Relevant bibliographies by topics / Job characteristics

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Job characteristics'

Author: Grafiati
Published: 4 June 2021
Last updated: 15 June 2025

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Journal articles on the topic "Job characteristics"

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Coupe, Tom. "Automation, job characteristics and job insecurity." International Journal of Manpower 40, no. 7 (2019): 1288–304. http://dx.doi.org/10.1108/ijm-12-2018-0418.

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Purpose The purpose of this paper is to analyze whether specific jobs characteristics, which experts have identified as being more automation proof, are associated with reduced job insecurity. Design/methodology/approach Data come from a recent survey providing information on sources of job insecurity as well as on detailed job characteristics. The analysis is based on various regression models. Findings People who have jobs that involve lots of personal interaction are less likely to be concerned about losing their job because of automation, or because of other reasons, and are more likely to think their job will exist 50 years from now. Having a creative job does not change these concerns. The share of respondents who fear losing their job to automation is fairly small, and those who do, typically fear other sources of job insecurity as much or even more. Practical implications Developing interpersonal skills is more likely to be an effective strategy for reducing job insecurity than developing creative skills. The findings further suggest that policies aimed at automation are unlikely to suffice for the elimination of worry over job loss, as many workers who fear automation at the same time feel there are other reasons that might lead to the loss of their job. Originality/value There are very few studies that link fear of losing one’s job to automation to a job’s characteristics. The survey used here is unique in the level of detail provided on job characteristics.
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Antonius, Okrabeni, Gatot Sumarsono Tanto, and Choldun Sina Setyadi Muhammad. "The Effect of Competence and Job Characteristics on Employee Performance through Job Satisfaction: A Study at PG. Kebon Agung Malang." JOURNAL OF ECONOMICS, FINANCE AND MANAGEMENT STUDIES 07, no. 02 (2024): 1263–72. https://doi.org/10.5281/zenodo.10695223.

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This study aims to describe Competencies, job characteristics, job satisfaction and employee performance, analyze the influence of Competencies and Job Characteristics on job satisfaction, analyze the influence of Competencies and Job Characteristics on employee performance, analyze the influence of Competencies and Job Characteristics on employee performance through job satisfaction and influence of job satisfaction on employee performance at PG. Kebon Agung Malang. The sample in this study were employees at PG. Kebon Agung Malang, totaling 65 employees. The data analysis technique used is path analysis. The results of the analysis show that Competency and Job Characteristics influence employee job satisfaction. Competencies and Job Characteristics influence employee performance. Job satisfaction influences employee performance. Job Competencies and Characteristics influence employee performance through job satisfaction.
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Van Den Berg, Peter Th, and Jan A. Feij. "Personality traits and job characteristics as predictors of job experiences." European Journal of Personality 7, no. 5 (1993): 337–57. http://dx.doi.org/10.1002/per.2410070505.

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This study investigates the relationships of personality traits and job characteristics (predictors) with job experiences (criteria) in a sample of job incumbents working in a broad variety of occupations. Subjects were 181 job applicants, who participated in a personnel selection procedure carried out by a Dutch staffing organization. As a part of this procedure, subjects completed a number of personality questionnaires. Personality scale scores were factor‐analysed, and four orthogonal trait dimensions were identified: Emotional Stability, Extraversion, Sensation Seeking, and Achievement Motivation. Between l½ and 2 years after the selection, subjects rated their current jobs on four job characteristics dimensions, namely dynamicity, autonomy, external–internal, and structure. At the same time, they completed a questionnaire measuring job experiences, namely job satisfaction, job‐induced tension, propensity to leave the job, and self‐appraised performance. The results indicated that personality traits had several significant and hypothesized longitudinal effects on the job experience criteria. Personality contributed to the prediction of the criteria even when the effects of job characteristics were taken into account. No significant Personality X Job Characteristics interactions were found, although subgroup analysis revealed a number of interesting differences among the various categories of occupations. For example, Sensation Seeking predicted job strain and propensity to leave, especially in highly structured and not very autonomous jobs. It is concluded that work experiences are clearly determined by person and job characteristics, although in an additive rather than in an interactional way.
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Zurlo, Maria Clelia, Daniela Pes, and Roberto Capasso. "Personality Characteristics, Job Stressors, and Job Satisfaction." Psychological Reports 119, no. 1 (2016): 27–38. http://dx.doi.org/10.1177/0033294116656818.

