Academic literature on the topic 'Job Design Theory'
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Journal articles on the topic "Job Design Theory"
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Kelly, John. "Does Job Re-Design Theory Explain Job Re-Design Outcomes?" Human Relations 45, no. 8 (1992): 753–74. http://dx.doi.org/10.1177/001872679204500801.
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Sanders, Katherine, Patrick V. Farrell, and Sarah K. A. Pfatteicher. "Curriculum Innovation Using Job Design Theory." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 50, no. 6 (2006): 779–83. http://dx.doi.org/10.1177/154193120605000604.
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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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Karanika-Murray, Maria, George Michaelides, and Stephen J. Wood. "Job demands, job control, psychological climate, and job satisfaction." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (2017): 238–55. http://dx.doi.org/10.1108/joepp-02-2017-0012.
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Purpose Research into job design and employee outcomes has tended to examine job design in isolation of the wider organizational context, leading to calls to attend to the context in which work is embedded. The purpose of this paper is to examine the effects of the interaction between job design and psychological climate on job satisfaction. Design/methodology/approach Cognitive dissonance theory was used to explore the nature of this relationship and its effect on job satisfaction. The authors hypothesized that psychological climate (autonomy, competence, relatedness dimensions) augments favorable perceptions of job demands and control when there is consistency between them (augmentation effect) and compensates for unfavorable perceptions when they are inconsistent (compensation effect). Findings Analysis of data from 3,587 individuals partially supported the hypotheses. Compensation effects were observed for job demands under a high autonomy and competence climate and for job control under a low competence climate. Augmentation effects were observed for job demands under a high relatedness climate. Practical implications When designing jobs managers should take into account the effects of psychological climate on employee outcomes. Originality/value This study has offered a way to bridge the job design and psychological climate fields and demonstrated that the call for more attention to the context in which jobs are embedded is worth heeding.
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Hall, Douglas T. Tim, and Mireia Las Heras. "Reintegrating job design and career theory: Creating not just good jobs but smart jobs." Journal of Organizational Behavior 31, no. 2-3 (2010): 448–62. http://dx.doi.org/10.1002/job.613.
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Dahling, Jason J., and Taylor K. Lauricella. "Linking Job Design to Subjective Career Success." Journal of Career Assessment 25, no. 3 (2016): 371–88. http://dx.doi.org/10.1177/1069072716639689.
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We tested a predictive model based on self-determination theory (SDT) to demonstrate how job design choices contribute to subjective career success. Data collected at Time 1 demonstrated that the job characteristics of autonomy support and competence support had direct and interactive effects on employees’ need satisfaction. Need satisfaction at Time 1 mediated the relationship between autonomy support and self-determined work motivation at Time 2. Work motivation, in turn, mediated the relationships between need fulfillment and career attitudes that characterize subjective career success. These findings are theoretically important because they demonstrate that SDT can bridge job design theory and career theory, pointing to new ways that job and career experiences are interrelated. From a practical standpoint, the results are valuable because they show that job enrichment efforts guided by SDT have important implications for promoting career success perceptions and vocational retention among experienced workers.
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Asensio-Cuesta, García-Gómez, Poza-Luján, and Conejero. "A Game-Theory Method to Design Job Rotation Schedules to Prevent Musculoskeletal Disorders Based on Workers’ Preferences and Competencies." International Journal of Environmental Research and Public Health 16, no. 23 (2019): 4666. http://dx.doi.org/10.3390/ijerph16234666.
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Job rotation is an organizational strategy based on the systematic exchange of workers between jobs in a planned manner according to specific criteria. This study presents the GS-Rot method, a method based on Game Theory, in order to design job rotation schedules by considering not only workers’ job preferences, but also the competencies required for different jobs. With this approach, we promote workers’ active participation in the design of the rotation plan. It also let us deal with restrictions in assigning workers to job positions according to their disabilities (temporal or permanent). The GS-Rot method has been implemented online and applied to a case in a work environment characterized by the presence of a high repetition of movements, which is a significant risk factor associated with work-related musculoskeletal disorders (WMSDs). A total of 17 workstations and 17 workers were involved in the rotation, four of them with physical/psychological limitations. Feasible job rotation schedules were obtained in a short time (average time 27.4 milliseconds). The results indicate that in the rotations driven by preference priorities, almost all the workers (94.11%) were assigned to one of their top five preferences. Likewise, 48.52% of job positions were assigned to workers in their top five of their competence lists. When jobs were assigned according to competence, 58.82% of workers got an assignment among their top five competence lists. Furthermore, 55.87% of the workers achieved jobs in their top five preferences. In both rotation scenarios, the workers varied performed jobs, and fatigue accumulation was balanced among them. The GS-Rot method achieved feasible and uniform solutions regarding the workers’ exposure to job repetitiveness.
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Oldham, Greg R., and Yitzhak Fried. "Job design research and theory: Past, present and future." Organizational Behavior and Human Decision Processes 136 (September 2016): 20–35. http://dx.doi.org/10.1016/j.obhdp.2016.05.002.
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Smith, Michael J., and Pascale C. Sainfort. "A balance theory of job design for stress reduction." International Journal of Industrial Ergonomics 4, no. 1 (1989): 67–79. http://dx.doi.org/10.1016/0169-8141(89)90051-6.
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Pató, Beáta Sz G. "Formal options for job descriptions: theory meets practice." Journal of Management Development 36, no. 8 (2017): 1008–28. http://dx.doi.org/10.1108/jmd-01-2016-0019.
