Search

We integrate the job characteristics and dual work passion models to explore the indirect (via work meaningfulness) effects of job characteristics (i.e., job autonomy, task identity, skill variety, task significance, feedback from the job and feedback from others) on two types of work passion, harmonious passion (HP) and obsessive passion (OP). We first advance occupation‐specific predictions for job characteristics‐to‐work passion relationships and then explore differences in those relationships between HP and OP across four occupational sectors: knowledge work (n = 201), blue‐collar work (n = 148), nonprofit work (n = 141), and managerial work (n = 133). Our findings demonstrate that job characteristics are important drivers of work passion. However, our key discovery is that the motivational impact of the job characteristics is not universally applicable but rather depends on the specific occupational context and whether passion is harmonious or obsessive. We therefore conclude that when it comes to translating job characteristics into work passion, the one‐size‐fits‐all approach is not appropriate. [ABSTRACT FROM AUTHOR]

Workplace violence (WPV) is on the rise in occupational settings across Taiwan, with civil servants being no exception to this concerning trend. This study seeks to explore gender disparities in WPV and assess its correlation with job characteristics. A total of 20,046 civil servants from 647 institutions participated in the study, revealing significant gender-based differences in the occurrence of four categories of violence. Upon adjusting for covariates, the findings indicate that female civil servants exhibit higher odds ratios (aORs) for experiencing psychological (aOR=1.62), verbal (aOR=1.43) and sexual harassment (aOR=1.40). Particularly noteworthy is the increased likelihood of WPV among female civil servants compared to their male counterparts, especially within specific demographics: those working in health services (aOR=2.24), local government (aOR=1.64), unmarried civil servants (aOR=1.88) and those in supervisory positions (aOR=1.64). These results hold significant implications for anticipating, preventing and intervening in incidents of WPV within governmental offices. There is a pressing need for enhanced training programmes addressing gender-based WPV, emphasizing the importance of preparedness and intervention strategies for civil servants, especially those identified as more vulnerable based on their demographic and occupational profiles. [ABSTRACT FROM AUTHOR]

Building employee loyalty is a prerequisite for a company to achieve a competitive advantage, high organizational performance, and sustainability. The lack of voluntary leaves does not result in recruitment costs or reduced efficiency during the adaptation period of a new employee. It helps retain knowledge and experience within the organization. The article aims to explore employees' loyalty in terms of voluntary employment continuity during the pandemic slowdown of COVID-19, when employee loyalty was put to an exceptional test, and identify the factors that have had the most significant impact. This empirical study was carried out for Germany, mainly due to the strength and position of the German economy in Europe and the availability of a large, detailed micro dataset necessary for in-depth econometric analyses. The dataset used in the survey is the fifth wave of the German Linked Personnel Panel—LPP in 2020/21 (N = 7397). A multinomial logit model was used as a research tool. Loyalty appears as an explained variable in four ordered logit models that differ in the set of explanatory variables. The explanatory variables include demographics, job title, working conditions, compensation and rewards, job content, training and career development, teamwork, and relationships with colleagues and superiors. The results confirm the influence of extra-organizational factors, such as age and living in a four- or five-person household, on employee loyalty. However, age seems to be a factor of decreasing importance. Too much complexity of work, manifested by great task variety, working in multiple teams, and the requirement to perform work remotely, harmed employee loyalty during the pandemic. Findings justify building loyalty based on sustainable human resource policies to increase income satisfaction, reasonable workload, competence development, and greater autonomy at work. It is also clear that leadership issues (fairness in contact with superiors and recognition for work) mattered during this challenging time and have a high potential to improve employee loyalty in the future. [ABSTRACT FROM AUTHOR]

This study aimed to understand job characteristics of generations Y and Z who present a new workforce demographic challenge for organizations. Using the Work Design Questionnaire, data were collected from 582 representatives of these generations residing in Pakistan and Russia and analyzed using a latent profile analysis and a multinomial logistic regression. The analysis resulted in three profiles across both generations that point to weak, moderate, and strong preference for job characteristics. The results indicate generation Z have higher preferences for feedback from others and from the job than generation Y while generation Y have higher preferences for work conditions than generation Z. Specifically, we examine the effects of generation and work experience on the membership in job characteristics profiles. The results could assist organizations in re‐calibrating their work design approaches and practices to better integrate, motivate, and retain these cohorts of employees. Adjustments should be made to the attraction, recruitment, selection, and onboarding strategies for new employees and motivation, communication, and retention practices for current employees. [ABSTRACT FROM AUTHOR]