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The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers’ psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers’ self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations.
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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 (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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Kanwal, Frasat, and Dr Fatima Khurram. "Understanding Agile Practices for Job Satisfaction through Job Characteristics." Journal of Professional & Applied Psychology 3, no. 2 (2022): 208–17. http://dx.doi.org/10.52053/jpap.v3i2.100.

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Usage of Agile Practices draws the attention to the adoption of these agile methods because of their significant contributions to high software quality and job benefits. Therefore, the purpose of this research was to look at the role of job characteristics in mediating the relations between agile practices; project management (PM), and software development approaches (SDA) and job satisfaction. Sample was 486 professionals working in the companies incorporating agile practices, to whom an online survey was administered during period of September 2021 using the Google Forms platform. Findings affirmed the claims that agile PM and SDA practices made professionals more satisfied with their jobs and this impact has been found further mediated by job characteristics. Results indicated that job characteristics like job autonomy and feedback mediated the agile PM practices and job satisfaction. While agile SDA practices and job satisfaction were explained significantly by all job characteristics i.e., feedback, task significance, skill variety, autonomy, and task identity. This study offers insights into agile approaches in project management and software development. This research reveals beneficial aspects of agile practices that influence job satisfaction in work environment.
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Catanzaro, Diane. "Course Enrichment and the Job Characteristics Model." Teaching of Psychology 24, no. 2 (1997): 85–87. http://dx.doi.org/10.1207/s15328023top2402_1.

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This article describes how the job characteristics model, used by industrial-organizational psychologists to enhance the motivating potential of jobs in industry, can be applied to enhance the motivating potential of psychology courses. The job characteristics model describes the relation among the core job characteristics of skill variety, task identity, task significance, autonomy, feedback, and employee intrinsic job motivation. Empirical support for the job characteristics model has been established in organizational research. Application of this model to course design provides a framework for enriching course design to increase student motivation. This conceptual framework can be used to strengthen teaching methods, evaluation methods, policies, and other aspects of how a course is structured.
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Dio, Caisar Darma, Purwadi Purwadi, Sundari Inda, Permadi Hakim Yundi, and Pusriadi Tommy. "Job Characteristics, Individual Characteristics, Affective Commitments and Employee Performance." Research and Review: Human Resource and Labour Management 1, no. 1 (2020): 7–18. https://doi.org/10.5281/zenodo.3719117.

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<strong>Human resources in organizations are crucial aspects that determine the effectiveness of an organization. Improving the quality of human resources is one of the factors for an organization to achieve its objectives. The purpose of the study was to describe the effect of Job Characteristics and Individual Characteristics on the Affective Commitment and Employee Performance</strong> <strong>in the Environmental Agency (Samarinda City). This study uses Partial Least Square (PLS) analysis with the Smart PLS program to examine the effect of all independent variables on the dependent variable. Also, research is based on the saturated sample (census) techniques. The results showed that the Job Characteristics variable had a positive and significant effect on Affective Commitment but did not significantly influence</strong><strong> Employee Performance</strong><strong>. Individual Characteristics has no significant negative effect on Affective Commitment but a significant negative effect on Performance and Affective Commitment has a positive and significant effect on Employee Performance</strong><strong>.</strong>
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Shahi, Bhupendra Jung, Rewan Kumar Dahal, and Bhanu Bhakta Sharma. "Flourishing Organisational Citizenship Behaviour through Job Characteristics." Journal of Business and Social Sciences Research 7, no. 2 (2022): 29–46. http://dx.doi.org/10.3126/jbssr.v7i2.51490.

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Researchers' contributions in identifying predictors of organisational citizenship behaviours are appreciable, and still, contextual study of job characteristics as an antecedent of enhancing employees' citizenship behaviours will be valuable for the banking and insurance sectors. This study is an endeavour to investigate the way of association and influence of perceived job characteristics on organisational citizenship behaviours (OCBs). Cross-sectional survey data were obtained from 221 employees involved in varying natures of jobs in the Nepalese Banking and Insurance industry. Correlation analysis revealed the positive association of perceived job characteristics with organisational citizenship behaviours. Similarly, the regression analysis suggested that perceived overall job characteristics positively and significantly predicted organisational citizenship behaviours (OCB-I, OCB-O, and overall OCB). The study is expected to add value to job design considerations for flourishing citizenship behaviours from the context of the Nepalese banking and insurance sectors.
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Carless, Sally A., and Amantha Imber. "Job and Organizational Characteristics." Educational and Psychological Measurement 67, no. 2 (2007): 328–41. http://dx.doi.org/10.1177/0013164406292040.