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Purpose The purpose of this paper is to present the possibilities of formal and structural appearances of a job description, with correct content, through corporate examples and the result of a research. Design/methodology/approach The author in this paper aims to demonstrate the possibilities of the design of job descriptions, based on more than ten-year-long, intense, empirical research of job descriptions (cca. 1,200 examined and analyzed items). Findings During the research work, a 2D job description sample has been created, mapped from a 3D job description, based on an earlier research. This 2D sample can serve as a good starting point for companies in the creation of new documents. Furthermore, the process of the formal visualization of job descriptions has been described, and structured and semi-structured formal visualization have been illustrated, with corporate examples. Research limitations/implications A well-visualized job description can lead the employee, the employer and the company as well to comprehension and competence, thus job descriptions become one of the tools of HRD visual management. Practical implications The aim is to support the job description writing process, which therefore will lead to a well-formed and well-structured, attractive, “living” document. Originality/value The form and content of a job description, the aims that it serves and the message it conveys really make a difference. 3D job descriptions are under patent design protection in Hungary (Registration Number: 90 806 D0500121).
Dissertations / Theses on the topic "Job Design Theory"
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Miller, Marsha. "Relationships Between Job Design, Job Crafting, Idiosyncratic Deals, and Psychological Empowerment." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1363.
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Although much is known about employee empowerment and work designs, numerous companies and management practitioners struggle to implement empowerment initiatives effectively because it is not known which approach best facilitates individual levels of psychological empowerment. Traditional job design theory focuses on the role of managers and portrays employees as passive grantees of empowerment. Employees may influence their own empowerment by taking an active role in work design. The primary purpose of this correlational study was to examine whether job crafting or idiosyncratic deals are more or less empowering than job design and how work locus of control influences these relationships. It was hypothesized that job crafting would be the strongest correlate with psychological empowerment. A quantitative cross-sectional survey was designed with measures adapted from existing instruments. A sample of 150 adults, drawn from various industries in the United States, completed a voluntary, online survey. Data analysis, which used Pearson correlations, revealed that job crafting had a stronger relationship with psychological empowerment than did idiosyncratic deals and management-driven job design for employees with high internal work locus of control. Findings from this study may help organizational leaders understand how employees with high internal tendencies are psychologically empowered when actively engaged in designing their own work. Employees may then feel empowered to advance the company's social agenda and make personalized contributions to the greater society, essentially becoming goodwill ambassadors for the organization.
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Gonzalez-Mulé, Erik. "Contextual job features and occupational values as moderators of personality trait validities: a test and extension of the theory of purposeful work behavior." Diss., University of Iowa, 2015. https://ir.uiowa.edu/etd/1842.
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The Five-Factor (FFM) and job characteristics models provide parsimonious frameworks to explain personal and situational influences on work behavior. However, the two are seldom studied in concert, despite theory and empirical evidence indicating that personality traits are more valid under some job conditions than others. The purpose of my dissertation is to address the lack of systematic knowledge regarding the joint influences of personality and job characteristics by testing and extending the major propositions of the theory of purposeful work behavior (TPWB; Barrick, Mount &Li, 2013). Because the TPWB focuses only on task and social characteristics of jobs, I propose a theoretical extension to the theory whereby I examine the way traits interact with contextual characteristics (e.g., physical demands, working conditions) of jobs to influence work outcomes. Further, I extend the TPWB by examining the occupational values from the theory of work adjustment (Dawis &Lofquist, 1975), which are broader and situated at a higher taxonomic level than jobs, moderate the FFM-criterion correlations. Using a meta-analytic design, I tested the extent to which job characteristics and occupational values moderate the relationships between the FFM and job performance, contextual performance, and job satisfaction. The overall results were mixed, with some findings indicating that personality trait validities are substantially higher under conditions of congruent job characteristics, and others indicating no such moderating effects, or moderating effects in contrast to what I proposed in my hypotheses. The mixed results may be due to gravitational processes that take place when individuals select jobs. I also examined the relative importance of the job characteristics and occupational values frameworks, and found that job characteristics were more important moderators of the FFM traits than occupational values across almost all trait-criterion combinations. I discuss significant implications and limitations, along with directions for future research along the lines of furthering the study of the joint influences of person and situation on work outcomes.
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Norred, Carol L. "Development and testing of a synthesized mid-range theory of nurse anesthetists' job satisfaction /." Connect to full text via ProQuest. IP filtered, 2005.
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Thesis (Ph.D. in Nursing) -- University of Colorado, 2005.<br>Typescript. Includes bibliographical references (leaves 225-249). Free to UCDHSC affiliates. Online version available via ProQuest Digital Dissertations;
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Sundqvist, Swahn Sofia, Niklas Emthén, and Katarina Persson. "Motivation beroende på anställningsform? : En fallstudie om motivationsrelaterade skillnader mellan fast anställda och inhyrda medarbetare på ett bank- och försäkringsföretag." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-162102.
