dissertations / Theses on the topic "Job design"

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Leach, Desmond John. "Work design and job knowledge." Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287355.

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Miller, Marsha. "Relationships Between Job Design, Job Crafting, Idiosyncratic Deals, and Psychological Empowerment." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1363.

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Although much is known about employee empowerment and work designs, numerous companies and management practitioners struggle to implement empowerment initiatives effectively because it is not known which approach best facilitates individual levels of psychological empowerment. Traditional job design theory focuses on the role of managers and portrays employees as passive grantees of empowerment. Employees may influence their own empowerment by taking an active role in work design. The primary purpose of this correlational study was to examine whether job crafting or idiosyncratic deals are more or less empowering than job design and how work locus of control influences these relationships. It was hypothesized that job crafting would be the strongest correlate with psychological empowerment. A quantitative cross-sectional survey was designed with measures adapted from existing instruments. A sample of 150 adults, drawn from various industries in the United States, completed a voluntary, online survey. Data analysis, which used Pearson correlations, revealed that job crafting had a stronger relationship with psychological empowerment than did idiosyncratic deals and management-driven job design for employees with high internal work locus of control. Findings from this study may help organizational leaders understand how employees with high internal tendencies are psychologically empowered when actively engaged in designing their own work. Employees may then feel empowered to advance the company's social agenda and make personalized contributions to the greater society, essentially becoming goodwill ambassadors for the organization.
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Rana, Vishal. "Non-Preferred Work Tasks in Work Design." Thesis, Griffith University, 2020. http://hdl.handle.net/10072/393982.

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Both academics and practitioners have devoted increasing attention to job design as a result of continued changes to the nature of work. There have been many studies on job design over the last five decades, and the most prominent model used to study job design is the job characteristics model (JCM) (Hackman & Oldham, 1980). More recently, Morgeson and Humphrey (2006) extended the JCM and job design research by developing a comprehensive work design questionnaire (WDQ) that includes characteristics such as social characteristics, knowledge characteristics and work context, in addition to the already existing JCM. The focus of JCM, and now WDQ, has primarily been on the job characteristics that motivate employees. In reality, however, not every task that an employee performs in their work role is preferred by that employee. Therefore, it would be naïve to not consider those tasks in work roles that employees prefer not to perform. A mixed methods research approach was used in this research to delve deeper into the task level analysis of job design. In particular, this research investigates those tasks that employees prefer not to perform. This research is based on the following research questions: RQ1: Do employees identify non-preferred work tasks (NPWTs)?; RQ2: How do employees manage NPWTs?; RQ3: What is the effect of NPWTs on work outcomes? The first and second research questions were answered through Study 1, which was qualitative in nature and sought responses from 40 professionals working over two industries (hospitality and university). The semi-structured interviews with the participants provided greater understanding of the nature of NPWTs in work roles. Furthermore, the respondents provided various ways in which they managed their NPWTs when answering the second research question. Addressing the third research question required the use of a scale development process in Study 2, as there were no pre-established scales measuring NPWTs. This process established the reliability and validity of the scale for NPWTs by testing the scale for predictive and discriminant validity with a sample size of 126 respondents. After successfully establishing a scale for NPWTs in Study 2, Study 3 was undertaken to answer the third research question, using an experimental design that manipulated positive emotions (high and low) and further test the predictive and discriminant validity for the scale of NPWTs. Study 3 tested whether NPWTs predict organisational citizenship behaviour (OCB) and work engagement. Chapter 1 provides the background and introduction to the dissertation, including justifying the broad research questions. Chapter 2 provides a review of the literature across a diverse range of fields under which research on this topic has been undertaken. NPWTs are conceptualised and unpacked in Chapter 3 through a variety of examples that provide the basis and reasoning to understanding NPWTs in this thesis. Chapter 4 describes Study 1, which involved the conduct of semi-structured interviews to explore the nature of NPWTs and how employees manage NPWTs in their work roles. Upon confirming that NPWTs exist and employees identify and differentiate between their NPWTs and preferred work tasks (PWTs), the data from Chapter 4 were used to develop a scale to measure NPWTs in Chapter 5, which outlines Study 2. Study 2 established the items for the scale of NPWTs and confirmed the internal reliability for the measure. The predictive and discriminant validity with a small sample size of 126 respondents was also assessed. The predictive validity of NPWTs was tested against the outcome variables of creativity and workplace deviance. Once the reliability and validity of the scale was confirmed, an experimental design was conducted in Chapter 6, Study 3, to manipulate positive emotions (high and low activation) further test the predictive validity of the scale of NPWTs with 145 respondents. The outcome variables for this study were organisational citizenship behaviours and work engagement. The results of this study confirmed the prediction that NPWTs are negatively related to positive organisational outcomes of OCB and work engagement. Chapter 7 outlines the overall results, draws out emerging themes, and notes the contributions to research and practice that emerged from this program of research. The research findings, limitations, and implications for practice and theory are discussed. The results of these studies offer several contributions to research and practice. Firstly, they offer researchers a new, timely, and an important avenue of research in job design literature by highlighting the importance of task analysis in job design. The results also draw attention to the new concept of non-preferred work tasks. The scale developed in this thesis will further help researchers to investigate the impact of NPWTs in organisational outcomes. Finally, the findings from this new measure will assist practitioners to understand the impact of NPWTs on work outcomes and the role of positive emotions in ameliorating this effect. Given that billions of dollars are being lost on lack of employee engagement in workplaces, it is anticipated that this research will support managers and organisations in making decisions about the tasks that employees perform in their roles and reduce NPWTs by addressing these with their employees.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Empl Rel & Human Resource
Griffith Business School
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Abrahams, Zerelda. "Illegitimate tasks, personal resources and job resources as antecedents of job crafting." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96093.