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Dissertations / Theses on the topic "Job characteristics"

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Weaver, Sallie. "CHARACTERISTICS FOR SUCCESS: PREDICTING INTERVENTION EFFECTIVENESS WITH THE JOB CHARACTERISTICS MODEL." Master's thesis, University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2697.

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The current study examines the effects of the five core job characteristics (skill variety, task significance, task identity, autonomy, and feedback) proposed by Hackman-Oldham (1974) at the team level by investigating whether the model variables are related to the effectiveness of a motivationally-based team-level productivity enhancement intervention. Previous literature has almost exclusively focused on the effects of these job characteristics at the individual level and their direct relationships with employee attitudes and subjective measures of performance. This thesis aims to further the job characteristics literature by exploring the effects of the characteristics at the team level, as well as the moderating effect of the team construct of value congruence, while simultaneously exploring boundary conditions of the Productivity Measurement and Enhancement System (ProMES) developed by Pritchard (1990). Hypotheses postulated a negative relationship between the characteristics and intervention effectiveness; such that effectiveness is negatively impacted when the characteristics already exist at high levels. Results, though non-significant, are tenatively suggestive of this counter-intuitive negative relationship between four of the characteristics and intervention effectiveness. Value congruence between team leaders and members was not a significant moderator of the relationship between the characteristics and effectiveness. Results suggest that a more powerful study to further parse out these relationships would be valuable. iii<br>M.S.<br>Department of Psychology<br>Sciences<br>Industrial Org Psychology MS
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Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.

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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.
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Montgomery, Andrew Ross. "IMPACT OF JOB CHARACTERISTICS AND RESOURCES ON PERSON-JOB FIT." CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/503.

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Certain job characteristics have been shown to be important for improving employee job fit. In particular, the degree of autonomy and feedback employees are afforded could allow them to more effectively manage job stressors, and acquire and/or uphold the requisite skills to maintain satisfactory work performance. These job characteristics may also lead to greater job satisfaction by supporting employees’ need for continuous growth, desire for social connectedness, and fulfillment of basic psychological needs. Accordingly, a model was proposed wherein the facets of person-job fit (demands-abilities fit and needs-supplies fit) are expected to mediate the relationship between both autonomy and feedback and both employee job satisfaction and task performance. The sample contained 228 individuals who were either working professionals or employed college students. Structural equation modeling (SEM) analysis was used to test the direct and indirect effects. Results indicated that both autonomy and feedback increase satisfaction, but not effectiveness, by improving job fit. In summary, the findings of this study could be used for developing and implementing organizational strategies to improve or maintain person-job fit.
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Boonzaier, William. "Revision of the job characteristics model." Thesis, Cape Technikon, 2001. http://hdl.handle.net/20.500.11838/1763.

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Thesis (DTech (Human Resources Management))--Cape Technikon, Cape Town, 2001<br>The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employee demotivation, dissatisfaction and marginal performance. The validity of the Job Characteristics Model (Hackman & Oldham, 1980) was assessed by reviewing relevant studies of the model. The review and evaluation are based on studies testing the variables and the relationships between the variables as contained in the model. The reviewed evidence confirmed that the dimensionality of the job characteristics is best represented by the five-factor solution as proposed by the model. The subjective self-report measures of the five job characteristics as formulated by the theory and measured by the revised Job Diagnostic Survey (JDS) were also supported. No evidence was found for the multiplicative Motivating Potential Score (MPS), and as a result the use of a simple additive index of job complexity is recommended as the predictor of personal and work outcomes. Strong empirical support emerged for the relationships between the job characteristics and the personal outcomes. Much weaker relationships between the job characteristics and the work outcomes, however, materialized. Results failed to support the mediating effect of psychological states on the job characteristics/outcomes relationships as specified by the model. The postulated relationships between job characteristics and psychological states were also not confirmed by empirical evidence. The role of growth-need strength, knowledge and skill, and work environment characteristics, as moderators of the relationships between job characteristics and psychological states, as well as of the relationships between psychological states and personal and work outcomes, was seriously questioned.
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Robertson, James Kenneth. "A study of the job characteristics of the school principal's job /." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61714.

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Weaver, Sallie J. "Characteristics for success predicting intervention effectiveness with the job characteristics model /." Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002040.

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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.<br>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.<br>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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RAJARAM, ARUN. "JOB CHARACTERISTICS OF A SUCCESSFUL SALES MANAGER." University of Cincinnati / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1137716164.

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Ray, Subrata. "The Impact of job characteristics in motivating customer orientation of service personnel." Thesis, University of North Bengal, 2011. http://hdl.handle.net/123456789/1122.

