Few studies have systematically considered how individuals design work. In a replication study (N = 211, Study 1), we showed that students naturally tend to develop simplified, low variety work. In 2 ...further simulation studies, we quantitatively assessed participants' work design behaviors via 2 new measures ("enriching task allocation" and "enriching work strategy selection"). As a comparison measure, we assessed individuals' tendency to choose individualistic rather than work design strategies ("person-focused strategy selection"). We then investigated how work design behaviors are affected by capacity (professional expertise, explicit knowledge, job autonomy) and willingness (life values). For a sample of human service professionals (N = 218, Study 2), participants scored higher on enriching task allocation and enriching work strategy selection if they had expertise as an industrial/organizational psychologist and if they had high autonomy in their own job. Explicit knowledge about work design predicted lower scores on person-focused strategy selection, and mediated the effects of professional expertise on this outcome. Individuals high in openness values scored higher on enriching work strategy selection, and those high in conservation values scored lower on enriching task allocation. These findings were replicated in Study 3 among working professionals (N = 602). We then showed that openness to change values predicted enriching work strategy selection via the more proximal processes of valence (valuing intrinsic work characteristics) and affect (positive affect when enriching others' work). This article opens up a new area of inquiry: how and why individuals design work for others in the way they do.
This paper examines the impact of the use of work-nonwork supports on well-being. It first develops hypotheses regarding how a reduction in job demands, and an increase in both job control and ...supportive management may explain this relationship. We then test these hypotheses using data from Britain's Workplace Employee Relations Survey of 2011. The research reveals that the use of work-nonwork supports has a positive association with job control and supportive supervision. These in turn mediate a relationship between the use of supports and three dimensions of employee well-being, job satisfaction, anxiety-contentment and depression-enthusiasm, some of the effect being through their reducing work-to-nonwork conflict. Use of work-nonwork supports is, however, positively associated with job demands, but this effect of use on job demands does not affect well-being. Since job autonomy and supportive supervision are major mediators, and have a direct influence on work-nonwork conflict and well-being, policy should focus on integrating job quality and work-life balance issues.
In two quasi-experimental studies – Study 1 among medical specialists (N=119) and Study 2 among nurses (N=58) – we tested the impact of a general and a specific job crafting intervention on health ...care professionals' well-being and (objective and subjective) job performance. Both groups of participants received training and then set personal job crafting goals for a period of three weeks. The results of a series of repeated measures analyses showed that both interventions were successful. Participation in the job crafting intervention groups were associated with increases in job crafting behaviors, well-being (i.e., work engagement, health, and reduced exhaustion), and job performance (i.e., adaptive, task, and contextual performance) for the medical specialists and nurses relative to the control groups. Though we did not find a significant intervention effect for objective performance, we conclude that job crafting is a promising job redesign intervention strategy that individual employees can use to improve their well-being and job performance.
•Organizations can train employees in job crafting to increase work meaning and significance.•Job crafting is a cost-effective way to improve employees' functioning at work.•Job crafting is a valuable alternative to traditional top-down job redesign strategies.•Two job crafting interventions among health care professionals are evaluated.•We show that these interventions positively enhance employee well-being and performance.
Job insecurity is one of the most common stressors in contemporary working life. Although research indicates that the job insecurity construct has cognitive (i.e., the perceived negative change to ...one’s job) and affective (i.e., the emotional reactions to the potential change to one’s job) components, scholars rarely apply this distinction between cognitive and affective job insecurity in their conceptualization and theory development. On the basis of 535 independent samples, a meta-analysis in Study 1 found that (1) job insecurity was significantly related to 51 out of 56 outcomes and correlates; (2) affective job insecurity had stronger relations with the majority of outcomes and correlates than did cognitive job insecurity as well as explained valid, unique variance in outcomes and correlates above and beyond cognitive job insecurity; and (3) in most cases, affective job insecurity mediated the relationships between cognitive job insecurity and its outcomes. Furthermore, Study 2 examines a moderator that may explain why individuals with the same level of cognitive job insecurity may display different levels of affective job insecurity. Specifically, we found a stronger relationship between cognitive job insecurity and affective job insecurity among individuals with high work centrality with two samples. Overall, results demonstrate that it is empirically meaningful to treat cognitive job insecurity and affective job insecurity as two separate constructs and that affective job insecurity is more closely related to employee outcomes than is cognitive job insecurity. Future research could further assess affective job insecurity and continue to explore moderators and mediators in the cognitive job insecurity–affective job insecurity relationship.
Job demands–resources theory Bakker, Arnold B.; Demerouti, Evangelia
Journal of occupational health psychology,
07/2017, Letnik:
22, Številka:
3
Journal Article
Recenzirano
The job demands−resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of ...organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning.
