Outcomes of Meaningful Work: A Meta‐Analysis Allan, Blake A.; Batz-Barbarich, Cassondra; Sterling, Haley M. ...
Journal of management studies,
20/May , Letnik:
56, Številka:
3
Journal Article
Recenzirano
Using job characteristics theory as a framework, we calculated meta‐analytic effect sizes between meaningful work and various outcomes and tested a mediated model of meaningful work predicting ...proximal and distal outcomes with meta‐analytic structural equation modelling (MASEM). From 44 articles (N = 23,144), we found that meaningful work had large correlations (r = 0.70+) with work engagement, commitment, and job satisfaction; moderate to large correlations (r = 0.44 to −0.49) with life satisfaction, life meaning, general health, and withdrawal intentions; and small to moderate correlations (r = −0.19 to 0.33) with organizational citizenship behaviours, self‐rated job performance, and negative affect. The best MASEM fitting model was meaningful work predicting work engagement, commitment, and job satisfaction and these variables subsequently predicting self‐rated performance, organizational citizenship behaviours, and withdrawal intentions. This meta‐analysis provides estimated effect sizes between meaningful work and its outcomes and reveals how meaningful work relates directly and indirectly to key outcomes.
•We review early work in the area of job design.•We analyze contemporary research that has expanded our knowledge of job design.•We discuss several directions for future research in the area of job ...design.
This article reviews the research and theory that have focused on the design of jobs in organizations. We begin by summarizing some of the earliest work on this topic and then move to a discussion of several approaches to job design that attempted to address the shortcomings of this work. Next, we discuss several streams of contemporary research that have expanded the scope or deepened our understanding of job design. We conclude with a discussion of some future directions for research with an emphasis on job crafting, the effects of new work arrangements on the design of jobs, generational differences and reactions to job design, cultural differences and job design, and the impact of job design on organizational structures and employees’ personal characteristics.
The current meta-analytic review examined the effectiveness of job search interventions in facilitating job search success (i.e., obtaining employment). Major theoretical perspectives on job search ...interventions, including behavioral learning theory, theory of planned behavior, social cognitive theory, and coping theory, were reviewed and integrated to derive a taxonomy of critical job search intervention components. Summarizing the data from 47 experimentally or quasi-experimentally evaluated job search interventions, we found that the odds of obtaining employment were 2.67 times higher for job seekers participating in job search interventions compared to job seekers in the control group, who did not participate in such intervention programs. Our moderator analysis also suggested that job search interventions that contained certain components, including teaching job search skills, improving self-presentation, boosting self-efficacy, encouraging proactivity, promoting goal setting, and enlisting social support, were more effective than interventions that did not include such components. More important, job search interventions effectively promoted employment only when both skill development and motivation enhancement were included. In addition, we found that job search interventions were more effective in helping younger and older (vs. middle-aged) job seekers, short-term (vs. long-term) unemployed job seekers, and job seekers with special needs and conditions (vs. job seekers in general) to find employment. Furthermore, meta-analytic path analysis revealed that increased job search skills, job search self-efficacy, and job search behaviors partially mediated the positive effect of job search interventions on obtaining employment. Theoretical and practical implications and future research directions are discussed.
Much research shows it is possible to design motivating work, which has positive consequences for individuals and their organizations. This article reviews research that adopts this motivational ...perspective on work design, and it emphasizes that it is important to continue to refine motivational theories. In light of continued large numbers of poor-quality jobs, attention must also be given to influencing practice and policy to promote the effective implementation of enriched work designs. Nevertheless, current and future work-based challenges mean that designing work for motivation is necessary but insufficient. This review argues that work design can be a powerful vehicle for learning and development, for maintaining and enhancing employees' physical and mental health, and for achieving control and flexibility simultaneously (for example, in the form of ambidexterity); all these outcomes are important given the challenges in today's workplaces. The review concludes by suggesting methodological directions.