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Elomami, Asaad. "Job satisfaction and employees' turnover in Libyan oil companies : the application of the Job Characteristics Model in a different cultural setting." Thesis, Abertay University, 2015. https://rke.abertay.ac.uk/en/studentTheses/66fa3e68-7cf1-47c5-ab6c-18d02dc2f209.

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The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employees’ motivation, dissatisfaction and organisational performance. Therefore, this study attempts to apply Hackman and Oldham Job Characteristics Model (JCM) by among the five core dimensions of autonomy, skill variety, task identity, task significance and feedback and job satisfaction and employees’ turnover in the Libyan oil companies located in Benghazi city. Also, to explore the current situation of organisational determinants of job satisfaction in the Libyan oil companies and to investigate its correlation with employees’ job satisfaction. These factors (pay/rewards, supervision, promotion opportunity, relationship with co-workers and work conditions) are tested empirically in the companies studied. A total of 400 questionnaires were collected and 20 interviews were conducted in four oil companies. The main findings of the study confirm the positive correlations among the five core dimensions of the JCM and job satisfaction. Also, organisational factors were found to influence employees’ job satisfaction as the employees were satisfied with their pay/rewards, supervision, promotion opportunity, relationship with co-workers and working conditions. Moreover, employees have shown more concern for factors such as job security and change in the social status. Also, it was found that employees’ turnover increased in relation to security and social factors such as the absence of safety and security in the oil fields after the Libyan uprising, especially those oil fields located in the Eastern region. It was also found that the correlations among job satisfaction and employees’ turnover was negative and the correlation among the five core dimensions of the JCM model and employees’ turnover were negative too. The study makes a significant contribution to knowledge in theory and practice. Among such contributions are identification of gaps in the literature on job satisfaction and the core dimension of job characteristics model. Also, the study contributes to the redesign of jobs and working relationships in the Libyan oil companies.
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Books on the topic "Job characteristics"

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El-Farr, Hadi. Job Characteristics Theory. SAGE Publications, Inc., 2023. http://dx.doi.org/10.4135/9781071923528.

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Hutchens, Robert M. Worker characteristics, job characteristics, and opportunities for phased retirement. IZA, 2007.

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Gamboa, Anthony M. Analysis of occupational characteristics. Distributed by Vocational Econometrics Press, 1994.

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Burghardt, John A. National Job Corps study: Impacts by center characteristics. The Office, 2001.

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Challender, David. Job characteristics, job satisfaction and job performance: An investigation of residential worfers in a care agency. (University of Surrey), 1986.

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Parsons, Eric W. Using knowledge of job characteristics in multiprogrammed multiprocessor scheduling. National Library of Canada = Bibliothèque nationale du Canada, 1997.

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Maxfield, Myles. Getting hired: Characteristics employers prefer in unskilled job applicants. Greater Washington Research Center, 1988.

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Anderson, Eugene Lawrence. The new professoriate: Characteristics, contributions, and compensation. American Council on Education, Center for Policy Analysis, 2002.

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Berglund, John. Trends in Minnesota job service openings and Minnesota reemployment insurance claimant characteristics. Research and Statistics Office, MN Dept. of Economic Security, 1997.

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Baker, David, 1952 Jan. 5-, United States. Office of Educational Research and Improvement, and National Center for Education Statistics, eds. Job satisfaction among America's teachers: Effects of workplace conditions, background characteristics and teacher compensation. U.S. Dept. of Education, Office of Educational Research and Improvement, 1997.

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Book chapters on the topic "Job characteristics"

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Golpelwar, Mayank Kumar. "Job Characteristics." In Global Call Center Employees in India. Springer Fachmedien Wiesbaden, 2015. http://dx.doi.org/10.1007/978-3-658-11867-9_4.

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Jacobs, Karen, Miranda Hellman, Jacqueline Markowitz, et al. "Job Characteristics." In Encyclopedia of Behavioral Medicine. Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4419-1005-9_100938.

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Woittiez, Isolde. "Job characteristics." In Modelling and Empirical Evaluation of Labour Supply Behaviour. Springer Berlin Heidelberg, 1991. http://dx.doi.org/10.1007/978-3-642-84508-6_5.

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Marquardt, Michael. "Job Characteristics Model." In Ärztliche Weiterbildung effektiv gestalten. Springer Berlin Heidelberg, 2022. http://dx.doi.org/10.1007/978-3-662-66444-5_3.