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Thesis (MCom)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: In the modern world of work, there has been growing concern regarding the adequacy of traditional job redesign approaches in serving the changing nature of work. It has specifically been argued by Frese and Fay (2001) that in the modern world of work, jobs require a higher degree of initiative due to factors such as global competition, faster rate of innovation, new production concepts, and changes in the job concept. The modern world of work poses a number of challenges which include increased levels of initiative by employees in order to develop their knowledge and skills in order to remain ‘current’, creative ideas, and an increased need for employees to make more and more decisions on their own. In order to survive in today’s challenging market place, employees thus should show high levels of proactivity and initiative. Job crafting is the process by which individuals make physical and cognitive changes to the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001). It is proactive behaviour requiring adaptation to challenges and constraints presented by the working environment. It thus would be useful to be aware of the most important factors that contribute to the occurrence of such proactive behaviours. The objective of this research study therefore was to test whether salient job and personal resources, and job demands as depicted by the Job Demands-Resources model account for the variance in job crafting for a sample of employees working within the financial services industry. A literature review was conducted and hypotheses were formulated, and tested by means of an ex post facto correlation design. Data was collected from a sample of 236 employees employed by a company within the financial services industry. A self-administered web-based survey was used for the purpose of collecting the data and participation in the study was voluntary. The data collected was strictly confidential and anonymous. A number of separate measurement instruments to measure the specific latent variables were carefully selected for inclusion in the survey based on their reliability and validity. The research findings specifically illustrate that employees who receive feedback on their performance as well as those who are engaged in their jobs, are more likely to craft their jobs. The results also show that engagement mediates the relationship between autonomy and job crafting, as well as the relationship between feedback and job crafting (the latter being mediated only partially by engagement). Finally, it was found that proactive personality was positively related to job crafting. The research findings therefore illustrate the importance of specific job- and personal resources in fostering job crafting behaviours. The results, together with the managerial implications and practical interventions suggested, provide South African managers and industrial psychologists with valuable insight into managing and encouraging job crafting within the workplace. This research study commenced only once ethical clearance was received from the Research Ethics Committee of Stellenbosch University.
AFRIKAANS OPSOMMING: In die moderne wêreld van werk is daar toenemende kommer oor die geskiktheid van die tradisionele herontwerp van werk en hoe dit gepaard gaan met die veranderende aard van werk. Frese en Fay (2001) het spesifiek aangedui dat in die moderne wêreld van werk, 'n hoër mate van inisiatief vereis word as gevolg van faktore soos wêreldwye mededinging, vinniger tempo van innovering, nuwe produksie konsepte, en veranderinge in die konsep van werk. Die moderne wêreld van werk verg baie meer van individue, wat onder andere insluit hoër vlakke van inisiatief deur werknemers om hul kennis en vaardighede te ontwikkel om sodoende op datum te bly met tegnologiese veranderinge, kreatiewe idees, en 'n verhoogde behoefte vir werknemers om meer en meer besluite op hul eie te neem. Om dus in vandag se uitdagende wereld van werk te oorleef, word dit van werknemers verwag om hoë vlakke van pro-aktiwiteit en inisiatief te toon. ‘Job crafting’ is die proses waardeur individue fisiese en kognitiewe veranderinge in hul werks take en -verhoudinge aanbring (Wrzesniewski & Dutton, 2001). Dit is pro-aktiewe gedrag wat werknemers help om aan te pas by die uitdagings wat deur die moderne werksomgewing daargestel word. Dit sal dus voordelig wees om bewus te wees van die belangrikste faktore wat bydra tot hierdie pro-aktiewe gedrag in die werksplek. Die doel van hierdie navorsing was dus om te toets of belangrike werks- en persoonlike hulpbronne, en werks-vereistes soos deur die ‘Job Demands-Resources’ model voorgestel, ‘n waardevolle verduideliking is vir verskillende vlakke van ‘job crafting’ vir 'n groep in die finansiele bedryf. 'n Literatuuroorsig is uitgevoer en hipoteses geformuleer wat deur middel van 'n ex post facto-korrelasie-ontwerp getoets is. Data is ingesamel vanuit 'n streekproef van 236 werknemers van 'n maatskappy in die finansiële bedryf. 'n Self-toegepaste web-gebaseerde vraelys is vir die versameling van data gebruik en deelname aan die studie was vrywillig. Die dataversameling was streng vertroulik and anoniem. 'n Aantal afsonderlike metingsinstrumente om die spesifieke latente veranderlikes te meet, is noukeurig op grond van geldigheid en betroubaarheid gekies en ingesluit in die opname ingesluit. Die navorsings resultate illustreer dat wanneer werknemers terugvoering ontvang oor hul prestasie sowel as diegene wat betrokke is in hul werk, meer geneig is om hul werk te ‘craft’. Die resultate toon ook dat betrokkenheid die verhouding tussen outonomie en ‘job crafting’ bemiddel, sowel as die verhouding tussen terugvoering en job crafting (laasgenoemde word net gedeeltelik deur betrokkenheid bemiddel). Ten slotte, is daar gevind dat ‘n pro-aktiewe persoonlikheid n positiewe verwantskap met ‘job crafting’ het. Die navorsing illustreer dus die belangrikheid van spesifieke werks- en persoonlike hulpbronne in die bevordering van ‘job crafting’. Die resultate, tesame met die bestuurs-implikasies en praktiese ingrypings wat voorgestel word, bied Suid-Afrikaanse bestuurders en bedryfsielkundiges met waardevolle insigte in die bestuur en aanmoediging van ‘job crafting’ binne die werkplek. Hierdie navorsingstudie was voortgesit toe etiese klaring ontvang is van die Etiekkomitee van die Universiteit van Stellenbosch.
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Barrera, Catherine Grace. "Skill, Job Design, and the Labor Market under Uncertainty." Thesis, Harvard University, 2014. http://dissertations.umi.com/gsas.harvard:11617.