This paper models the optimal search strategies of the unemployed across space to characterize local labor markets. Our methodology allows for linkages between numerous areas, while preserving ...tractability. We estimate that labor markets are quite local, as the attractiveness of jobs to applicants sharply decays with distance. Also, workers are discouraged from searching in areas with strong competition from other job-seekers. However, as labor markets overlap, a local stimulus or transport improvements have modest effects on local outcomes, because ripple effects in job applications dilute their impact across a series of overlapping markets.
Education is considered one of the most critical human capital investments. But does formal educational attainment "pay off" in terms of job satisfaction? To answer this question, in Study 1 we use a ...meta-analytic technique to examine the correlation between educational attainment and job satisfaction (k = 74, N = 134,924) and find an effect size close to zero. We then build on the job demands-resources (JD-R) model and research that distinguishes between working conditions and perceived stress to theorize that educational attainment involves notable trade-offs. In Study 2 we develop and test a multipath, two-stage mediation model using a nationally representative sample to explore this idea. We find that, while better-educated individuals enjoy greater job resources (income, job autonomy, and job variety), they also tend to incur greater job demands (work hours, task pressure, job intensity, and time urgency). On average, these demands are associated with increased job stress and decreased job satisfaction, largely offsetting the positive gains associated with greater resources. Given that the net relationship between education and job satisfaction emerges as weakly negative, we highlight that important trade-offs underlie the education-job satisfaction link. In supplemental analyses, we identify boundary conditions based on gender and self-employment status (such that being female exacerbates, and being self-employed attenuates, the negative association between education and job satisfaction). Finally, we discuss the practical implications for individuals and organizations, as well as alternative explanations for the education-job satisfaction link.
Two different research streams are encountered in the job crafting literature. The first, defined as task, cognitive, and relational job crafting by Wrzesniewski and Dutton (2001), has predominantly ...applied qualitative research designs to explore how employees craft their jobs to better align them with their preferences, abilities, and motivations to enhance work meaning and identity. The second stream, characterized by crafting job demands and job resources (Tims & Bakker, 2010), focuses mostly on quantitative research designs and examines the antecedents of job crafting and whether those antecedents are related to work-related well-being and performance. Although the quantitative studies have recently been meta-analyzed (Lichtenthaler & Fischbach, 2018; Rudolph, Katz, Lavigne, & Zacher, 2017), the knowledge that is captured in the qualitative studies has not been formally integrated. We contribute to a better understanding of job crafting by conducting a meta–synthesis of the qualitative research. Analyzing 24 qualitative studies, we developed a process model of job crafting that enhances an in-depth understanding of the processes associated with job crafting. More specifically, we highlight the motives for job crafting (i.e., proactive or reactive) and how the specific context may influence the form of job crafting in which individuals engage. Next, the process model shows that personal factors connect job crafting forms to the experienced job crafting consequences. The process model enables a better understanding of the conditions under which job crafting is most likely to generate positive or negative experiences.
•Job crafting captures the proactive changes employees make to their own jobs.•We present a meta–synthesis of 24 qualitative job crafting studies.•We provide a process view on job crafting depicting motives, forms, and outcomes.•Contextual and personal factors influencing the job crafting process are identified.•This study supplements knowledge of quantitative meta–analyses on job crafting.
We carried out a meta-analysis of perceived overqualification (POQ). Synthesizing twenty-five years of research (k=61), we helped to clarify disparate and conflicting findings in the literature. Our ...results indicated that POQ was associated with job satisfaction (ρ=−0.41), organizational commitment (ρ=−0.35), turnover intentions (ρ=0.37), job search behaviors (ρ=0.30), and psychological wellbeing (ρ=−0.26). In terms of job performance, POQ was associated with CWB (ρ=0.16) and self-ratings of OCB (ρ=−0.25), but not task (ρ=0.04) or creative and innovative (ρ=0.04) performance dimensions. Results further indicated that POQ was associated with education (ρ=0.08), negative affectivity (ρ=0.11), narcissism (ρ=0.09), and objective overqualification (ρ=0.40). Beyond providing estimates of population correlations, we addressed a number of important gaps in the literature, including the role of power distance as a moderator. Implications for research and practice are discussed.