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Aida, Kento. "Effect of Job Size Characteristics on Job Scheduling Performance." In Job Scheduling Strategies for Parallel Processing. Springer Berlin Heidelberg, 2000. http://dx.doi.org/10.1007/3-540-39997-6_1.

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Michaels, Pavlos. "Characteristics Discriminating Job Satisfied Retail Salespersons." In Proceedings of the 1989 Academy of Marketing Science (AMS) Annual Conference. Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-17055-8_81.

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Nasar, Asbi, Yudha Eka Nugraha, Nasaruddin NasaruddIn, and Sofia Ebu Edu. "The Effect of Job Promotion and Job Characteristics on Employee Performance Mediated Job Satisfaction." In Proceedings of the International Conference on Applied Science and Technology on Social Science 2023 (iCAST-SS 2023). Atlantis Press SARL, 2023. http://dx.doi.org/10.2991/978-2-38476-202-6_15.

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Li, Hui, David Groep, and Lex Wolters. "Workload Characteristics of a Multi-cluster Supercomputer." In Job Scheduling Strategies for Parallel Processing. Springer Berlin Heidelberg, 2005. http://dx.doi.org/10.1007/11407522_10.

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Chiang, Su-Hui, and Mary K. Vernon. "Characteristics of a Large Shared Memory Production Workload." In Job Scheduling Strategies for Parallel Processing. Springer Berlin Heidelberg, 2001. http://dx.doi.org/10.1007/3-540-45540-x_10.

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Nguyen, Thu D., Raj Vaswani, and John Zahorjan. "Using runtime measured workload characteristics in parallel processor scheduling." In Job Scheduling Strategies for Parallel Processing. Springer Berlin Heidelberg, 1996. http://dx.doi.org/10.1007/bfb0022293.

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Conference papers on the topic "Job characteristics"

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Taha Ibrahim Mohamed, Abdel nasser, Khairi Mohamed Omar, and Islam Abdel Lateef Nassar. "Effects of Job Characteristics on Organizational Identity in Higher Education Sector in the Kingdom of Bahrain." In 2024 International Conference on Decision Aid Sciences and Applications (DASA). IEEE, 2024. https://doi.org/10.1109/dasa63652.2024.10836390.

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Kim, Heejung, and Namyoung Yang. "The Correlation Between Medical Tourism Coordinators' Job Characteristics, Job Burnout and Job Satisfaction." In Healthcare and Nursing 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.116.19.

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Said, Noor Azzah, and Rudzi Munap. "Job characteristics and job satisfaction: A relationship study on supervisors performance." In 2010 IEEE International Conference on Management of Innovation & Technology. IEEE, 2010. http://dx.doi.org/10.1109/icmit.2010.5492732.

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Kim, Gu-Ne, and Young-Min Lee. "Towards High Performance Organization: The Impacts of Job Characteristics and Job Crafting." In Business 2015. Science & Engineering Research Support soCiety, 2015. http://dx.doi.org/10.14257/astl.2015.114.06.

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Pikl, Lorena. "The Relationship Between Organizational Pride, Job Characteristics and Job Satisfaction: A Literature Review." In 7th FEB International Scientific Conference. University of Maribor, University Press, 2023. http://dx.doi.org/10.18690/um.epf.3.2023.37.

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Employees with a strong sense of pride in their organization may be more satisfied at work. This is because organizational pride can increase a person's sense of meaning and purpose in their work. Organizations should pay attention to job characteristics to enhance organizational pride and job satisfaction. The purpose of this study is to examine the relationship between organizational pride, job characteristics, and job satisfaction. Firstly, this paper defines organizational pride, job characteristics and job satisfaction. After that, there is a literature review of the previously reported findings regarding the relationship between organizational pride, job characteristics and job satisfaction. From a review of the extant literature on job characteristics, organizational pride and job satisfaction it can be concluded that future research needs to look into how job characteristics relate to organizational pride and job satisfaction because there is not enough research on the relationship between job characteristics and organizational pride.
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Pei-Kuan Lin, Bich Thi Ngoc Pham, Shao-Yu Li, and Pao-Cheng Lin. "Impacts of leadership styles, job satisfaction, and job characteristics on public servants' organizational commitment." In 2015 12th International Conference on Service Systems and Service Management (ICSSSM). IEEE, 2015. http://dx.doi.org/10.1109/icsssm.2015.7170256.

