Journal articles: '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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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 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 Employee Performance. 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.

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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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Altonji, Joseph G., and James R. Spletzer. "Worker Characteristics, Job Characteristics, and the Receipt of On-the-Job Training." Industrial and Labor Relations Review 45, no. 1 (1991): 58. http://dx.doi.org/10.2307/2524702.

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Altonji, Joseph G., and James R. Spletzer. "Worker Characteristics, Job Characteristics, and the Receipt of On-the-Job Training." ILR Review 45, no. 1 (1991): 58–79. http://dx.doi.org/10.1177/001979399104500105.

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Elfira Iriani, I Gusti Prahmana, and Yani Maulita. "Korelasi Antara Karakteristik TKI dengan Jenis Pekerjaan Menggunakan Metode Apriori." Bridge : Jurnal publikasi Sistem Informasi dan Telekomunikasi 2, no. 4 (2024): 85–100. http://dx.doi.org/10.62951/bridge.v2i4.218.

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This study addresses the issue of Indonesian migrant workers (TKI) whose characteristics do not match the jobs assigned abroad, often leading to complaints from agencies and companies. This mismatch is caused by incorrect job placements and insufficient training, which prompts TKI to leave their assigned jobs. The research aims to better understand the characteristics of TKI that influence successful job placement. The **apriori** method was used to identify patterns and relationships between TKI characteristics, destination countries, and suitable job types. Based on a 30% minimum support, 3 and 4 itemset combinations were produced, showing correlations between TKI characteristics and job positions. Using lowerboundminsupport 0.001 and minmetric 0.1, this study generated 6 itemsets from 13 data points, providing significant correlations between TKI characteristics and more accurate job placements.

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Friday, Shawnta S., and Earnest Friday. "Racioethnic perceptions of job characteristics and job satisfaction." Journal of Management Development 22, no. 5 (2003): 426–42. http://dx.doi.org/10.1108/02621710310474778.

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Crose, Patricia S. "Job Characteristics Related Job Satisfaction in Rehabilitation Nursing." Rehabilitation Nursing 24, no. 3 (1999): 95–102. http://dx.doi.org/10.1002/j.2048-7940.1999.tb02148.x.

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Bizzi, Lorenzo. "Network characteristics: When an individual’s job crafting depends on the jobs of others." Human Relations 70, no. 4 (2016): 436–60. http://dx.doi.org/10.1177/0018726716658963.

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Because job crafting research proposes that individuals alter jobs on their own, there is an open debate on how others influence an individual’s job crafting. Whereas previous research has recognized that incumbents engage in job crafting depending on the characteristics of their own job, this study shows that job crafting depends on the job characteristics of the incumbents’ network contacts, meaning all employees in the organization with whom the incumbents frequently communicate about task-related issues. Applying role theory, the article theorizes that network contacts act as role senders who affect job crafting because they communicate role expectations that vary as a function of their own task activities. Key empirical findings show that contacts’ autonomy and contacts’ feedback from the job positively affect job crafting, whereas contacts’ task significance exercises a negative effect. The findings further show that the effect of job crafting on performance depends on the central position occupied by the incumbent in the network of relationships. When designing jobs, managers should therefore not only consider the tasks of each single incumbent but also the tasks of the people connected to him or her.

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Ortlieb, Renate, and Silvana Weiss. "Job quality of refugees in Austria: Trade-offs between multiple workplace characteristics." German Journal of Human Resource Management: Zeitschrift für Personalforschung 34, no. 4 (2020): 418–42. http://dx.doi.org/10.1177/2397002220914224.

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Do employers tend to exploit refugees or do they offer them high-quality jobs? This article examines the job quality of refugees from Afghanistan and Syria working in Austria. It uses unique survey data of 316 refugees and cluster analysis to identify job quality profiles. Drawing on well-established job quality frameworks, it considers multiple dimensions of job quality, including pay, job security, overqualification in terms of level and content area, learning opportunities, at-home feeling and health aspects. The findings reveal four job quality profiles with considerable trade-offs or compromises between job quality dimensions. Furthermore, the job quality profiles are associated with the methods refugees use to find a job. The study enhances understanding of labour market integration of refugees and the associated role of human resource management.

