A reassessment of the relationship between job specialization, job rotation and job burnout: example of Taiwan's high-technology industry

Hsieh, An‐Tien; Chao, Hui-Yu

doi:10.1080/09585190410001677331

Cited by 75 publications

(50 citation statements)

References 27 publications

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“…This finding is also consistent with the existing literature (Hsieh and Chao, 2004;Gill et al, 2006;Pienaar and Willemse, 2008). Job rotation is recommended to alleviate such sources of job burnout as monotony and boredom with the daily operations involved in hospitality.…”

Section: Discussion and Recommendationssupporting

confidence: 93%

“…Many empirical studies (e.g., Leiter and Maslach, 1988;Firth and Britton, 1989;Cordes and Dougherty, 1993;Turnipseed, 1994;Wright and Bonett, 1997;Etzion et al, 1998;Maslach and Goldberg, 1998;Van Dierendonck et al, 1998;Gillespie et al, 2001;Hsieh and Chao, 2004;Gill et al, 2006;Pienaar and Willemse, 2008) have reported that burnout results in additional negative effects on individuals, including reduced satisfaction and lower levels of productivity. Burnout also impacts the organization and management by eliciting employee mistrust and discouraging teamwork.…”

Section: Burnoutmentioning

confidence: 99%

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Antecedents and consequences of job satisfaction in the hotel industry

Yang

2010

International Journal of Hospitality Management

286

176

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Section: Discussion and Recommendationssupporting

confidence: 93%

Section: Burnoutmentioning

confidence: 99%

Antecedents and consequences of job satisfaction in the hotel industry

Yang

2010

International Journal of Hospitality Management

286

176

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“…Although Hsieh and Chao (2004) found that job rotation was negatively associated with burnout, a study by found that employees who are engaged at work have higher work-to-family conflict because they enact more helping behaviours, or OCBs, leading to resource drain. A related contention is that, if engaged workers are more stressed, then according to the economic theory of compensating differentials (Rosen 1986), organisations must compensate engaged employees for the associated health risks.…”

Section: Practical Implicationsmentioning

confidence: 99%

The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours

Shantz

Alfes

Truss

et al. 2013

The International Journal of Human Resource Management

195

166

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The present study examined a potential mediator of the job design-performance relationship, namely, employee engagement. Data were obtained via a survey of 283 employees in a consultancy and construction firm based in the UK and from supervisors' independent performance evaluations. The results reveal that employees who hold jobs that offer high levels of autonomy, task variety, task significance and feedback are more highly engaged and, in consequence, receive higher performance ratings from their supervisors, enact more organisational citizenship behaviours, and engage in fewer deviant behaviours. Theoretical and practical implications are discussed.

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“…The main determinant of adopting job rotation formerly was job specialization, and the purpose pursued was to minimize the degree of monotony, boredom, and fatigue [15]. However, there exist some other determinants to the adoption of job rotation such as firm and workforce characteristics, HRM practices [12], job complexity, variety of products, and multi-skilling policies [15] whereas theories encourage adopting job rotation almost always, supported by learning, motivation, and generally human factors. Recently, dynamic and autonomous nature of jobs in modern Japanese companies encourage them to rotate workers frequently, adapting more with work teams to develop organizational learning as well as human learning [29].…”

Section: Introductionmentioning

confidence: 99%

GA and ICA approaches to job rotation scheduling problem: considering employee’s boredom

Ayough

Zandieh

Farsijani

2011

Int J Adv Manuf Technol

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This paper presents a new model dealing with the job rotation scheduling problem, which is less studied, focusing on human characteristics such as boredom.Existing literature on conceptualizing boredom shows that researchers evaluate boredom in terms of exposure to the same tasks. We developed it to "exposure to similar tasks" and defined its functionality based on the need of assigning jobs with more similarity to each worker in the smallest period of planning which lowers the external interruption effect on worker's concentration. To address the imbalance between number of jobs and that of workers in many industrial settings, we developed a multi-period imbalance assignment model. The proposed model is to rotate workers during a given planning horizon such that the total cost including assignment and boring cost will be minimized. The applicability of the model is described by presenting some real cases and validated through solving several randomly produced test problems by using Lingo software. Two search algorithms, genetic algorithm (GA) and imperialist competitive algorithm (ICA), designed to conquer the algorithmic complexity of model and their parameters adjusted using Taguchi's method were used. The efficiency of algorithms is shown, comparing it with Lingo computation times, and it is shown that ICA solutions have better quality than GA solutions as well.

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A reassessment of the relationship between job specialization, job rotation and job burnout: example of Taiwan's high-technology industry

Cited by 75 publications

References 27 publications

Antecedents and consequences of job satisfaction in the hotel industry

Antecedents and consequences of job satisfaction in the hotel industry

The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours

GA and ICA approaches to job rotation scheduling problem: considering employee’s boredom

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