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The labor market matches agents with work, but uncertainty over the type and location of available work reduces the efficiency with which skill can be allocated to its best use. The essays in this dissertation examine the impact of uncertainty on the optimal division of work into jobs and allocation of agents to those jobs using applied economic theory.
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Al-Zoubi, Marwan T. "Job design agenda in the third millennium : identifying the critical job characteristics in the modern workplace'." Thesis, University of Surrey, 2005. http://epubs.surrey.ac.uk/843722/.

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The review of the main job design approaches (JCM in particular) has led to the conclusion that development in job design theory has not kept pace with the changes that have occurred in the organisational landscape. The JCM was developed principally from studies conducted during the 1950s of male shop floor in large scale industrial manufacturing plants. Work context and the workforce itself have changed dramatically since that time. The developments of technology have had a huge impact on the way in which work is conducted (Zijlstra et al, 1996; Gottfredson, 1997). While this change is widely recognised, the JCM remains the dominant influence in job design research and is yet to be superseded. In addition, little is known about the effect of such change in perception of the work psychosocial variables or people's reaction towards these developments. Therefore, the aim of this research is to explore employees' opinion and reaction towards workplace developments in order to identify the critical job characteristics in contemporary jobs from the employee's perspective. The proposal was that allowing employees to decide what they like/dislike in their jobs would help in identifying the critical job characteristics in modem workplace. This was also expected to help in solving the narrow focus of the existing job design approaches' especially the lack of job contextual factors (e.g. social contact, work-life balance) that enhance employee' wellbeing and work performance. In light of this, three studies were conducted: the first two studies were designed to identify the critical job characteristics in the current workplace from the employee's perspective. By conducting a pilot study using qualitative techniques (interviews and content analysis) followed by a confirmatory study using quantitative techniques (checklist and factor analysis), 10 job characteristics were identified which were considered the critical dimensions for diagnosing the quality of modem jobs. Four of these characteristics were responsible for 'job content' design (intellectually challenging tasks, control, feedback, and training adequacy). The rest of the characteristics were factors responsible for 'job context' design (i.e. supportive supervision, supportive co-workers climate, work-life balance, financial rewards, recognition and physical environment). The third study was the formulation and empirical evaluation of a model for job redesign. The model was based partly on the critical job characteristics identified earlier and partly informed by psychological knowledge of job design and organisational behaviour research. Overall, each of the aims of the present research were achieved and some of the existing criticisms of job design approaches were addressed. The model dimensions attained significant results that were extracted from data collected from 667 employees working in various British organisations. A general conclusion that can be drawn from the present research is that job design is no longer a matter of job content (task) design (the tangible feature of the job itself such as control and feedback); it is also a matter of job context design (the features of the work environment where the tasks are delivered such as supervisors' practices and work-life balance). Both aspects were found to influence work performance and employees' wellbeing via cognitive and motivational mechanisms. The present research challenges the popular belief of the inapplicability of redesigning job context factors (e.g. the social aspect of the job) and provides initial recommendations for job context redesign interventions.
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Jacobs, Charl Jacobus. "Once more : testing the job characteristics model." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86199.

