Experimental evidence for the effects of task repetitiveness on mental strain and objective work performance

Häusser, Jan A.; Schulz‐Hardt, Stefan; Schultze, Thomas; Tomaschek, Anne; Mojzisch, Andreas

doi:10.1002/job.1920

Cited by 24 publications

(9 citation statements)

References 50 publications

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“…Beyond advancing the self‐objectification literature, our findings provide an important contribution to the experimental literature on organizational work research. Some studies in this field have shown, for example, that performing repetitive tasks has a detrimental effect on well‐being (Hӓusser et al ., ), individual motivation (Freude, Ullsperger, & Mölle, ), and self‐reported stress (Cox, Mackay, & Page, ). By extending this previous research, we revealed that performing repetitive, fragmented, and other‐directed tasks also affects workers' self‐perceptions as objects and, in turn, their belief in personal free will.…”

Section: Discussionmentioning

confidence: 99%

“…Study 3 aimed to replicate these findings with a more ecologically valid paradigm. That is, we created an ad hoc simulation of a computer job activity by adapting a paradigm used in organizational work laboratory research (Hӓusser, Schulz‐Hardt, Schultze, Tomaschek, & Mojzisch, ; Experiment 1). More specifically, the participants in the objectifying and non‐objectifying conditions were asked to assume the role of a computer shop online seller.…”

Section: Studymentioning

confidence: 99%

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Work and freedom? Working self‐objectification and belief in personal free will

Baldissarri

Andrighetto

Gabbiadini

et al. 2016

British J Social Psychol

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The current work aimed to extend the burgeoning literature on working objectification by investigating the effects of particular job activities on self-perception. By integrating relevant theoretical reflections with recent empirical evidence, we expected that performing objectifying (i.e., repetitive, fragmented, and other-directed) tasks would affect participants' self-objectification and, in turn, their belief in personal free will. In three studies, we consistently found that performing a manual (Study 1 and Study 2) or a computer (Study 3) objectifying task (vs. a non-objectifying task and vs. the baseline condition) led participants to objectify themselves in terms of both decreased self-attribution of human mental states (Study 1 and Study 3) and increased self-perception of being instrument-like (Study 2 and Study 3). Crucially, this increased self-objectification mediated the relationship between performing an objectifying activity and the participants' decreased belief in personal free will. The theoretical and practical implications of these findings are considered.

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Section: Discussionmentioning

confidence: 99%

Section: Studymentioning

confidence: 99%

Work and freedom? Working self‐objectification and belief in personal free will

Baldissarri

Andrighetto

Gabbiadini

et al. 2016

British J Social Psychol

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“…This research focuses on computer-using office workers who are exposed to psychosocial risks [ 14 ] derived from their job, as a result of repetitive data entry tasks [ 15 ], as well as from contact with the public which may represent an additional stress source [ 16 – 18 ]. The purpose of this research is to assess the quality of working life, especially in terms of exposure to psychosocial risks, in a group of workers who belong to the same company and share the same workplaces, with particular attention to gender differences that, according to EC regulations, deserve careful attention.…”

Section: Introductionmentioning

confidence: 99%

Quality of Life in Workers and Stress: Gender Differences in Exposure to Psychosocial Risks and Perceived Well-Being

Sio

Cedrone

Sanità

et al. 2017

BioMed Research International

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Background Quality of working life is the result of many factors inherent in the workplace environment, especially in terms of exposure to psychosocial risks. Objectives The purpose of this study is to assess the quality of life with special attention to gender differences. Methods The HSE-IT questionnaire and the WHO-5 Well-Being Index were administered to a group of workers (74 males and 33 females). The authors also used Cronbach's alpha test to assess the internal consistency of both questionnaires and the Mann–Whitney test to evaluate the significance of gender differences in both questionnaires. Results The HSE-IT highlighted the existence of work-related stress in all the population with a critical perception regarding the domain “Relationships.” Furthermore, gender analysis highlighted the presence of two additional domains in the female population: “Demand” (p = 0,002) and “Support from Managers” (p = 0,287). The WHO-5 highlighted a well-being level below the standard cut-off point with a significant gender difference (p = 0.009) for males (18, SD = 6) as compared to females (14, SD = 6,4). Cronbach's alpha values indicated a high level of internal consistency for both of our scales. Conclusions The risk assessment of quality of working life should take into due account the individual characteristics of workers, with special attention to gender.

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“…According to some scholars (Häusser et al , 2014), the repetitiveness of jobs also acts as an important resource in aiding job performance. Lin et al (2014) lay emphasis on the fitment of a person to a job, while Lorente et al (2014) show that job control leads to increased job performance.…”

Section: Resultsmentioning

confidence: 99%

Factors affecting job performance: an integrative review of literature

Pandey

2019

MRR

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Purpose Job performance is an important variable, which primarily affects outcomes at three levels: the micro level (i.e. the individual), the meso level (i.e. the group) and the macro level (i.e. the organisation). This paper aims to identify, analyse and synthesise factors that affect job performance. Design/methodology/approach Through an extensive integrative review of literature, this study identifies and classifies the factors that affect job performance. A synthesised model based on the schema of demands, resources and stressors is also developed. Findings The demands identified are grouped into physical, cognitive and affective. Stressors adversely affecting job performance are classified at an individual level, job level and family level. Finally, resources are classified at an individual level, job level, organisational level and social level. Research limitations/implications This review enhances the job demands-resources (JD-R) model to job demands-resources-stressors (JD-R-S) model by identifying a separate category of variables that are neither job demands nor resources, but still impede job performance. Practical implications The subgroups identified under demands, resources and stressors provide insights into job performance enhancement strategies, by changing, managing or optimising them. Originality/value This study helps in better understanding the factors that go on to impact job performance differentially, depending on the group to which they belong. It gives a holistic picture of factors affecting job performance, thereby integrating classifying and synthesising the vast literature on the topic.

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Experimental evidence for the effects of task repetitiveness on mental strain and objective work performance

Cited by 24 publications

References 50 publications

Work and freedom? Working self‐objectification and belief in personal free will

Work and freedom? Working self‐objectification and belief in personal free will

Quality of Life in Workers and Stress: Gender Differences in Exposure to Psychosocial Risks and Perceived Well-Being

Factors affecting job performance: an integrative review of literature

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