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Bemanningsbranschen växer och allt fler personer blir anställda via bemanningsföretag. Bemanningsföretagens viktigaste uppgift är att öka flexibiliteten på arbetsmarknaden. De gör det lättare för företagen att snabbt anpassa arbetsstyrkan till efterfrågan. Samtidigt finns problem och risker med att hyra in personal. Flertalet studier kring dessa problem tangerar ämnena motivation och/eller inhyrda medarbetare, men forskningen är begränsad vad gäller inhyrda medarbetares motivation. Under antagandet att graden av motivation, generellt sett, är lägre hos inhyrda medarbetare än hos anställda medarbetare, syftar denna studie till att undersöka vilka motivationsrelaterade skillnader som finns mellan anställda och inhyrda medarbetare på ett bank- och försäkringsbolag; Företaget. Med hänsyn till att ämnet är relativt outforskat genomförs en explorativ fallstudie genom kvalitativa semi-strukturerade intervjuer med sex medarbetare på Företaget. Studien kan liknas vid en pilotstudie, som kan ligga till grund för framtida, mer omfattande forskning. Studien inleds med en deduktiv ansats och tar teoretiskt avstamp från fem olika motivationsteorier: Expectancy Theory och Equity Theory, är att hänföra till Intrinsic Motivation (inre motivation), medan Goal-Setting Theory och Job Design representerar teorier om Extrinsic Motivation (yttre motivation). Slutligen används Self-Determination Theory som är ett hybridperspektiv som fördelar tyngdpunkten jämnt mellan Intrinsic Motivation och Extrinsic Motivation. Därefter övergår studien till en mera induktiv ansats där respondenternas uttalanden i intervjuerna, tillsammans med teorierna, ligger till grund för en kategorisering i sju motivationsfaktorer: Mål, Lön, Uppskattning – utvecklingsmöjligheter och andra belöningar, Samhörighet, Självständighet och eget ansvar, Meningsfullhet samt Omväxling. Skillnaderna i motivation mellan anställda och inhyrda medarbetare på Företaget analyseras därefter med utgångspunkt från dessa sju kategorier. De motivationsrelaterade skillnader som framkommer genom studien är framför allt följande: Inhyrda medarbetare motiveras av karriärutvecklingsmöjligheter i större utsträckning än anställda, Mål är viktigare bland inhyrda än bland anställda medarbetare. Lön är en viktigare motivationsfaktor för inhyrda medarbetare, dock endast på lång sikt. Bland övriga motivationsfaktorer märks inte lika tydliga skillnader. Med anledning av studien föreslås att framtida forskning i ämnet bör ske i form av mera omfattande studier, gärna av kvantitativ karaktär. Forskningen bör omfatta fler respondenter, på fler företag, ur en större variation av yrkesgrupper, med en högre grad av anonymitet för respondenterna
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Hall, Austin J. "Impact of Assumption Violations on the Accuracy of Direct Range Restriction Adjustments." TopSCHOLAR®, 2016. http://digitalcommons.wku.edu/theses/1586.
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For decades researchers, analysts, and organizational professionals have utilized correction equations to adjust for the effects of various statistical artifacts. However, every correction method has certain assumptions that must be satisfied to work properly. These assumptions are likely rarely satisfied for range restriction corrections. As a result, these correction methods are used in a manner that can lead to incorrect results.
The current study employed a Monte Carlo design to examine the direct range restriction correction. Analyses were conducted to examine the accuracy of adjustments made with the direct range restriction correction when its assumption of perfect top-down selection was violated to varying degrees. Analyses were conducted on two datasets, each representing a population of 1,000,000 cases. The following variables were manipulated: the population correlation, the selection ratio, and the probability that the hypothetical applicant would accept the job if offered. Results of the accuracy of the direct range restriction correction equation for the optimal (all job offers accepted) versus realistic (job offers refused at various rates) conditions demonstrated small differences in bias for all conditions. In addition, small differences in squared bias were observed for most of these conditions, with the exception of conditions with both low selection ratios and low probabilities of job offer acceptance. In a surprising finding, the direct range restriction correction equation exhibited greater accuracy for realistic job offer acceptance (some job offers refused) than for optimal job offer acceptance (all offers accepted). It is recommended that researchers further explore the violations of assumptions for correction methods of indirect range restriction as well.
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Delich, Joshua T. "Organizational Behavior: Perceptions Analysis of Micro and Macro Organizational Behavior in an Organizational Setting." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc822756/.
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Understanding organizational behavior (OB) has profoundly influenced organizational performance and how people behave in organizations. Researchers have suggested various micro and macro organizational behaviors to be the impetus for high-performing organizations. Through a policy capturing approach this study builds on these findings by specifically examining the perceptions of micro and macro organizational behaviors in an organizational setting. The participants (n =181) completed a Micro and Macro Organizational Behavior Perceptions Questionnaire. Results showed perception differences exist between subordinates and supervisors. Additionally, participants perceived job satisfaction to be the most important micro organizational behavior, whereas organizational design was perceived to be the most important macro organizational behavior. However when comparing hierarchal positions in the organization, supervisors weighted leadership as the most important and subordinates weighted job satisfaction as the most important organizational behavior. While these findings only scratch the surface as to how organizational behavior is perceived, the implications challenge leaders to close the OB perception gap. Correspondingly, organizational behavior thinking may result in improving individual and organizational performance.
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Camorim, José Eduardo Vieira. "Estudo comparativo das aproximações baseadas no método de decomposição paramétrico para avaliar redes de filas de manufatura utilizando planejamento de experimentos." Universidade Federal de São Carlos, 2008. https://repositorio.ufscar.br/handle/ufscar/3573.
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Previous issue date: 2008-02-29<br>Universidade Federal de Minas Gerais<br>This is a study of approximations based on parametric decomposition methods
used in open queueing networks for modeling discrete job-shop manufacturing systems. These
approximations play an important role in evaluating the performance of productive systems and
have proved effective in many situations. Besides, these approximations are relatively easy to
apply requiring fewer data compared to other methods because they use the average rate and SCV
(square coefficient of variation) as the only parameters to characterize the network arrival and
service processes. This work is aimed at analyzing and comparing several approximations since
they are not yet available in the literature. Hence, several network situations were tested in order
to identify the most adequate approximation for each situation. Firstly, a two-station network was
analyzed followed by the analysis of a five-station network and lastly, a real example of a
semiconductor plant, analyzed by Bitran e Tirupati (1988), was used. In order to reach these
goals, the state of the art of approximation methods to evaluate the performance of open queueing
networks was studied, and the approximations were compared using the experiment planning
technique, important factors for building network configuration and data analysis The findings of
this work demonstrate that approximations can be highly efficient to evaluate the performance of
discrete job-shop manufacturing systems. Regardless of the configurations studied, it is worth
mentioning that approximations 3 and 2, in general, showed the best results if compared to the
other values obtained from simulations to evaluate the performance of open queueing networks,
OQN,. The other approximations tended to overestimate E(Lj) when the number of stations is
higher. This study intends to contribute to the development of computing systems in order to
support project decisions and the planning and control of discrete manufacturing systems using
approximations based on the parametric decomposition method<br>Esta dissertação estuda as aproximações baseadas nos métodos analíticos
paramétricos de decomposição usados em redes de filas abertas que modelam sistemas discretos
de manufatura do tipo job-shop. Estas aproximações possuem um importante papel na avaliação
do desempenho de sistemas produtivos e vem se mostrando eficiente para uma grande
diversidade de situações. Além disso, são aproximações relativamente fáceis de serem
aplicadas, necessitando poucos dados em relação a outros métodos, pois utilizam apenas a
média e o scv (coeficiente quadrático de variação) como parâmetros para caracterizar os
processos de chegadas e os processos de serviço da rede. O foco deste trabalho está em realizar
análises e comparações entre diversas aproximações, pois ainda não existe nenhuma
comparação mais efetiva entre elas na literatura. Para isso, diversas situações de redes foram
exploradas para identificar quais aproximações são mais adequadas para quais situações.