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Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: The Job Characteristics Model (JCM) is one of the most widely used and researched models in the field of Industrial Psychology. It has provided industry with useful solutions for its people-related business problems through the rearranging of the physical and psychological characteristics of jobs in order to address demotivation, dissatisfaction and marginal performance. The JCM has also endured a fair amount of criticism, however, specifically pertaining to the mediating role of the psychological state variables. Research findings on the model are divided into two camps. Some researchers argue that the model is empirically sound; while others believe the model should be discarded or adjusted. These studies were done circa 1990, however, when most of the advanced statistical analysis techniques utilised today were not available. Research related to the JCM has been decreasing steadily since then, and it seems that no final verdict was reached regarding the utility and validity of the model. The overarching objective of this study is to provide closure regarding this discourse by testing the three major theoretical postulations of the JCM in the South African context on a sample of 881 students with an ex post facto correlational research design. This was achieved by utilising structural equation modelling via LISREL. Three separate structural models were fitted and compared. The first model was a simplified version of the original model (Hackman & Oldham, 1980). The second model excluded the mediating psychological states proposed by Boonzaier, Ficker and Rust (2001). The final model had the same basic structure as the first model, but more causal paths were included between the job characteristics and the psychological states. The results show that more variance in the outcomes is explained with the inclusion of the psychological state variables. The psychological states are therefore a crucial component of the model. Although these findings corroborated the original model, the third model displayed superiority in terms of accounting for significant amounts of outcome variance in the dependent variables. These findings indicate that the job characteristics predict the psychological states in a more comprehensive manner than originally proposed in the literature. Job design interventions thus remain a useful tool and industry should utilise the suggested interventions. Furthermore, this study proposes preliminary equations (a Motivating Potential Score and resource allocation) that may be used to determine the relative importance attached to each job characteristic in the world of work.
AFRIKAANSE OPSOMMING: Die Taakeienskappe Model (Job Characteristics Model, JCM) is een van die Bedryfsielkunde-modelle wat die meeste gebruik en nagevors word. Dit het aan die bedryf bruikbare oplossings vir mensverwante besigheidsprobleme verskaf deur die herrangskikking van die fisiese en sielkundige eienskappe van werk om probleme soos demotivering, ontevredenheid en marginale prestasie aan te spreek. Die JCM is egter ook al baie gekritiseer, spesifiek rondom die bemiddelende rol van die sielkundige toestand veranderlikes. Navorsingsbevindinge oor die model word in twee groepe verdeel. Die een groep argumenteer dat die model empiries foutvry is, terwyl die ander groep glo dat dit weggedoen of aangepas moet word. Hierdie studies is egter in die 1990’s gedoen, toe die meeste van die gevorderde statistiese tegnieke wat vandag gebruik word, nie bestaan het nie. Navorsing oor die JCM het sedertdien stadig maar seker afgeneem, en geen finale besluit oor die bruikbaarheid en geldigheid van die model is al geneem nie. Die oorkoepelende doel van hierdie navorsing was om van die bogenoemde probleme te probeer oplos deur drie vername teoretiese uitgangspunte oor die JCM in die Suid-Afrikaanse konteks te toets deur middel van ‘n steekproef van 881 studente. Dit is met behulp van struktuurvergelykingsmodellering deur middel van LISREL gedoen. ‘n “Ex post facto” korrelasionele navorsings ontwerp is benut. Drie aparte strukturele modelle is gepas en vergelyk. Die eerste model was ’n vereenvoudigde weergawe van die oorspronklike een (Hackman & Oldham, 1980). Die tweede model het die bemiddelende sielkundige toestande uitgelaat wat deur Boonzaier, Ficker en Rust (2001) voorgestel is. Die finale model het dieselfde basiese struktuur as die eerste een gehad, maar nuwe oorsaaklike weë is tussen die werkseienskappe en sielkundige toestande ingesluit. Die resultate toon dat meer variansie in die uitkomstes verduidelik word wanneer die sielkundige toestand veranderlikes wel ingesluit word. Die sielkundige toestande is dus ’n kritieke komponent van die model. Hoewel hierdie bevindinge die oorspronklike model staaf, het die derde model die noemenswaardige variansie in uitkomstes van die afhanklike veranderlikes beter verklaar. Hierdie bevindinge dui daarop dat die werkseienskappe die sielkundige toestande meer omvattend voorspel as wat aanvanklik in die literatuur voorgestel is. Werksontwerp-intervensies is dus nog steeds ’n bruikbare hulpmiddel en die bedryf moet die voorgestelde intervensies gebruik. Hierdie studie stel ook voorlopige vergelykings voor (Motiverings Potensiaal Telling en hulpbrontoewysing) wat gebruik kan word om die relatiewe belangrikheid van elke werkskenmerk in die wêreld van werk te bepaal.
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Averbeck, Daniel H. "An inference/attribution approach to work dimensions /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487261553057983.