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Kanis, Fatema. "Relationship between Job Characteristics Model and Job Satisfaction with Mediating Effect of Organizational Commitment." International Journal of Social Science and Human Research 07, no. 10 (2024): 7475–84. https://doi.org/10.5281/zenodo.13897634.

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This research discovers the relationship between Job Characteristics Model (JCM) and job satisfaction using the mediator organizational commitment on private universities faculties in Bangladesh. This study is an empirical study to understand how specific job characteristics, as defined by the JCM—namely skill variety, task identity, task significance, autonomy, and feedback—affect employee’s commitment. Besides, the study tries to find out the impact of organizational commitment on job satisfaction. Moreover, researcher investigate how organizational commitment mediates the relationship between JCM and Job Satisfaction using 489 sample of faculty members from private universities in Bangladesh. For conducting this research, respondents have been selected by using convenience sampling method through a structured questionnaire. The findings reveal that JCM and organizational commitment has positive relationship, besides organizational commitment can play positive impact over the job satisfaction of the faculty members. Finally, this research depicts how organizational commitment strongly mediates the relationship between job characteristics model and job satisfaction. These insights contribute to existing literature by highlighting the importance of fostering organizational commitment for improving job satisfaction within the educational sector in Bangladesh. The study's implications suggest that university management should focus on designing jobs that enhance employee commitment to maximize satisfaction, ultimately leading to better organizational outcomes.

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Prayogi, Muhammad Andi, and Muhammad Fahmi. "Job Outcome: Job Involment, Job Characteristics Dan Work Engagement Sebagai Variabel Intervening." Jurnal Ilmiah Manajemen dan Bisnis 22, no. 1 (2021): 121–39. http://dx.doi.org/10.30596/jimb.v22i1.6664.

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This study aims to determine and analyze the model of performance achievement (job outcome) and variables that affect job outcomes including job involment, job characteristics and work engagement. The population in this study were private banking account officers in the city of Medan with a total sample of 385 Account officers. This study uses a Structural Equation Modeling Part Least Square (SEM PLS) model. The results of this study prove that Job Involment, Job Characteristics and Work Engagement have a significant influence on the Job Outcomes of Private Banking Account Officers in Medan City, then Job Involment and Job Characteristics ob Characteristics have an indirect effect on Job Outcome through Work Engagement as an intervening variable.

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Wozniak, Marcella A., Melissa McCarthy, Patricia Langenberg, Thomas R. Price, and Steven J. Kittner. "Job Characteristics Influence Return to Work after Ischemic Stroke." Stroke 32, suppl_1 (2001): 362. http://dx.doi.org/10.1161/str.32.suppl_1.362-c.

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P129 Background. Prior work has shown that few factors other than stroke severity predict return to work after ischemic stroke. Although job characteristics have been studied as determinants of return to work after myocardial infarction, there are few data on the relationship between these characteristics and return to work after stroke. Methods. A prospective study of return to work was conducted in patients with first ischemic stroke, ages 24–64, employed full-time outside of the home immediately prior to the stroke, and discharged to home or acute rehabilitation. At 6 weeks after stroke, the patients completed standardized questionnaires describing job characteristics, including the Job Content Questionnaire. At 6 and 12 months after stroke, time to return to work was determined by telephone interview. Statistical methods were univariate lifetables and a multivariate forward stepwise Cox regression model with Barthel Index, age, and the job characteristics as independent variables. Results. Of 150 stroke patients, 64% were male and 48% were African-American, with a mean age of 51. Patients employed at 12 months had significantly less demanding jobs (both physically and psychologically) and less job insecurity (all p < 0.05) and more decision authority, more job-related social support, more job satisfaction, and fewer job hazards (nonsignificant trends). The independent predictors from the Cox model, in order of entry, were psychological job demands, Barthel Index, job physical exertion, and job insecurity. Conclusion. Job characteristics were strong predictors of return to work after ischemic stroke in patients with mild to moderately severe stroke. Implications. Interventions in the work environment may have potential to promote reemployment after stroke.