Primeiramente é analisado uma rede com 2 estações, posteriormente uma outra com 5 estações
e por fim usou um exemplo real de uma fábrica de semi-condutores, analisada por Bitran e
Tirupati (1988). Para que seja possível atingir esses objetivos, estudou-se o estado da arte das
aproximações dos métodos de avaliação de desempenho para redes de filas abertas, e comparouse
as aproximações por meio de técnicas de planejamento de experimentos, parte importante na
construção das configurações das redes e análise dos resultados. Os resultados apresentados
nesta dissertação mostram que essas aproximações podem ser bem eficientes ao avaliar o
desempenho de sistemas discretos de manufatura do tipo job-shop. Independente das
configurações analisadas, vale destacar a Aproximação 3 e a Aproximação 2, em geral, obtendo
os melhores resultados, entre as aproximações, em comparação aos valores obtidos pela
simulação para avaliar o desempenho de redes de filas OQN. As outras aproximações
demonstraram certo comportamento em sobreestimar E(Lj), quando o número de estações
aumentam. Este estudo pretende contribuir para o desenvolvimento de sistemas computacionais
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para apoiar decisões de projeto, planejamento e controle dos sistemas discretos de manufatura,
usando aproximações baseadas em métodos de decomposição paramétrico
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Mitova, Mariana A. "Relationship Between Investments in Self and Post-Graduation Career Satisfaction Among Apparel and Textiles Majors." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1491579505475789.
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Homewood, Sarah. "A Pound of Flesh But No Jot of Blood: Maintaining relationships with devices as they migrate onto and into our bodies." Thesis, Malmö högskola, Fakulteten för kultur och samhälle (KS), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22775.
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Despite a strong commercial trend towards wearable technology, this thesis considers the distal devices that have played an important role in our lives for over twenty years. Suggesting that the distance we have had between our bodies and our devices has given us the space to form meaningful relationships; the research explores how these relationships change when our devices migrate onto and into our bodies in the form of wearable technologies. The methodology of performative scenarios is developed to examine examples of relationships between people and their devices. Using examples of technologies that live with us now to inform the design of future technological developments reflects a post-phenomenological perspective calling for a materially oriented design approach. This thesis will explore this approach through focusing on the question; what would we lose if our distal devices became wearable devices? Ideations aiming to prevent any loss caused by the transition of devices from distal to wearable will provide examples of post-phenomenological wearable technology that not only maintains our relationships with our devices, but also helps our relationships to grow.
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Keidan, Joshua. "Learning, Improvisation, and Identity Expansion in Innovative Organizations." University of Toledo / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1586874155982614.
Full textBooks on the topic "Job Design Theory"
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Robertson, Ivan T. Motivation and job design: Theory, research and practice. Institute of Personnel Management, 1985.
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Dialogue and development: Theory of communication, action research and the restructuring of working life. Van Gorcum, 1992.
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Boffo, Vanna, and Monica Fedeli, eds. Employability & Competences. Firenze University Press, 2018. http://dx.doi.org/10.36253/978-88-6453-672-9.
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The book is the final report of the researches, discussions, conversations around and about the Project PRIN Employability & Competences which took place on March 9th-&#8208;11th, 2017 within an International Conference at the University of Florence. It was the final event of the project PRIN2012LATR9N which aims were: «to design innovative programs for higher education, to promote personalized and learner-centered teaching and learning, to build on job competencies, to value talents to create new work opportunities, to support young adults during their employment emergency, as a response to socio economic crisis and as a citizenship action». The research activities concerned the main phases of the students’ academic life: career guidance upon entry, personalized teaching, career calling, professional vocation, profession building activities such as internships and work related experiences, and lastly job placement.
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Price, Richard H., and Amiram D. Vinokur. The JOBS Program: Impact on Job Seeker Motivation, Reemployment, and Mental Health. Edited by Ute-Christine Klehe and Edwin van Hooft. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199764921.013.006.
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JOBS is a research-based program delivered in a group format and designed to aid unemployed job seekers in their search for employment. The program has demonstrated positive impacts on job-search skills, motivation, reemployment rates, and mental health. The JOBS program was designed and tested in large-scale randomized trials at the Institute for Social Research at the University of Michigan. The positive effect of JOBS has been replicated in a number of national and international settings. Research, theory, and principles for best practice in the implementation of JOBS are discussed, as well as future directions for research and new applications.
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Honig, Dan. Agents. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190672454.003.0003.
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This chapter discusses agent judgment and when relying on agents will be a more or less reliable strategy. The chapter explores agent motivation and why it is critical to successful Navigation by Judgment. Agent motivation is a function of both treatment and selection effects. Job design can play an important role in changing agent motivation for better or for worse (treatment); job design can also prompt differential exit and entry of motivated agents into international development organizations (IDOs) (selection). It argues that there may be different equilibria IDOs can meet, with a Theory Y equilibrium of agent initiative and intrinsically motivated agents on the one hand and a Theory X equilibrium of tight principal control and extrinsically motivated agents on the other.