Despite alternative work arrangements becoming more prevalent, existing work design approaches are mostly based on research and practice of traditional on‐site work. Struggles with capturing employee performance are reported across different off‐site, non‐traditional forms of work, such as remote and hybrid. This article performs a comprehensive fuzzy set qualitative comparative analysis to juxtaposing different configurations of job characteristics across forms of work. Our multi‐source study is based on a matched sample of 1215 diverse working personnel (with supervisors, who evaluated employee performance) in Montenegro. Based on the pathways leading to task performance in different forms of work, we develop propositions centered on the key principles of designing traditional and alternative, non‐traditional forms of work. While we confirm the importance of enriched work design, several specific characteristics and their accompanying configurations (including compensatory effects) are highlighted with regard to the task performance achieved. These include high levels of task identity for all three forms of work (on‐site, hybrid and remote). Work performed in a traditional on‐site setting additionally requires greater task variety. Conversely, remote work requires high information processing and social support. The hybrid model calls for the most complicated work design that combines essential elements of both the on‐site and remote work paradigms, namely task variety and information processing, and also for enhanced mechanisms for job feedback. Hybrid work is a universal social phenomenon still on the uptake that likely represents the future of work, and since it combines traditional settings with information and communication technologies, we also emphasise the importance of field‐bridging future research of information systems and organisational design areas. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Journal of Administrative Sciences (John Wiley & Sons, Inc.) is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Based on the principles of positive psychology, this study aims to investigate the mediating role of job characteristics (task, knowledge, social and work context) in the connection between lean manufacturing (LM) practices and employee well-being. Design/methodology/approach: Employee well-being, encompassing job satisfaction, organizational affective commitment and work involvement, is conceptualized as a second-order construct. Using a proposed model, an online survey was administered to 520 participants across 23 operational sectors categories of the Brazilian manufacturing industry. The data is processed using structural equation analysis. Findings: The research shows that the relationship between LM practices and employee well-being is partially mediated through three out of the four work characteristics (task, knowledge and social). In addition, LM exerts a direct and significant influence on employee well-being. Practical implications: This study contributes to practical insights by encouraging industrial managers to refine their managerial work design. It highlights the importance of appropriately dimensioning tasks, nurturing social skills to enhance interactions and task execution and optimizing physical facilities to counteract potential initial-stage work intensification during LM implementation. Originality/value: Previous research about organizational behavior extensively examines happiness at work, focusing on constructs such as well-being, satisfaction, commitment, engagement and motivation, but there is a lack of studies assessing employee well-being in the lean context, particularly from a positive perspective. [ABSTRACT FROM AUTHOR]

The theory of relational coordination holds that frequent, timely, accurate, and problem‐solving communication positively interacts with relationships of mutual respect, shared goals, and shared knowledge to support effective work coordination. With increasing numbers of employees working remotely, Advanced Communication Technologies (ACTs) are crucial for enabling the communication necessary for relational coordination. To investigate how organizations can maintain effective communication between employees in remote work settings, we conducted 47 interviews across multiple organizations. We find that users enact different affordances, that is, action possibilities, of the same material features of an ACT. Enacting these affordances supports frequent, timely, accurate, and problem‐solving communication when working remotely. Which affordances users enact varies systematically with job characteristics. Specifically, users whose jobs have high levels of task variety, autonomy, creative problem solving, and interdependence across teams enact more of the affordances that enable effective communication. Comprehensive ACTs that integrate all communication features into one technology and rules requesting the company‐wide exclusive interaction with this ACT strengthen the relationship between users' job characteristics and affordance enactment. Our findings show that it is important to involve HRM from the outset so that, in close cooperation with IT, a system can be found that—supported by suitable sets of rules—enables effective communication. [ABSTRACT FROM AUTHOR]

Purpose – I adapt the Integrated Model of Workplace Safety (Christian et al., 2009) to information security and highlight the need to understand additional factors that influence security compliance and additional security outcomes that need to be studied (i.e. security participation). Research limitations/implications – This model argues that distal factors in four major categories (employee characteristics, job characteristics, workgroup characteristics and organizational characteristics) influence two proximal factors (security motivation and security knowledge) and the security event itself, which together influence two important outcomes (security compliance and security participation). Practical implications – Safety is a systems design issue, not an employee compliance issue. When employees make poor safety decisions, it is not the employee who is at fault; instead, the system is at fault because it induced the employee to make a poor decision and enabled the decision to have negative consequences. Social implications – Security compliance is as much a workgroup issue as an individual issue. Originality/value – I believe that by reframing information security from a compliance issue to a systems design issue, we can dramatically improve security.

Copyright of Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The recent technological, economic and innovative developments have reshaped the long-established business models. Organizational change is now an important component of tactical plans for most businesses, leading to both new threats and potential prospects. The surge in the adoption of technologies marks a decisive shift towards digital transformation. This compels organizations to recalibrate their processes, objectives, and overarching missions to remain competitive. However, digital change often brings with it feelings of uncertainty, stress and concerns about job security. The study seeks to bridge the knowledge gap concerning the relationship between an employee's intrinsic motivation and affective commitment during such transformations. A theoretical model outlines predictors of employee intrinsic motivation, including perceived job characteristics and employee self-esteem. The paper reveals that job characteristics during digital transformation, along with employee self-esteem, positively influence intrinsic motivation, which in turn affects affective commitment. [ABSTRACT FROM AUTHOR]