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Wegwu, Macaulay Enyindah, and Sunny Joshua Princewill. "Job Characteristics and Employee Commitment of Manufacturing Companies in Rivers State." GPH-International Journal of Business Management 06, no. 02 (2023): 37–48. https://doi.org/10.5281/zenodo.7871554.

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This study investigated the relationship between job characteristics and employee commitment of manufacturing companies in Rivers State. It was hypothesized that job characteristics(skill variety and task significance) does not have significant relationship with employee commitment (affective- and continuance commitment). Data was collected through cross-sectional survey from 75employeesandanalysed to generate descriptive outputs, with the aid of the Statistical Package for Social Sciences (SPSS) version 25. Moreover, four hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. Results suggested that job characteristics (skill variety and task significance) are strongly amplify employee commitment (affective- and continuance commitment). It was recommended that manufacturing companies should ensure their employees have a number of complex skills in order to apply the skills as the jobs are multi tasked. Manufacturing companies should ensure every employee finishes his/her job at hand before attending to another since their jobs are an integral part of the organisation and always aim at getting the attention of co-workers.

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Lee, Mi-Hwa. "Relationship of job-satisfaction due to Radiographer's Job-Characteristics and Job-Stress." Journal of the Korea Contents Association 15, no. 8 (2015): 408–15. http://dx.doi.org/10.5392/jkca.2015.15.08.408.

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Thomas, Adrian, Walter C. Buboltz, and Christopher S. Winkelspecht. "JOB CHARACTERISTICS AND PERSONALITY AS PREDICTORS OF JOB SATISFACTION." Organizational Analysis 12, no. 2 (2004): 205–19. http://dx.doi.org/10.1108/eb028993.

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Bartlett, A. L. Bart. "Job Characteristics and Job Design in Table-Service Restaurants." Journal of Human Resources in Hospitality & Tourism 6, no. 1 (2007): 23–36. http://dx.doi.org/10.1300/j171v06n01_02.

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Ali, Syukrina Alini Mat, Noor Azzah Said, Noor’ain Mohamed Yunus, Sri Fatiany Abd Kader, Dilla Syadia Ab Latif, and Rudzi Munap. "Hackman and Oldham's Job Characteristics Model to Job Satisfaction." Procedia - Social and Behavioral Sciences 129 (May 2014): 46–52. http://dx.doi.org/10.1016/j.sbspro.2014.03.646.

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Adler, Seymour, Richard B. Skov, and Nat J. Salvemini. "Job characteristics and job satisfaction: When cause becomes consequence." Organizational Behavior and Human Decision Processes 35, no. 2 (1985): 266–78. http://dx.doi.org/10.1016/0749-5978(85)90039-1.

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Kim, YoungMok, HeeJung Lee, and Sela Lim*. "Influence of Job Characteristics on Job Satisfaction - Mediation Effect of Job Ethics and Job Engagement." International Journal of Smart Business and Technology 8, no. 2 (2020): 7–14. http://dx.doi.org/10.21742/ijsbt.2020.8.2.02.

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Kim, YoungMok, HeeJung Lee, and Sela Lim*. "Influence of Job Characteristics on Job Stress: Mediation Effect of Job Ethics and Job Engagement." International Journal of IT-based Management for Smart Business 7, no. 1 (2020): 1–8. http://dx.doi.org/10.21742/ijitmsb.2020.7.1.01.

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Kim, YoungMok, HeeJung Lee, and Sela Lim. "Influence of Job Characteristics on Job Satisfaction - Mediation Effect of Job Ethics and Job Engagement." International Journal of Smart Business and Technology 8, no. 2 (2020): 51–58. http://dx.doi.org/10.21742/ijsbt.2020.8.2.06.

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Choi, Yujin. "Work Values, Job Characteristics, and Career Choice Decisions: Evidence From Longitudinal Data." American Review of Public Administration 47, no. 7 (2016): 779–96. http://dx.doi.org/10.1177/0275074016653469.