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Song, Zhaoli, Shu Hua Sun, and Xian Li. Job-Search Behavior of the Unemployed: A Dynamic Perspective. Edited by Ute-Christine Klehe and Edwin van Hooft. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199764921.013.023.
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Unemployment is a major social issue in modern societies. Unemployed workers obtain reemployment mainly through their job-search activities. This chapter documents the literature on the uniqueness, antecedents, and outcomes of job-search behaviors of the unemployed. Because job-search behavior has recently been examined as a dynamic process, we summarize theoretical models, research designs, and analytical approaches in studying job-search dynamics, particularly with regard to unemployed job seekers. We further suggest conceptualizing and empirically examining job-search as behavioral episodes to enhance our understanding of job-search dynamics.
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Landsbergis, Paul A., Marnie Dobson, Anthony D. LaMontagne, BongKyoo Choi, Peter Schnall, and Dean B. Baker. Occupational Stress. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780190662677.003.0017.
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This chapter describes sources of stress in the work environment, their adverse effects on the health of workers, and how they are influenced by economic globalization, political systems, laws, government policies, and the changing labor market. Models of occupational stress, in particular job strain and effort-reward imbalance, are presented. Additional occupational stressors are described, including long work hours, shift work, precarious work and job insecurity, work-family conflict and organizational injustice, including discrimination, harassment, and bullying. The health and safety consequences of exposure to occupational stressors are detailed, including musculoskeletal disorders, acute traumatic injuries, mental disorders (such as depression), health behaviors, and cardiovascular disease and its risk factors (including hypertension, obesity, diabetes, and the metabolic syndrome). Finally, there is a discussion of efforts on work reorganization and job redesign, workplace policies and programs, and laws and regulations designed to reduce occupational stress and improve the health and safety of workers.
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Smith, Paula, Lindsey M. Mueller, and Ryan M. Labrecque. Employment and Vocation Programs in Prison. Edited by John Wooldredge and Paula Smith. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199948154.013.21.
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Historically, work has played an important role in managing correctional populations and providing a means to reduce prisoner idleness. As correctional ideologies have shifted over time, the concept of working while incarcerated has taken on more of a rehabilitative approach. Several policies and correctional initiatives have been developed to integrate prison industry and employment services into correctional systems in an effort to address the poor employment histories and low job-related skills of offenders. Evaluations of these programs demonstrate that participation in prison industry and employment services can increase job prospects and lower the chances of recidivism. The effectiveness of prison-based employment programs vary, however, and is dependent upon the key components incorporated into their design. Despite the differences between programs, employment services offered in prison seem to be an effective approach to addressing employment deficits among offenders.
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Apostolidis, Paul. The Fight For Time. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780190459338.001.0001.
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In today’s precarious world, working people’s experiences are becoming more alike even as their disparities sharpen. This book unfolds a critique of the precarity phenomenon by setting Latino day laborers’ commentaries in dialogue with critical social theory. The Fight for Time shows how migrant labor on society’s jagged edges relates to encompassing syndromes of precarity as both exception and synecdoche. Subjected to especially harsh treatment as unauthorized migrants, these workers also epitomize struggles that apply throughout the economy. Juxtaposing day laborers’ accounts of their desperate circumstances, dangerous jobs, and informal job-seeking with theoretical accounts of the forces fueling precaritization, The Fight for Time illuminates a schema of precarity defined by temporal contradiction. This “critical-popular” approach, informed by Paulo Freire’s popular-education theory, elicits resonances and dissonances between day laborers’ themes and scholars’ analyses of neoliberal crisis, the postindustrial work ethic, affective and digital labor, the racial governance of public spaces, occupational safety and health hazards, and self-undermining patterns of desire and personal responsibility among precaritized subjects. Day laborers offer language redolent with potential to catalyze social critique among migrant workers. They also clarify the terms of mass-scale opposition to precarity. Such a politics would demand restoration of workers’ stolen time, engage a fight for the city, challenge the conversion of capital risk into workers’ bodily vulnerability, and foment the refusal of work. Day laborers’ convivial politics through self-organized worker centers, furthermore, offers a powerful basis for renewing radical democratic theory and imagining a key practical innovation: worker centers for all working people.
Book chapters on the topic "Job Design Theory"
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Damalas, Stelios, Norah Neuhuber, and Peter Mörtl. "The Consideration of Job Satisfaction in the Design of Assistance Systems in Production." In IFIP Advances in Information and Communication Technology. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72632-4_27.
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AbstractAssistance systems designed to help workers in their jobs are increasingly used in industry. Technological progress makes these systems more powerful and extensive, but often nobody questions the extent to which they actually support the users and do not patronize them. For the development of such systems, we found the requirement analysis to be rather complex because human factors and social constraints are more difficult to determine than technical requirements. To counteract these difficulties, we pursue in our approach the involvement of people as knowledge carriers in the development of new technologies. In this paper we outline our framework how human factors aspects of acceptance and job satisfaction can be taken into account in the conception and design of assistance systems.
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Yamamoto, Shuichiro, Nada Ibrahem Olayan, and Junkyo Fujieda. "e-Healthcare Service Design Using Model Based Jobs Theory." In Intelligent Interactive Multimedia Systems and Services. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-92231-7_20.
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Yamamoto, Shuichiro. "E-Healthcare Service Design Using Model Based Jobs Theory." In Intelligent Systems Reference Library. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-49640-1_20.
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Lee, Kai-Fu. "A Human Blueprint for AI Coexistence." In Robotics, AI, and Humanity. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-54173-6_22.
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AbstractThe positive coexistence of humans and AI is possible and needs to be designed as a system that provides for all members of society, but one that also uses the wealth generated by AI to build a society that is more compassionate, loving, and ultimately human. It is incumbent on us to use the economic abundance of the AI age to foster the values of volunteers who devote their time and energy toward making their communities more caring. As a practical measure, to protect against AI/robotics’ labor saving and job displacement effects, a “social investment stipend” should be explored. The stipend would be given to those who invest their time and energy in those activities that promote a kind, compassionate, and creative society, i.e., care work, community service, and education. It would put the economic bounty generated by AI to work in building a better society, rather than just numbing the pain of AI-induced job losses.