Drawing on the expanded model of person–environment fit and job crafting theory, this study investigates the underlying processes of the relationship between work engagement and changes in person–job ...fit. A two-wave longitudinal study was conducted among 246 Chinese employees of a high technology company. As hypothesized, the results show that work engagement is positively related to changes in demands–abilities fit through changes in physical job crafting and positively related to changes in needs–supplies fit through changes in relational job crafting. As predicted, the positive relationship between work engagement and changes in relational job crafting (however, not changes in physical job crafting) is strengthened under conditions of high (vs. low) job insecurity. Our findings indicate that engaged employees craft their work in physical and relational ways, which creates a better person–job fit. The theoretical and practical implications are discussed.
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•We examine how employees can improve their own person–job fit.•Engaged employees do both physical and relational job crafting.•Employee job crafting increases person–job fit.•Engaged employees do more relational crafting when job insecurity is high.
Mutations in
DOCK8
result in autosomal recessive Hyper-IgE syndrome with combined immunodeficiency (CID). However, the natural course of disease, long-term prognosis, and optimal therapeutic ...management have not yet been clearly defined. In an international retrospective survey of patients with
DOCK8
mutations, focused on clinical presentation and therapeutic measures, a total of 136 patients with a median follow-up of 11.3 years (1.3–47.7) spanning 1693 patient years, were enrolled. Eczema, recurrent respiratory tract infections, allergies, abscesses, viral infections and mucocutaneous candidiasis were the most frequent clinical manifestations. Overall survival probability in this cohort censored for hematopoietic stem cell transplantation (HSCT) was 87 % at 10, 47 % at 20, and 33 % at 30 years of age, respectively. Event free survival was 44, 18 and 4 % at the same time points if events were defined as death, life-threatening infections, malignancy or cerebral complications such as CNS vasculitis or stroke. Malignancy was diagnosed in 23/136 (17 %) patients (11 hematological and 9 epithelial cancers, 5 other malignancies) at a median age of 12 years. Eight of these patients died from cancer. Severe, life-threatening infections were observed in 79/136 (58 %); severe non-infectious cerebral events occurred in 14/136 (10 %). Therapeutic measures included antiviral and antibacterial prophylaxis, immunoglobulin replacement and HSCT. This study provides a comprehensive evaluation of the clinical phenotype of DOCK8 deficiency in the largest cohort reported so far and demonstrates the severity of the disease with relatively poor prognosis. Early HSCT should be strongly considered as a potential curative measure.
Job search self-efficacy (JSSE) is one of the most studied variables in the job search literature and an important component of the theory of planned behavior and self-regulation theory which have ...both been used to explain the job search process. However, even though JSSE has been a part of job search research for thirty years, the measurement of JSSE has varied from study to study. This questions both the validity of the measures used and the findings from each study that used a different measure. In this paper, we propose and test a two dimensional measure of JSSE that corresponds to job search behavior (JSSE-B) and job search outcomes (JSSE-O). The results of a longitudinal study of employed and unemployed job seekers support a two-factor model corresponding to the two dimensions of JSSE. We also found differential relationships between each dimension of JSSE and several antecedents and consequences. Among the antecedents, environmental exploration and self-exploration were stronger predictors of JSSE-B while career planning was a stronger predictor of JSSE-O. In terms of consequences, JSSE-B was a stronger predictor of job search intention and behavior while JSSE-O was a stronger predictor of the number of job offers received. These findings provide support for two dimensions of JSSE and have important implications for job search research and practice.
•We propose and test a two dimensional measure of job search self-efficacy.•Results support a distinction between job search self-efficacy behavior and outcomes.•Job search self-efficacy behavior and outcomes predicted different consequences.•Different antecedents predicted job search self-efficacy behavior and outcomes.
We proposed that individuals from upper-class backgrounds are more effective at job search than their working-class counterparts in the white-collar labor market. We further proposed that this is ...partly because upper-class individuals adopt different job search strategies. Our predictions were tested with a time-lagged multisource survey (Study 1) and a 4-wave, 2-month longitudinal survey (Study 2) of business student job seekers. Study 1 found that parental income strengthened the relationship between job search intensity and job search success and that this interaction was mediated by a less haphazard job search strategy. Parental income also strengthened the relationship between job interviews and job offers. Study 2 mostly replicated these findings while showing that the effects generalize to other facets of class background. Study 2 additionally explored mechanisms for why working-class individuals use a more haphazard job search strategy. Although class background positively predicted social capital and social capital negatively predicted a haphazard strategy, social capital did not mediate the negative relationship between class background and a haphazard strategy. Finally, although working-class individuals use a more haphazard strategy on average, exploratory analyses show that those with high psychological capital start with a more haphazard strategy but progress to a low haphazard strategy within two months-on par with upper-class individuals. Conversely, working-class individuals with low psychological capital maintained a more haphazard approach over time. Our findings add new insights into how individuals can conduct a more effective job search and why class inequality remains so durable.
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