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Although a large volume of literature has documented the role of public service motivation (PSM) as altruistic work values, few studies directly examine PSM’s impact on job choice. Using longitudinal data, this article examines the factors that affect people’s career choices, specifically the extent to which individuals with different work values choose different sectors when considering job characteristics and person–job (P-J) fit. The analysis reveals that people are more likely to choose jobs in the private sector than jobs in the public or non-profit sector when they have opportunities to satisfy their altruistic work values through relational jobs. The findings speak to the importance of P-J fit when people choose their initial jobs. Contributions to existing literature and implications are discussed.

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den Boer, Hiske, Tinka van Vuuren, and Jeroen de Jong. "Job Design to Extend Working Time: Work Characteristics to Enable Sustainable Employment of Older Employees in Different Job Types." Sustainability 13, no. 9 (2021): 4719. http://dx.doi.org/10.3390/su13094719.

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Due to an aging workforce and an increasing structural labor shortage across Western economies, it is important to design jobs for older workers that support their continued employability. The aim of this qualitative study was to investigate how job type (operational, professional and managerial jobs) influences work characteristics older workers need to continue working. Semistructured interviews were conducted with 21 older (55+) Dutch employees working in the health and education sector. A full thematic analysis of interview transcripts was performed, and work characteristics were identified, coded, categorized and compared to discover patterns of similarities and differences between job types. The results show that job types have a number of work characteristics in common: operational job types share autonomy with managers and client interaction with professionals, and professionals and managers share mentorship. Unique work characteristics for operational roles are supervisor support and comfortable workspace. Professionals especially want to use their expertise and flexible working hours, and managers are different because they value personal development and contact with colleagues. In conclusion, the results show that certain work characteristics have a different impact on the design of future jobs for older workers, depending on the type of job of the employee.

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Dubbelt, Lonneke, Sonja Rispens, and Evangelia Demerouti. "Gender discrimination and job characteristics." Career Development International 21, no. 3 (2016): 230–45. http://dx.doi.org/10.1108/cdi-10-2015-0136.

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Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work. Design/methodology/approach – Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization. Findings – The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources. Originality/value – This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.

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Sarah Ladita, Survival Survival, and Choirul Anam. "The Influence Of Job Characteristics On Organizational Citizenship Behaviour And Job Engagement And Its Implications For Employee Performance." ePaper Bisnis : International Journal of Entrepreneurship and Management 1, no. 2 (2024): 01–13. http://dx.doi.org/10.61132/epaperbisnis.v1i2.17.

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This study aims to analyse the influence of job characteristics on Organizational Citizenship Behaviour and Job Engagement, and its implications for employee performance. This study uses a quantitative approach with a survey method. Data were collected through questionnaires distributed to 78 employees from the Faculty of Social and Political Sciences, Universitas Brawijaya. Data analysis was conducted using path analysis techniques with the Smart-PLS3 tool to test the relationship between the variables studied. The results showed that job characteristics are not significant to employee performance. Furthermore, job characteristics have a significant effect on OCB. Meanwhile, OCB has a significant effect on employee performance. In addition, it was found that job characteristics have a significant effect on job engagement. Then, job engagement has a significant effect on employee performance. The OCB variable has a role as mediation. Meanwhile, the job engagement variable is not significant as a mediation. This research provides insight for HR practitioners in designing jobs that can maximise employee potential.

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Burke, Ronald J. "Reemployment on a Poorer Job after a Plant Closing." Psychological Reports 58, no. 2 (1986): 559–70. http://dx.doi.org/10.2466/pr0.1986.58.2.559.

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This study, involving 61 former Canadian Admiral employees who were employed 16 mo. after the plant closing, examined the effects of reemployment on a poorer job. Admiral jobs and present jobs were compared in two ways, hourly wages and a 10-item index of job characteristics (working conditions, supervision, nearness to home, union representation, etc.). Employees working on poorer jobs reported less life satisfaction, more psychosomatic symptoms, and greater alcohol consumption. Objective differences in hourly wages produced stronger negative effects than did differences in job characteristics.

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Sullivan, Paul, and Ted To. "Search and Nonwage Job Characteristics." Journal of Human Resources 49, no. 2 (2014): 472–507. http://dx.doi.org/10.3368/jhr.49.2.472.