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Corbett, Jonathan Martin. "Work at the interface : advanced manufacturing technology and job design." Thesis, University of Warwick, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389718.

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Burnes, Bernard. "The impact of new technology on job design and work organisation." Thesis, University of Sheffield, 1985. http://etheses.whiterose.ac.uk/2943/.

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This thesis is an examination of the selection, introduction, use and effects on job design and work organisation of a particular form of new technology: Computer Numerically Controlled machine tools (CNC). Part One, Chapters 1 - 6, reviews the new technology literature and the historical development of contemporary approaches to job design and work organisation. From this examination, a conceptual framework is constructed showing the factors which influence and guide the choices that organisations make with regard to new technology. It draws special attention to the role played by the values, beliefs, self-interest and power of individuals and groups within organisations, and the philosophy and precepts of Scientific Management. The section concludes by describing the aims, objectives and methods of the research, and by examining the development of, and literature regarding, CNC. Part Two, Chapters 7 - 10, presents case studies of the introduction and use of CNC into nine engineering companies, differentiated according to company size and product batch size. Part Three, Chapter 11, presents the conclusions from the study. It firstly compares the case studies with each other, and then with the conceptual framework. It shows that the empirical studies supported the framework, but that two additional factors need to be taken into account: (a) that there is a need to recognise that those involved in the process of technological change can be "dazzled" by the technology, and (b) that the change process can be significantly affected by the competence of those involved. Nevertheless, the conceptual framework, and especially the influence of Scientific Management, are confirmed. The Chapter concludes by putting forward guidelines for the introduction of new technology.
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Books on the topic "Job design"

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Great Britain. Work Research Unit. Job design. London: Work Research Unit, 1985.

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Institute of Personnel Management. Information Department. Job design. London: The Institute, 1985.

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Tcherneva, Pavlina R. The job guarantee: Design, jobs, and implementation. Annandale-On-Hudson, NY: Jerome Levy Economics Institute, 2018.

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Eaton, E. Job design and coping. Nedlands, WA: Dept. of Industrial Relations, University of Western Australia, 1986.

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Design is a job. New York: A Book Apart, 2012.