•POQ was associated with job attitudes, retention, and psychological wellbeing.•POQ was related to CWBs and self-ratings of OCBs, but not task performance or CIP.•POQ was associated with education, NA, narcissism, and objective overqualification.•Several relationships were moderated by power distance.•Job attitudes partially mediated the POQ-turnover intentions relationship.
Aim
Using an interactionist perspective to test on‐the‐job embeddedness and off‐the‐job embeddedness as possible moderators for the predictive effects of job satisfaction and job stress on nurses’ ...turnover intentions.
Background
As turnover worsens nurse shortages across the globe, researchers needs to find ways to work out and reduce nurses’ turnover intentions. By exploring contributory factors, namely on‐the‐job and off‐the‐job embeddedness as two distinctive forms that both act as moderators, we add to the literature on effective nurse retention and highlight that incorporating off‐the‐job factors can provide a more realistic understanding of why people consider leaving their organization.
Design
Survey of 361 nurses of the United Kingdom's (UK's) National Health Service, in 2016.
Method
We conducted hierarchical multiple regression and simple slope analyses.
Results
Job satisfaction was negatively associated with turnover intentions, and this negative relationship was stronger when off‐the‐job embeddedness was high (vs. low). Job stress was positively related to turnover intentions, yet high (vs. low) off‐the‐job embeddedness buffered this relationship. In contrast, when on‐the‐job embeddedness was high (vs. low), the relationship between job stress and turnover intentions were even stronger.
Conclusion
Results showed that using an interactionist perspective is useful in predicting nurse turnover. Nursing management should be made aware of the importance of being embedded off‐the‐job to prevent nurse turnover. This paper issues guidelines to form a more comprehensive staff retention programme for the healthcare sector.
目的
采用互动论者观点来测试工作内嵌入和工作外嵌入而作为工作满意度和工作压力对护士离职意愿预测效果的可能调节因素。
背景
随着全球护士离职加剧了护士短缺,研究人员需要找到方法来解决和减少护士的离职意愿。通过探索促成因素,即,作为调节因素的两种不同形式的工作内嵌入和工作外嵌入,我们补充了关于有效护士保留率的文献,并强调,纳入工作外因素能够更现实地理解人们为什么会想要离职。
设计
在2016年,对英国(UK)国家医疗服务体系下的361名护士进行了调查。
方法
我们进行了阶层多元回归分析法和简单斜率分析法。
结果
工作满意度与离职意向呈负相关,当工作外嵌入较高(相对较低)时,这种负相关关系更强。工作压力与离职意向呈正相关,但高(与低)的工作外嵌入缓冲了这种关系。相比之下,当工作外嵌入较高(相对较低)时,工作压力和离职意愿之间的关系更强。
结论
结果表明,采用互动论者观点来预测护士离职是有用的。护理管理人员应该意识到工作外嵌入对防止护士离职的重要性。这篇论文发布了为医疗保健行业制定更全面的员工保留计划的指导方针。
This study aims to examine how job resources, demands, and self‐efficacy affect American STEM teachers' job satisfaction by analyzing the US TALIS 2018 data. Multiple regression and commonality ...analysis were used to analyze factors' significant contributions and their detailed real unique and common contributions to STEM teachers' job satisfaction. The results show that the final model explains 29.6% of the variances of STEM teachers' job satisfaction. The commonality analysis further showed that job resources, job demands, and job self‐efficacy explained 23.5%, 8.6%, and 8.0% of variances of job satisfaction, respectively. However, these factor sets uniquely contributed 15.9%, 2.9%, and 2.1% of the variance, separately. This study confirms the validity of the revised job demands−resources model for STEM teachers' job satisfaction. Furthermore, the commonality analysis reveals the unique and independent contributions of job demands, resources, and self‐efficacy to job satisfaction. Results from the research identified the significance of job resources contributing to the improvement of STEM teachers' job satisfaction.
Practitioner Points
Job self‐efficacy is one kind of personal resource in the job demands−resources model.
The job demands−resources model for STEM teachers' job satisfaction has been examined and confirmed as an effective model.
Job resources is the most significant contributor to STEM teachers' job satisfaction.
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