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Smith, M., and P. Carayon. "Balance Theory of Job Design." In International Encyclopedia of Ergonomics and Human Factors, Second Edition - 3 Volume Set. CRC Press, 2006. http://dx.doi.org/10.1201/9780849375477.ch403.
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"Balance Theory of Job Design." In International Encyclopedia of Ergonomics and Human Factors - 3 Volume Set. CRC Press, 2006. http://dx.doi.org/10.1201/9780849375477-419.
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"Job design and employee engagement." In Employee Engagement in Theory and Practice. Routledge, 2013. http://dx.doi.org/10.4324/9780203076965-17.
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Gagné, Marylène, Marylène Gagné, and Alexandra Panaccio. "The Motivational Power of Job Design." In The Oxford Handbook of Work Engagement, Motivation, and Self-Determination Theory. Oxford University Press, 2014. http://dx.doi.org/10.1093/oxfordhb/9780199794911.013.012.
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Martin Corbett, J. "Work at the Interface: Advanced Manufacturing Technology and Job Design." In Usability: Turning Technologies into Tools. Oxford University Press, 1993. http://dx.doi.org/10.1093/oso/9780195075106.003.0009.
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The currently dominant view among researchers interested in advanced manufacturing technology (AMT) and job design is that an organization’s choice of job design options—whether skill based or management-control oriented—is socially determined and independent of any technological constraint. Technology is seen as effectively neutral. From the perspective of such research, skill-based production system design is achieved through judicial redesign of organizational variables such as supervisory style, training, role, responsibilities, and/or decentralization of decision making. This view, which one may term technological indeterminism, is summed up by Buchanan (1983), who declares that technological imperatives are weak while organizational choice is strong. The aims of this chapter are twofold. The key theoretical aim is to explore the extent to which the development of skill-based production systems may be constrained by the production technology being utilized within a manufacturing organization. Within the social science research literature examining the relationship between AMT and job design, this is a fundamental, yet largely unanswered, question. A second, related aim is more practical: to examine the ways in which social scientists, users, and others can (re)shape the design and implementation of AMT in order to reduce or remove such constraints. This examination is aided by the inclusion of a number of case examples. I will argue that, although organizational variables are undoubtedly important in the development of skill-based production systems, the neglect of technological variables and the reluctance to open the “black box” of technology may seriously undermine the validity of organization-centered research programs in the longer term. Developments in the theory and practice of “human-centered technology” will be used to support this line of argument. The chapter is in five parts. In the first part, the case against technological indeterminism is examined. This is followed by a brief argument to support the case for a “soft” technological determinism that views the relationship between technology and job design as one in which the design of hardware and software technology may constrain key aspects of job design choice. In the third part, the background to two international project case studies is given.
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Ünal, Zeynep Merve. "Future of Work." In Handbook of Research on Future of Work and Education. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8275-6.ch003.
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The aim of the chapter is to advance the framework of meaningful work under the new normal of COVID-19. The conceptualization of meaningful work is defined by the extensive literature review and current research findings. Future of work and its meaning are shaped by the crucial internal and external triggers as human resource practices, job-demand resources model, leadership, job crafting, playful work design, strengths used by individuals, and self-leadership. The meaning at distance work is reinforced by the fulfillment of individual needs. Within this context, new conceptualization of needs for meaning-based person job fit has emerged. The understanding of the relationship between variables and new meaningful work were enlightened by the theoretical framework of self-determination theory, social exchange theory, job-demand resources theory, work identity theory, social learning theory, social cognitive theory, and self-leadership theory. The chapter explores the possible outcomes of COVID-19 and its possible opportunities for employees, organizations, and education sectors.
Conference papers on the topic "Job Design Theory"
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Yuchun, Xiao, and Ke Junqun. "New Progress in Job Design Theory: Literature Review of Job Crafting." In 5th International Conference on Social Sciences and Economic Development (ICSSED 2020). Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200331.058.
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Choudhury, Tuhinangshu, Gauri Joshi, Weina Wang, and Sanjay Shakkottai. "Job Dispatching Policies for Queueing Systems with Unknown Service Rates." In MobiHoc '21: The Twenty-second International Symposium on Theory, Algorithmic Foundations, and Protocol Design for Mobile Networks and Mobile Computing. ACM, 2021. http://dx.doi.org/10.1145/3466772.3467047.
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Wang, JinHong. "Supervision and research of employees' job-design in commercial bank which is based on multi-principal-agent theory." In International conference on Management Innovation and Information Technology. WIT Press, 2014. http://dx.doi.org/10.2495/miit131312.
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Safarkhani, Salar, Ilias Bilionis, and Jitesh H. Panchal. "Understanding the Effect of Task Complexity and Problem-Solving Skills on the Design Performance of Agents in Systems Engineering." In ASME 2018 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/detc2018-85941.