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Studio Job. New York: Rizzoli, 2010.

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Stasz, Cathleen. Electronic tools and job design. Santa Monica, CA: Rand, 1986.

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Association of Professional, Executive, Clerical and ComputerStaff., ed. Job design & new technology: APEX guidelines. London: APEX, 1985.

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Changing job structures: Techniques for the design of new jobs and organizations. Oxford: Heinemann Newnes, 1990.

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Patterson, David W. Getting a job in architecture and design. New York: Norton, 2008.

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Book chapters on the topic "Job design"

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Norris, Sharon E., and Tracy H. Porter. "Job Design." In The Encyclopedia of Human Resource Management, 288–91. San Francisco, CA: Pfeiffer: A Wiley Imprint, 2012. http://dx.doi.org/10.1002/9781118364741.ch53.

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Greasley, Andrew. "Job design." In Absolute Essentials of Operations Management, 48–51. Milton Park, Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9780429290602-9.

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Boella, Michael J., and Steven Goss-Turner. "Job design." In Human Resource Management in the Hospitality Industry, 73–92. Tenth edition. | Abingdon, Oxon: Routledge, 2019. | New edition: Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-5.

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Ostime, Nigel. "Concept Design." In RIBA Job Book, 117–41. 10th ed. London: RIBA Publishing, 2022. http://dx.doi.org/10.4324/9780429348013-5.

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Ostime, Nigel. "Technical Design." In RIBA Job Book, 197–223. 10th ed. London: RIBA Publishing, 2022. http://dx.doi.org/10.4324/9780429348013-8.

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Punnett, Betty Jane, and Thomas Anyanje Senaji. "Job Performance and Job Design." In Essentials of Organisational Behaviour in Africa, 32–47. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003036838-3.

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Slaton, Shannon. "Design Team’s Job." In Mixing a Musical, 137–40. Second edition. | New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781351033060-11.

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Slaton, Shannon. "Design Team’s Job." In Mixing a Musical, 167–70. Second edition. | New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781351033060-17.

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Slaton, Shannon. "Design Team’s Job." In Mixing a Musical, 59–68. Second edition. | New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781351033060-5.

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Morgeson, Frederick P., Gina J. Medsker, and Michael A. Campion. "Job and Team Design." In Handbook of Human Factors and Ergonomics, 428–57. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2006. http://dx.doi.org/10.1002/0470048204.ch16.

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Conference papers on the topic "Job design"

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Kulakofsky, David, S. R. Henry, and David Porter. "PC-Based Cement Job Simulator Improves Primary Job Design." In SPE Western Regional Meeting. Society of Petroleum Engineers, 1993. http://dx.doi.org/10.2118/26110-ms.

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Wang, Puning, and Bing Xiao. "Job Search App Design for College Students Based on Emotional Experience." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001782.

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In the post-pandemic era, the employment pressure of college students is increasing, and their negative emotions are increasing day by day during the job-hunting. Although there are lots of Internet-based job hunting platforms, college students are prone to information anxiety due to a large amount of job information and complicated procedures. On the basis of investigating and analyzing the job-seeking needs of Chinese college students, this paper analyzes the instinct level, behavior level and reflection level, and proposes the emotional design strategy for college students' job-seeking app. And designed an application suitable for college students to apply for jobs, hoping to effectively alleviate the negative mood of college students for job hunting.
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Kulakofsky, D. S., S. R. Henry, and David Porter. "PC-Based Cement Job Design System Improves Primary Cement Jobs." In Petroleum Computer Conference. Society of Petroleum Engineers, 1993. http://dx.doi.org/10.2118/26261-ms.

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Abdullah, Siti Azniniza. "Flexible Working Arrangements, Job Design And Job Satisfaction Among Manufacturing Employees." In 9th International Economics and Business Management Conference. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.12.05.81.

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Yuchun, Xiao, and Ke Junqun. "New Progress in Job Design Theory: Literature Review of Job Crafting." In 5th International Conference on Social Sciences and Economic Development (ICSSED 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200331.058.

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Flater, David, Edward Barkmeyer, and Evan Wallace. "Towards Unambiguous Specifications: Five Alternative Job Control Models for an Object-Oriented, Hierarchical Shop Control System." In ASME 1999 Design Engineering Technical Conferences. American Society of Mechanical Engineers, 1999. http://dx.doi.org/10.1115/detc99/eim-9012.