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Dallinger, Judith M., and Dale Hample. "Supervisor accessibility and job characteristics." Communication Research Reports 5, no. 1 (1988): 4–9. http://dx.doi.org/10.1080/08824098809359794.

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Sullivan, Paul, and Ted To. "Search and Nonwage Job Characteristics." Journal of Human Resources 49, no. 2 (2014): 472–507. http://dx.doi.org/10.1353/jhr.2014.0013.

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MASTEKAASA, ARNE, and KAREN MODESTA OLSEN. "Gender, Absenteeism, and Job Characteristics." Work and Occupations 25, no. 2 (1998): 195–228. http://dx.doi.org/10.1177/0730888498025002004.

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Barnabé, Clermont, and Mildred Burns. "Teachers’ job characteristics and motivation." Educational Research 36, no. 2 (1994): 171–85. http://dx.doi.org/10.1080/0013188940360206.

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Hans, Swati, and Ritu Gupta. "Job characteristics affect shared leadership." Leadership & Organization Development Journal 39, no. 6 (2018): 730–44. http://dx.doi.org/10.1108/lodj-03-2018-0101.

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Purpose Shared leadership is characterized by exercising lateral leadership influence depending upon the task and the adroitness required for the task. The purpose of this paper is to examine the effects of job characteristics on shared leadership and explore the moderating effects of perceived self-efficacy, and psychological safety on the relationship between job characteristics and shared leadership. Design/methodology/approach The authors applied hierarchical regression and social network analysis using a sample of 23 teams consisting 219 employees from an Indian-based multinational BPO. Findings Results indicate that skill variety, task significance, autonomy and feedback are significant precursors for shared leadership, and psychological safety and perceived self-efficacy act as moderators. Research limitations/implications The study extends the literature associated with job characteristics in relation to shared leadership. Managers can encourage shared leadership using job design and by creating a psychologically safe environment to enhance performance of the team. The cross-sectional nature of the study and data from a single organization question the generalizability of the results. Originality/value The authors provide an initial understanding of the impact of job characteristics in a team for the development of shared leadership, which has not been studied so far. Also, psychological safety and self-efficacy of individuals in teams have not been explored in the past, moderating the job characteristics and shared leadership relationship.

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Maloney, William F., and James M. McFillen. "Job Characteristics: Union-Nonunion Differences." Journal of Construction Engineering and Management 121, no. 1 (1995): 43–54. http://dx.doi.org/10.1061/(asce)0733-9364(1995)121:1(43).

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Melián-González, Santiago. "Job characteristics in hospitality occupations." Annals of Tourism Research 107 (July 2024): 103792. http://dx.doi.org/10.1016/j.annals.2024.103792.

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Alsaih, Mohammed A., Rohaya Latip, Azizol Abdullah, Shamala K. Subramaniam, and Kamal Ali Alezabi. "Dynamic Job Scheduling Strategy Using Jobs Characteristics in Cloud Computing." Symmetry 12, no. 10 (2020): 1638. http://dx.doi.org/10.3390/sym12101638.

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A crucial performance concern in distributed decentralized environments, like clouds, is how to guarantee that jobs complete their execution within the estimated completion times using the available resources’ bandwidth fairly and efficiently while considering the resource performance variations. Formerly, several models including reservation, migration, and replication heuristics have been implemented to solve this concern under a variety of scheduling techniques; however, they have some undetermined obstacles. This paper proposes a dynamic job scheduling model (DTSCA) that uses job characteristics to map them to resources with minimum execution time taking into account utilizing the available resources bandwidth fairly to satisfy the cloud users quality of service (QoS) requirements and utilize the providers’ resources efficiently. The scheduling algorithm makes use of job characteristics (length, expected execution time, expected bandwidth) with regards to available symmetrical and non-symmetrical resources characteristics (CPU, memory, and available bandwidth). This scheduling strategy is based on generating an expectation value for each job that is proportional to how these job’s characteristics are related to all other jobs in total. That should make their virtual machine choice closer to their expectation, thus fairer. It also builds a feedback method which deals with reallocation of failed jobs that do not meet the mapping criteria.