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Systems engineering processes coordinate the efforts of many individuals to design a complex system. However, the goals of the involved individuals do not necessarily align with the system-level goals. Everyone, including managers, systems engineers, subsystem engineers, component designers, and contractors, is self-interested. It is not currently understood how this discrepancy between organizational and personal goals affects the outcome of complex systems engineering processes. To answer this question, we need a systems engineering theory that accounts for human behavior. Such a theory can be ideally expressed as a dynamic hierarchical network game of incomplete information. The nodes of this network represent individual agents and the edges the transfer of information and incentives. All agents decide independently on how much effort they should devote to a delegated task by maximizing their expected utility; the expectation is over their beliefs about the actions of all other individuals and the moves of nature. An essential component of such a model is the quality function, defined as the map between an agent’s effort and the quality of their job outcome. In the economics literature, the quality function is assumed to be a linear function of effort with additive Gaussian noise. This simplistic assumption ignores two critical factors relevant to systems engineering: (1) the complexity of the design task, and (2) the problem-solving skills of the agent. Systems engineers establish their beliefs about these two factors through years of job experience. In this paper, we encode these beliefs in clear mathematical statements about the form of the quality function. Our approach proceeds in two steps: (1) we construct a generative stochastic model of the delegated task, and (2) we develop a reduced order representation suitable for use in a more extensive game-theoretic model of a systems engineering process. Focusing on the early design stages of a systems engineering process, we model the design task as a function maximization problem and, thus, we associate the systems engineer’s beliefs about the complexity of the task with their beliefs about the complexity of the function being maximized. Furthermore, we associate an agent’s problem solving-skills with the strategy they use to solve the underlying function maximization problem. We identify two agent types: “naïve” (follows a random search strategy) and “skillful” (follows a Bayesian global optimization strategy). Through an extensive simulation study, we show that the assumption of the linear quality function is only valid for small effort levels. In general, the quality function is an increasing, concave function with derivative and curvature that depend on the problem complexity and agent’s skills.
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Flater, David, Edward Barkmeyer, and Evan Wallace. "Towards Unambiguous Specifications: Five Alternative Job Control Models for an Object-Oriented, Hierarchical Shop Control System." In ASME 1999 Design Engineering Technical Conferences. American Society of Mechanical Engineers, 1999. http://dx.doi.org/10.1115/detc99/eim-9012.
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Abstract In a distributed, object-oriented, hierarchical shop control system, there are many ways of organizing the interactions between supervisory controllers and subordinate controllers. Depending on what model of job control is used, objects will be allocated differently among the levels of control, and the interactions between controllers will vary considerably. This paper describes five models of job control that are equally functional, but use different paradigms for managing jobs. Although each is attempting to serve the same purpose in the same context, the five ways of viewing the system lead to distinct implementations that cannot interoperate. This demonstrates the importance of specifying the control model when designing an object-oriented manufacturing system.
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Zhang, Wei, Xiang-Ying Guo, Qian Wang, Cui-Cui Liu, and Yun-cheng He. "A New Kind of Energy Transfer From the High-Frequency to Low-Frequency Mode in a Composite Laminated Plate." In ASME 2010 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/detc2010-28792.
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This paper focuses on the analysis on a new kind of nonlinear resonant motion with the low-frequency large-amplitude, which can be induced by the high-frequency small-amplitude mode through the mechanism of modulation of amplitude and phase. The system investigated is a simply supported symmetric cross-ply composite laminated rectangular thin plate subjected to parametric excitations. Experimental research has been carried out for the first time. The test plate was excited near the first natural frequency with parametric forces and the above mentioned high-to-low frequency mode has been observed, whose frequency is extremely lower than the first natural frequency. Theoretical job goes to analysis the above phenomenon accordingly. Based on the Reddy’s third-order shear deformation plate theory and the von Karman type equation, the nonlinear governing equations of the simply supported symmetric cross-ply composite laminated rectangular thin plate subjected to parametric excitations are formulated. The Galerkin method is utilized to discretize the governing partial differential equations into a two-degree-of-freedom nonlinear system. Numerical simulation is conducted to investigate this non-autonomous system subsequently. The results of numerical simulation demonstrate that there is a qualitative agreement between the experimental observation and the theoretical result. Besides, the multi-pulse chaotic motions are also reported in numerical simulations.
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Mora Luis, Carlos E., Antonio González Marrero, Reyes Carrau Mellado, Beatriz Añorbe-Diaz, and Jorge Martín-Gutierrez. "Problem-Based Learning Approach in Marine Engineering Education Using Mobile Devices and Internet Tools." In ASME 2014 12th Biennial Conference on Engineering Systems Design and Analysis. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/esda2014-20251.
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The skills of Marine Engineering graduates should be strongly oriented to problem solving for situations without external direct assistance. Marine professionals should also be able to take the right decisions under difficult situations like emergencies. Work-group and job planning is an every day requirement, especially when doing maintenance and reparation tasks. Besides, marine technology has advanced quickly and knowledge recycling is a must on every shipping company, but operation and maintenance procedures have usually to be learnt on the go. During last decades, marine engineering students had not got immersed into a real challenge work environment until going onboard for the first time when finishing their studies. The adoption of a problem-based learning is intended to solve this situation, so students will have a closer contact with real decision-taking and auto-learning situations on earlier stages. We pretend to create more engaging experiences and introduce our students into real collaborative environments using technologies; especially those based on mobile devices and Internet tools. Grounded in motivation theory, this research evaluates how the context of problem-based learning (PBL) affects aspects of motivation in students of marine engineering. Our research aims to answer: 1) How does the context of service in project-based learning affect student motivation? 2) What factors are most influential on student motivation to persist in project-based learning experiences? The results show different behavior in freshmen and senior students.
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Duan, Shanzhong, and Andrew Ries. "Promoting Active Learning in Teaching the Course of Design of Machine Elements." In ASME 2007 International Mechanical Engineering Congress and Exposition. ASMEDC, 2007. http://dx.doi.org/10.1115/imece2007-41665.
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For certain topics in the curriculum the pendulum of engineering education is swinging from a full focus on pure theory to a balance between theoretical analysis and solid experiences. Undergraduate students are required to obtain both theoretical knowledge and hands-on experiences to meet the need of job markets. Active learning/teaching has become a commonly-used instructional approach in response to this change of the balance. In the authors’ institute, the Design of Machine Elements (DOME) course has been used as a candidate for exploration on how to engage students in active learning in regular classroom settings through designed activities such as in-class-teams, think-pair-share, in-class-writing-assignments, problem-based learning, etc. If students are expected to perform well with open-ended and project-centered problems for their design courses and capstone senior design, then a pedagogical basis should be provided across the entire undergraduate design curriculum. This paper discusses how active learning/teaching techniques have been explored in teaching the course of Design of Machine Elements to build up such a basis. In this paper, active learning concepts applied in teaching the DOME course are discussed, including specific examples of integrating active learning techniques with traditional classroom lectures. Also presented are which active learning techniques have worked effectively, what experiences have been learned, and what issues need further improvements and exploration. In addition, the paper also discusses how course projects are assigned to line up with planned teaching and learning activities, and how project requirements have been designed to facilitate the integration of active learning techniques with instructional objectives. Anonymous student survey data and course assessments will be presented to show that these techniques indeed provide a promising solution to the integration of active learning/teaching methods into teaching the course of design of machine elements in the regular classroom setting.