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Abstract In a distributed, object-oriented, hierarchical shop control system, there are many ways of organizing the interactions between supervisory controllers and subordinate controllers. Depending on what model of job control is used, objects will be allocated differently among the levels of control, and the interactions between controllers will vary considerably. This paper describes five models of job control that are equally functional, but use different paradigms for managing jobs. Although each is attempting to serve the same purpose in the same context, the five ways of viewing the system lead to distinct implementations that cannot interoperate. This demonstrates the importance of specifying the control model when designing an object-oriented manufacturing system.
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Staniuliene, Sonata, and Justine Jurova. "Remote job design possibilities to work in Lithuanian companies from distant locations." In Research for Rural Development 2021 : annual 27th International scientific conference proceedings. Latvia University of Life Sciences and Technologies, 2021. http://dx.doi.org/10.22616/rrd.27.2021.028.

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The study examines literature on remote job design possibilities from distant locations. After the remote job design concept is formed, the premises for the use of remote job design are analysed, the necessary conditions, possibilities, and employees’ willingness to work remotely are explained, summarizing the advantages and disadvantages of remote work. The quantitative research was conducted to reveal out the possibilities of remote job design in Lithuanian companies according to the areas of work in which it is possible, impossible to work remotely or possible to work flexibly. The willingness to do remote jobs was also examined, and the picture of prone to remote job employee by demographic characteristics of the respondents was drawn. The most convenient distant locations, informational and communication technologies (ICT) and addresses of indirect communication were identified. It was found that survey participants are not resistant to work remotely, and it also showed that at least partially remote job could be designed in majority of Lithuanian companies. Most of them prefer flexible mixed variation of remote and traditional work. The main difficulties were named that required high level of self-discipline, but not the lack or deficiencies in using ICT, electronic devices and designing other required conditions for remote job design.
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Thamarai Selvi, S., M. Sheeba Santha Kumari, K. Prabavathi, and G. Kannan. "Estimating job execution time and handling missing job requirements using rough set in grid scheduling." In 2010 International Conference on Computer Design and Applications (ICCDA 2010). IEEE, 2010. http://dx.doi.org/10.1109/iccda.2010.5541135.

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Jie Zhu, Xiaoping Li, Yi Zhang, and Qian Wang. "Meta-heuristic for no-wait job shops with makespan minimization." In in Design (CSCWD). IEEE, 2008. http://dx.doi.org/10.1109/cscwd.2008.4537094.

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Evanoff, J. I., and C. Cook. "Optimizing Cement Design for Improved Job Results." In SPE California Regional Meeting. Society of Petroleum Engineers, 1988. http://dx.doi.org/10.2118/17441-ms.

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Reports on the topic "Job design"

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Ma, Yoon Jin, and Kim HongYoun Hahn. Job Expectations, Job Preference, and Learning Expectations of Apparel Merchandising and Design College Students. Ames: Iowa State University, Digital Repository, 2013. http://dx.doi.org/10.31274/itaa_proceedings-180814-766.

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DuBois, David, Valerie Shalin, Keith Levi, and Walter Borman. Job Knowledge Test Design: A Cognitively-Oriented Approach. Fort Belvoir, VA: Defense Technical Information Center, July 1993. http://dx.doi.org/10.21236/ada267303.

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Petronis, C. J., and C. W. Hannon. A Job Aid: Incorporating Continuous Operations Considerations in Unit Design. Fort Belvoir, VA: Defense Technical Information Center, November 1995. http://dx.doi.org/10.21236/ada302293.

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Baker, George, and Thomas Hubbard. Make Versus Buy in Trucking: Asset Ownership, Job Design and Information. Cambridge, MA: National Bureau of Economic Research, January 2002. http://dx.doi.org/10.3386/w8727.

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Winn, Robert B., and Elisabeth B. Evensen. Authoring Guide: A Job Aid to Design and Produce a Combat Leaders' Guide. Fort Belvoir, VA: Defense Technical Information Center, July 1988. http://dx.doi.org/10.21236/ada198873.

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Veech, David S. A Person-Centered Approach to Sustaining a Lean Environment - Job Design for Self-Efficacy. Fort Belvoir, VA: Defense Technical Information Center, January 2004. http://dx.doi.org/10.21236/ada435275.