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Lee, Raymond, and Elizabeth R. Wilbur. "Age, Education, Job Tenure, Salary, Job Characteristics, and Job Satisfaction: A Multivariate Analysis." Human Relations 38, no. 8 (1985): 781–91. http://dx.doi.org/10.1177/001872678503800806.

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Lian, Jonathan K. M., and Florence Y. Y. Ling. "The influence of personal characteristics on quantity surveyors’ job satisfaction." Built Environment Project and Asset Management 8, no. 2 (2018): 183–93. http://dx.doi.org/10.1108/bepam-12-2017-0117.

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PurposeThe purpose of this paper is to investigate the job satisfaction level of quantity surveyors (QSs); identify the personal characteristics that influence their job satisfaction; and provide recommendations to employers on how to enhance job satisfaction of QSs with different personal characteristics.Design/methodology/approachData were collected via a self-administered questionnaire to QSs in Singapore.FindingsQSs feel that they have significantly high passion for the job, are significantly satisfied with task variety and are treated fairly. However, they are significantly dissatisfied with their workload, hours worked, and lack of work-life balance. QSs in upper management have significantly higher job passion. Those in mid-management are more dissatisfied with their income. QSs who are married/attached, older, and more experienced are significantly more dissatisfied with their workload and hours worked than singles, younger, and less experienced QSs.Research limitations/implicationsSome dimensions of job satisfaction were not measured. Non-personal characteristics such as type of projects handled and type of clients were not investigated.Practical implicationsEmployers should investigate what goes into QSs’ workload, and weed out those that are of low value and unproductive in order to reduce their workload and hours worked, and thereby increase their job satisfaction.Social implicationsThe study contributes to human resource management by identifying the type of QSs who are more likely to be dissatisfied with their jobs.Originality/valueThis study shows that personal differences of QSs affect different dimensions of their job satisfaction. To maximize job satisfaction, employers could choose QSs who have specific characteristics, make changes to the work environment or redesign their jobs.

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Kim, ji-hyeon. "Effect of job characteristics and job environment of modelists on the job commitment and job satisfaction." Journal of Korea Design Forum ll, no. 51 (2016): 51–65. http://dx.doi.org/10.21326/ksdt.2016..51.005.

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Weisman, Hannah, Uta K. Bindl, Cristina B. Gibson, and Kerrie L. Unsworth. "It’s About Time: Understanding Job Crafting Through the Lens of Individuals’ Temporal Characteristics." Group & Organization Management 47, no. 2 (2022): 148–86. http://dx.doi.org/10.1177/10596011221081586.

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Job crafting refers to the myriad ways employees customize their jobs, such as by altering their tasks and social interaction at work. Numerous scholars over the past 20 years have remarked on the overall need to better understand the role of time in job crafting. However, the literature has not considered how employees think about time, or, relatedly, how they use and manage it—and why this might matter for job crafting. To address these unresolved issues, the current paper develops a conceptual model of individual-level, time-related characteristics that shape employees’ engagement in job crafting and the effects of job crafting efforts on their well-being. We first review the prevailing understanding of time in job crafting research: merely operating as a medium for change, in the background. We then introduce our new conceptualization of time as central to job crafting—as temporal characteristics of the job crafter—and develop a conceptual model in which time-related constructs play a key role in influencing job crafting and its effects. Our model proposes that employees’ career stage, as well as their polychronicity preference and temporal focus, predicts engagement in job crafting, whereas employees’ time management and time urgency act as key moderators that shape the implications of job crafting for employees’ well-being. By theorizing on time in job crafting, our model thus contributes to understanding relevant antecedents and outcomes of job crafting. We conclude our paper by offering an agenda for future research to further incorporate the role of time in job crafting.

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Dr., Barnabas E. Nwankwo, A. Agu Solomon, Ngozi Sydney-Abor Dr., and E. Chikwendu Chimezie. "THE RELATIONSHIP BETWEEN JOB SATISFACTION AND JOB INVOLVEMENT AMONG SECONDARY SCHOOL TEACHERS." International Journal of Case Studies 3, no. 3 (2014): 21–27. https://doi.org/10.5281/zenodo.3521357.

