Job design in temporal context: a career dynamics perspective

Fried, Yitzhak; Grant, Adam M.; Levi, Ariel; Hadani, Michael; Slowik, Linda H.

doi:10.1002/job.486

Cited by 125 publications

(126 citation statements)

References 71 publications

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“…As social interaction has become more pervasive and prominent in contemporary work organisations, the importance of social and relational characteristics within job design theory is becoming increasingly recognised (Fried, Grant, Levi, Hadani & Slowik, 2007;Grant & Parker, 2009;Morgeson & Humphrey, 2006;Oldham & Hackman, 2010). A recent meta-analysis by Humphrey et al (2007) found that social characteristics were associated with performance, turnover and satisfaction beyond non-social job properties.…”

Section: Social Resourcesmentioning

confidence: 99%

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Cullinane

Bosak

Flood

et al. 2014

The International Journal of Human Resource Management

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ii Declaration I hereby certify that this material, which I now submit for assessment on the programme of study leading to the award of Doctor of Philosophy is entirely my own work, and that I have exercised reasonable care to ensure that the work is original, and does not to the best of my knowledge breach any law of copyright, and has not been taken from the work of others save and to the extent that such work has been cited and acknowledged within the text of my work. Flood. Patrick has provided great support and guidance during the past four years. He was also very influential in my decision to undertake the PhD during my time as a teaching assistant in DCU, and I will always be grateful for that push in the right direction. Over the past four years Janine has become both a wonderful mentor and a great friend. She has acted as my personal coach during this time and continued to build my confidence in my writing, presenting, and analytical skills, particularly when I was feeling insecure. Janine has also been a great advocate of my career and helped me to broaden my skills during my time as a PhD student in terms of teaching, writing and networking. The activities we were involved in together kept me sane and allowed me to maintain balance and perspective on my research. Both supervisors shared their wide international network of colleagues with me during my research which allowed me to meet and work with a number of very influential and interesting people over the years. It was a pleasure to work with you both.I would also like to thank Professor Eva Demerouti (Eindhoven University of Technology) with whom I collaborated with throughout this research. Eva was extremely accommodating when I approached her as an inexperienced and nervous first year student wanting to draw on her time and expertise in the area of engagement and burnout. I am very grateful for all the time, advice and encouragement she provided at our meetings in Utrecht, Eindhoven and during conferences. I also wish to acknowledge the time and effort spent by Eva in reading my work and assisting me with my statistical analysis, which is greatly appreciated. AbstractStudies to date which examine the quality of working life under lean manufacturing have yielded contradictory findings, whereby positive, negative and contingent effects on employee well-being have been demonstrated. A large contributor to these inconsistencies is the absence of an applicable model of job design which captures the complex socio-technical nature of this context. This research proposes and tests a model of job design under lean manufacturing using the Job Demands-Resources framework in order to capture the distinct motivational and health-impairing potential of this context. Cross-sectional data was collected from 200 employees working in a multi-national pharmaceutical manufacturing organisation with extensive lean usage. The findings supported hypotheses relating to the direct and interactive effects of lean-specific resources and demands in the prediction of ...

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Section: Social Resourcesmentioning

confidence: 99%

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Cullinane

Bosak

Flood

et al. 2014

The International Journal of Human Resource Management

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“…The vast majority of studies conducted on job crafting are theoretical or qualitative in nature, with few quantitative approaches (Wrzesniewski and Dutton, 2001;Fried et al, 2007;Lyons, 2008;Berg et al, 2010a;Berg et al, 2010b). In this respect, the literature has highlighted the need for more work to be done on the quantitative empirical assessment of job crafting and its link with other study results (Slemp and Vella-Brodrick, 2013).…”

Section: Job Crafting Measurement In the Jd-r Modelmentioning

confidence: 99%

Job change without changing job? Exploring job crafting in Spain

Ficapal‐Cusí¹,

Torrent‐Sellens²,

Boada-Grau³

et al. 2014

IN3 work. pap. ser.

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“…Among employees, the attractiveness of earlier promotion increased with the passage of time compared with long-term senior executive positions (Saunders, & Fogarty, 2001). Theoretically, employees are more willing to tolerate non-stimulating jobs if they expect to advance in the near future (Fried, Grant, Levi, Hadani, & Slowik, 2007).…”

Section: Introductionmentioning

confidence: 99%

Do people adjust career choices according to socioeconomic conditions? An evolutionary analysis of future discounting.

Leitão¹,

Guedes²,

Yamamoto³

et al. 2013

Psychology & Neuroscience

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The ability to process environmental cues and make advantageous choices has been fundamental during human evolution. Discounting future rewards is a capacity of our evolved mind and could be useful for understanding career decisions. This paper investigated the relationship between real-life plans, career choices, and income indicators based on an evolutionary approach of future discounting. Study 1 analyzed the plans of 200 senior high school students, and Study 2 analyzed a database of 46,649 applicants to a Brazilian public university. The results demonstrated that lower income subjects made career decisions with quicker returns and smaller investments. They included a job in immediate plans more frequently than higher income students who planned to go to a university. Analyzing the applicants' choices, higher income subjects sought courses with greater entrance difficulty. We suggest that individuals adjust career plans and choices according to their socioeconomic conditions and assume different discounting rates by considering risks of failure and future gains.

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Job design in temporal context: a career dynamics perspective

Cited by 125 publications

References 71 publications

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Job design under lean manufacturing and the quality of working life: a job demands and resources perspective

Job change without changing job? Exploring job crafting in Spain

Do people adjust career choices according to socioeconomic conditions? An evolutionary analysis of future discounting.

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