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Beuermann, Diether, Nicolas L. Bottan, Bridget Hoffmann, C. Kirabo; Jackson, and Diego A. Vera-Cossio. Does Education Prevent Job Loss during Downturns?: Evidence from Exogenous Schools Assignments and COVID-19 in Barbados. Inter-American Development Bank, September 2021. http://dx.doi.org/10.18235/0003624.

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Canonical human capital theories posit that education, by enhancing worker skills, reduces the likelihood that a worker will be laid off during times of economic change. Yet, this has not been demonstrated causally. We link administrative education records from 1987 through 2002 to nationally representative surveys conducted before and after the onset of COVID-19 in Barbados to explore the causal impact of improved education on job loss during this period. Using a regression discontinuity (RD) design, Beuermann and Jackson (2020) show that females (but not males) who score just above the admission threshold for more selective schools in Barbados attain more years of education than those that scored just below (essentially holding initial ability fixed). Here, in follow-up data, we show that these same females (but not males) are much less likely to have lost a job after the onset of COVID-19. We show that these effects are not driven by sectoral changes, or changes in labor supply. Because employers observe incumbent worker productivity, these patterns are inconsistent with pure education signaling, and they suggest that education enhances worker skill.
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Leonardo, Fabio Morales, Carlos Ospino, and Amaral Nicole. Online Vacancies and its Role in Labor Market Performance. Banco de la República, September 2021. http://dx.doi.org/10.32468/be.1174.

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This paper assesses whether the expansion of online job vacancies leads to a more efficient labor market. We provide compelling evidence that the increase in online job vacancy penetration in Colombia has had an enhancing effect on the labor market's efficiency by making it easier for firms to find workers to fill their job openings. An estimation of the Beveridge Curve (unemployment to vacancies relationship), a well-established theoretical development from search models, concludes that policies that increase online vacancy posting enhance efficiency. We implement a differences in differences design to take advantage of a regulation, which mandates that all authorized online vacancy providers report any online vacancy to the Public Employment Service in Colombia. We find that sub-segments of the labor market with a relevant fraction of their vacancies posted online, presented on average nearly 15% lower vacancy rate for a given unemployment rate. Therefore, for these sub-segments, the Beveridge curve shifted inwards due to efficiency enhancements. These findings support active search policies to reduce information barriers, which reduce the odds of firms and workers finding one other in the labor market. Policies as those implemented by the Public Employment Service in Colombia seem to be beneficial.
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Busso, Matías, Sebsatián Montaño, and Juan S. Muñoz-Morales. Signaling Specific Skills and the Labor Market of College Graduates. Inter-American Development Bank, March 2023. http://dx.doi.org/10.18235/0004759.

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We study how signaling skills that are specific to college majors affect labor market outcomes of college graduates. We rely on census-like data and a regression discontinuity design to study the impacts of a well-known award given to top performers on a mandatory nationwide exam in Colombia. The award allows students to signal their high level of specific skills when searching for a job. These students earn 7 to 12 percent more than otherwise identical students lacking the signal. This positive return persists five years after graduation. The signal mostly benefits workers who graduate from low-reputation colleges, and allows workers to find jobs in more productive firms and in sectors that better use their skills. We rule out that the positive earnings returns are explained by human capital. The signal favors mostly less advantaged groups, implying that reducing information frictions about students skills could potentially shrink earnings gaps. Our results imply that information policies like those that formally certify skills can improve the efficiency in talent allocation of the economy and, at the same time, level the playing field.
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Busso, Matías, and Sebastián Montaño. Signaling Specific Skills and the Labor Market of College Graduates. Inter-American Development Bank, September 2022. http://dx.doi.org/10.18235/0004454.

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We study how signaling skills specic to the major aects labor market outcomes of college graduates. We rely on census-like data and a regression discontinuity design to study the impacts of a well-known award given to top performers on a mandatory nationwide exam, which constitutes a graduation requirement for college seniors in Colombia. Students who can rely on the signal when searching for a job have a wage premium of 7 to 12 percent compared to otherwise identical students. This positive return persists even ve years after graduation. The signal mostly benets workers who graduate from low-reputation colleges, and allows workers to nd jobs in more productive rms and in sectors that better use their skills. We rule out that the positive wage returns are explained by human capital. The signal favors mostly less advantaged groups, implying that less information frictions about students' skills could potentially reduce earnings gaps. Our results imply that information policies like those that formally certify specic skills can potentially improve the eciency in talent allocation of the economy and level the playing eld for workers who come from disadvantaged backgrounds.
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