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This study investigated the relationship between job satisfaction and job involvement among secondary school teachers in Ihube, Okigwe Imo State. A total of 80 participants comprising forty six (46) male and thirty four (34) female teachers were drawn using simple random sampling. They were between the ages of 26-59 years, with a mean age of 38.6 years. The choice of design was correlational design. Two Questionnaires were used in the study which was a 20-item Minnesota Satisfaction Questionnaire and a 6-item Job Involvement Subscale. Statistical analysis using Pearson Product Moment Correlation Coefficient revealed a significant relationship between job satisfaction and job involvement among employees r(78)=0.56,P<.05. The results and implications were discussed and suggestions made for further researches.

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Deeba, Farah, Rabia Arshed Usmani, Mahwish Akhtar, Taskeen Zahra, and Hafsa Rasool. "JOB SATISFACTION." Professional Medical Journal 22, no. 10 (2015): 1373–78. http://dx.doi.org/10.29309/tpmj/2015.22.10.1048.

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Background: Doctor’s profession has been among one of the most attractiveprofession in Pakistan Society, but doctors are getting increasingly dissatisfied with their jobs inour region as unfortunately job satisfaction has still not received the proper consideration frompolicy makers. Objectives: To determine the level of satisfaction with variousjob characteristicsand compare the characteristics of doctorswith level of job satisfaction among doctors workingin public and private sector teaching hospitals. Study Design: Cross sectional study. Period:July 2014 to August 2014. Setting: Public sector (Jinnah Hospital Lahore) and a private sector(Fatima Memorial Hospital) Lahore. Methods: A total of 308 medical officers, 154 from eachhospital were included through simple random sampling. They were interviewed regarding theirsocio demographic and work related characteristics and satisfaction level regarding variousjob characteristics, using a structured, pretested questionnaire. The job satisfaction was ratedon the basis of a three point liker scale with scores ranging from 1 – 33 and scores > 25were considered as satisfied. All the data was entered and analyzed using SPSS version 17.0.Results: Among the total study respondents, majority 212 (68.8%) doctor were dissatisfied withtheir jobs while high level of satisfaction was seen only regarding timeliness of pay 92.9% andjob safety 98%.On comparing characteristics of doctors with job satisfaction, it was seen thatage, gender, marital status, number of family members, total family income, work experienceand nature of job was not significantly related with satisfaction while doctors working in privatehospital were more satisfied with their job as compared to doctors working in governmenthospital and this result was statistically significant (P = 0.000) Conclusion: Satisfaction levelof doctors especially working in public hospitals was low as compared to doctors working inprivate sector. There is need to address the reasons of dis-satisfaction and formulate strategiesto eliminate these issues.

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Johari, Johanim, and Khulida Kirana Yahya. "Job characteristics, work involvement, and job performance of public servants." European Journal of Training and Development 40, no. 7 (2016): 554–75. http://dx.doi.org/10.1108/ejtd-07-2015-0051.

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Purpose The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach A total of 256 public servants reported on their job characteristics and work involvement while supervisory ratings were used to assess their level of job performance. SPSS version 14 and AMOS 16 were used for statistical analyses of the data. A hypothesized structural equation model was tested to examine both direct and indirect influence of job characteristics on job performance. Findings The findings revealed that task significance and feedback significantly influence job performance and the relationships are mediated by work involvement. Skill variety, however, has a significant and direct influence on public servants’ job performance. Research limitations/implications The research results have provided support for the key theoretical propositions. Specifically, this study has managed to substantiate some empirical evidences in partial support of the job characteristics theory. Practical implications As for practical implication, the significant and positive impact of skill variety, task significance and feedback on job performance suggests the importance of these job characteristics dimensions in promoting high level of job performance among public servants. Originality/value This study aims to provide additional empirical evidence in support of the job characteristics theory. The theoretical framework of this study managed to substantiate empirical evidence in partial support of the job characteristics theory.

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Journal articles on the topic 'Job characteristics'

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