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Pandey, Vibhas J. "Applications of Geomechanics to Hydraulic Fracturing - Case Studies from Coal Stimulations." In SPE Hydraulic Fracturing Technology Conference. SPE, 2015. http://dx.doi.org/10.2118/spe-173378-ms.
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Abstract Modern hydraulic fracture treatments rely heavily on the implementation of formation property details such as in-situ stresses and rock mechanical properties, in order to optimize stimulation designs for specific reservoir targets. Log derived strain and strength calibrated in-situ properties provide critical description of stress variations in different lithologies and at varying depths. From a practical standpoint however, most of the hydraulic fracture simulators that are used for fracturing treatment design purposes today can accommodate only a limited portion of a geologic-based rock mechanical property characterization which targets optimal data integration thus resulting in complexity. By using examples from hydraulic fracture stimulations of coals in a complex but well characterized stress environment (Surat Basin, Eastern Australia) we distil out the reservoir rock related input parameters that are determinants of hydraulic fracture designs and identify those that are not immediately used. In order to understand the impact on improving future fracture stimulation designs, the authors present workflows such as pressure history matching of fracture stimulation treatments and the calibration process of key rock mechanical parameters such as Poisson's ratio, Young's modulus, and fracture toughness. The authors also present examples to discuss synergies, discrepancies and gaps that currently exist between ‘geologic’ geomechanical concepts (i.e. variations in the geometry and magnitude of stress tensors and their interaction with pre-existing anisotropies) in contrast to the geomechanical descriptions and concepts that are used and implemented in hydraulic fracturing stimulations. In the absence of a unifying hydraulic fracture design that honors well established geologic complexity, various scenarios that allow assessing the criticality, usefulness and weighting of geologic/mechanical property input parameters that reflect critical reservoir complexity, whilst maintaining applicability to hydraulic fracturing theory, are presented in the paper. Ultimately it remains paramount to constrain as many critical variables as realistically and uniquely possible. Significant emphasis is placed on reservoir-specific pre-job data acquisition and post-job analysis. The approach presented in this paper can be used to refine hydraulic fracture treatment designs in similar complex reservoirs worldwide.
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Kress, Gary. "Workplace Ergonomics: An Approach to Health, Safety, and Productivity." In ASME 1994 Citrus Engineering Conference. American Society of Mechanical Engineers, 1994. http://dx.doi.org/10.1115/cec1994-4003.
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Ergonomics is a discipline that considers the mental and physical capabilities and limitations of people in relation to the demands of their work. The goal of ergonomics is to minimize error and fatigue by matching job requirements with human abilities through a process of analysis and design in determining the dimensions and layout of the workspace, the design of tools and equipment, and the development of work procedures. When jobs fit people, the result is improved productivity, reduced accidents and injuries and greater job satisfaction. This paper briefly examines the ergonomic approach to identifying and reducing job related risk factors associated with cumulative trauma disorders and back stress. Examples of controls to eliminate risk factors are presented along with some workplace design principles and guidelines. Paper published with permission.
Reports on the topic "Job Design Theory"
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Beuermann, Diether, Nicolas L. Bottan, Bridget Hoffmann, C. Kirabo; Jackson, and Diego A. Vera-Cossio. Does Education Prevent Job Loss during Downturns?: Evidence from Exogenous Schools Assignments and COVID-19 in Barbados. Inter-American Development Bank, 2021. http://dx.doi.org/10.18235/0003624.
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Canonical human capital theories posit that education, by enhancing worker skills, reduces the likelihood that a worker will be laid off during times of economic change. Yet, this has not been demonstrated causally. We link administrative education records from 1987 through 2002 to nationally representative surveys conducted before and after the onset of COVID-19 in Barbados to explore the causal impact of improved education on job loss during this period. Using a regression discontinuity (RD) design, Beuermann and Jackson (2020) show that females (but not males) who score just above the admission threshold for more selective schools in Barbados attain more years of education than those that scored just below (essentially holding initial ability fixed). Here, in follow-up data, we show that these same females (but not males) are much less likely to have lost a job after the onset of COVID-19. We show that these effects are not driven by sectoral changes, or changes in labor supply. Because employers observe incumbent worker productivity, these patterns are inconsistent with pure education signaling, and they suggest that education enhances worker skill.
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Urquidi, Manuel, Gloria Ortega, Víctor Arza, and Julia Ortega. New Employment Technologies: The Benefits of Implementing Services within an Enterprise Architecture Framework: Executive Summary. Inter-American Development Bank, 2021. http://dx.doi.org/10.18235/0003403.
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Public employment services (PES) offer tools through different channels to both employers and job seekers. The multiplicity of services and channels, paired with processes that are sometimes inadequately mapped, creates challenges when implementing digital systems. This document discusses how using enterprise architecture can provide a framework for defining and representing a high-level view of the organizations processes and its information technology (IT) systems, as well as their relationship with different parts of the organization and external entities. Having a strategic vision and a high-level design allows implementing systems in phases and modules to organize services to improve their efficiency and effectiveness. This document aims to support policy makers, managers and officials working with employment policies in understanding the benefits of implementing a comprehensive digital transformation in institutions within the framework of a strategic tool such as enterprise architecture.