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TSENG and TSUI-YUAN. "Research on the Characteristics of Work, Job Fit and Job Satisfaction of Enterprise Employees." In Proceedings of the 2019 3rd International Seminar on Education, Management and Social Sciences (ISEMSS 2019). Atlantis Press, 2019. http://dx.doi.org/10.2991/isemss-19.2019.13.

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Mujtaba, Dena F., and Nihar R. Mahapatra. "Mining and Analyzing Occupational Characteristics from Job Postings." In 2020 International Conference on Computational Science and Computational Intelligence (CSCI). IEEE, 2020. http://dx.doi.org/10.1109/csci51800.2020.00124.

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Stan, Magdalena Maria. "Relationships Between Teachers’ Characteristics, Job Characteristics And Work Engagement: A Pilot Study." In EduWorld 2018 - 8th International Conference. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.08.03.18.

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Yang, Wenxiang, Jie Yu, and Guolong Xing. "Long-Term Analysis for Job Characteristics on the Supercomputer." In HPCCT 2021: 2021 5th High Performance Computing and Cluster Technologies Conference. ACM, 2021. http://dx.doi.org/10.1145/3497737.3497738.

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Reports on the topic "Job characteristics"

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Rineer, Jennifer. Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.613.

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Altonji, Joseph, and Christina Paxson. Job Characteristics and Hours of Work. National Bureau of Economic Research, 1986. http://dx.doi.org/10.3386/w1895.

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Hurd, Michael, and Kathleen McGarry. The Relationship Between Job Characteristics and Retirement. National Bureau of Economic Research, 1993. http://dx.doi.org/10.3386/w4558.

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Hudomiet, Péter, Michael Hurd, Andrew Parker, and Susann Rohwedder. The Effects of Job Characteristics on Retirement. National Bureau of Economic Research, 2019. http://dx.doi.org/10.3386/w26332.

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Fletcher, Jason, Jody Sindelar, and Shintaro Yamaguchi. Cumulative Effects of Job Characteristics on Health. National Bureau of Economic Research, 2009. http://dx.doi.org/10.3386/w15121.

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Frink, Dwight D., and David E. Terpstra. Advancement of a Job- and Personal- Characteristics Placement Model. Defense Technical Information Center, 2001. http://dx.doi.org/10.21236/ada389781.

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Zanoni, Wladimir, and Raissa Fabregas. The Migrant Penalty in Latin America: Experimental Evidence from Job Recruiters. Inter-American Development Bank, 2024. http://dx.doi.org/10.18235/0013222.

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We conducted an artifactual field experiment with human resource recruiters in Ecuador to investigate the extent to which migrants are penalized in the labor market. Human resource recruiters were hired to evaluate pairs of job candidates competing for jobs. The candidate profiles were observationally equivalent, except that one was randomly assigned to be a Venezuelan migrant. Recruiters assessed job fitness, proposed wages for each candidate, and made hiring recommendations. We find robust evidence of a penalty against migrants across all dimensions. Venezuelans are penalized despite being from a population who shares cultural, historical, and linguistic characteristics with natives and has, on average, higher levels of education. We do not find evidence that recruiters demographic characteristics, experience, cognitive scores, or personality traits correlate with a preference for natives. Instead, there is suggestive evidence that jobs requiring a greater degree of local knowledge or public interface carry a higher migrant penalty.
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Da Costa, Carlos, Lucas Maestri, and Cezar Santos. Job Quality, Search, and Optimal Unemployment Contracts. Inter-American Development Bank, 2025. https://doi.org/10.18235/0013396.

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When searching for employment, workers consider non-wage job characteristics, such as effort requirements or amenities. We study an environment where unemployed workers search for jobs of different quality in a labor market characterized by directed search. In equilibrium, firms are more likely to post vacancies for low-quality jobs, as these are more profitable. Hence, high-quality jobs are hard to come across. The non-observability of these employment contracts influences the optimal unemployment insurance (UI) program, leading to distortionary taxation. Calibrating the model to the U.S. economy, we find that non-observability of employment contracts results in faster declining UI benefits, steeper taxes upon re-employment, distortionary taxation, and a 10.5% costlier program than an observable contract scenario providing equal welfare.
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Song, Unsuk. The Impact of Organizational Climate on the Relationship Between Job Characteristics and Job Satisfaction: An Empirical Assessment of Public Sector Managers. Portland State University Library, 2000. http://dx.doi.org/10.15760/etd.1323.

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Lang, Kevin, and Sumon Majumdar. The Pricing of Job Characteristics When Markets Do Not Clear: Theory and Implications. National Bureau of Economic Research, 2003. http://dx.doi.org/10.3386/w9911.

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