Workplace procrastination is a prevalent phenomenon that significantly impacts employee productivity and organizational competitiveness. Drawing on cognitive–motivational–relational theory, this study adopts an emotional perspective to investigate how and when job characteristics (i.e. hindrance job demands, challenge job demands and job resources) impact employees' workplace procrastination in distinct ways. We suggest that both hindrance and challenge demands may evoke fear of tasks, eliciting an action tendency of escape and avoidance, thus indirectly leading to procrastination. Notably, challenge demands may exhibit a dual effect by simultaneously enhancing interest in tasks with an action tendency of exploration, thus negatively and indirectly influencing procrastination. Job resources may generate joy about tasks, fostering an action tendency of free activation, thereby indirectly reducing procrastination. We further investigate how psychological capital, which largely shapes employees' appraisal of job characteristics, may alter the above relationships. We conducted two studies to examine our hypotheses and delve into the potential reversed relationships between job characteristics and procrastination. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Hospitality student interns are an important source of quality human resources (HR) to cope with serious labour shortage and sustain the future development of the hospitality industry. This study drew on job characteristics theory to examine the impact of job characteristics (JC) in hospitality internship on job satisfaction (JS) and job involvement (JI), and to assess how both work attitudes affect students' future career intention (FCI) and their job performance (JP) as perceived by their managers. JC was found to positively influence JS and JI. The relationships of JS and JI with FCI were significant but those with JP were insignificant. The full mediating effect of interns' JI was shown in this study. Moreover, this research specifically engaged HR professionals to discuss the survey results. The main findings and professional HR opinions were incorporated in the recommendations on internship enhancement to motivate and sustain interns' aspirations towards their hospitality career. [ABSTRACT FROM AUTHOR]

The purpose of this study is to identify core occupational characteristics that affect the potential for a job to be automated and to reveal the relationship and paths between those characteristics, such as skill(s), work environment and knowledge. In this study, a network was estimated and visualised to identify the relationship between occupational characteristics using the Gaussian graphical model method and to reveal the occupational characteristics linked to the potential for automation variable. As a result of estimating and visualising the network, it was found that the occupational characteristics with low potential for automation were art, decision-making, assisting and caring for others and working in cramped spaces, while those with high potential for automation involved repeating the same tasks. Furthermore, after analysing the shortest paths from each occupational characteristic node to the automation node, it was revealed that even occupational characteristics with high potential for automation can have varying levels of automation possibility depending on the mediators. Based on the results, education and vocational training policies for low- and middle-skill workers, young workers and potential workers are suggested. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to analyze, through a sequential model, the underlying mechanisms connecting transformational leadership with employee task performance. Specifically, it examined the causal chain of transformational leadership-job characteristics (task variety and task significance)-job engagement-task performance. Design/methodology/approach: The hypotheses were tested on a sample of 320 employees and their supervisors from Spanish young technology and knowledge-intensive small and medium-sized enterprises (SMEs) using structural equations. Findings: The results show that the effect of transformational leadership on task performance (assessed by supervisors) occurs sequentially via task significance and job engagement. Additionally, job engagement mediates the relationship between task variety and task performance. Practical implications: Findings highlight the relevance for supervisors to employ a transformational leadership style that leads employees directly and indirectly, through task significance, to be more engaged and achieve higher task performance. They also emphasize the importance of proper job design that allows employees to be fully invested in their job performance. Originality/value: Despite the importance of leadership and employee performance for the survival and growth of these firms, the study of these relationships is largely unexplored. This study proposes and tests a serial model in which supervisor transformational leadership is linked to employee task performance through two sequential mediators: job characteristics (task variety and task significance) and job engagement. [ABSTRACT FROM AUTHOR]

Shift work is increasingly recognized for its adverse long-term health impacts, yet its association with psychological well-being remains ambiguously understood. This study hypothesizes that variations in work activities between shift and non-shift workers may influence psychological outcomes. Existing literature, primarily rooted in industrial contexts, often neglects police service-specific factors, which are essential given the unavoidable nature of night and rotating shifts within this profession. A cross-sectional survey was implemented at the Aachen police headquarters to investigate the relationship between work hours, job characteristics, and psychological well-being among police officers. Drawing from the job demand-control-support model, this research examined time overload, activity scope, and social climate, alongside daily task completion ability, work time autonomy, and emotional stress related to police-specific activities. Out of 1239 solicited participants, a 65% response rate was achieved. The results showed that officers on rotating shifts (with and without night shifts) reported better mental well-being compared to those on standard day shifts. Shift work was associated with reduced working time autonomy, lesser time overload, and an increased likelihood of completing work tasks daily. However, no significant relationship was found between shift work and other job characteristics when these were controlled for, suggesting no direct effect of shift work on psychological well-being. The findings suggest that job characteristics associated with different working time models uniquely influence psychological well-being in the police service. This underscores the importance of integrating job characteristics into shift work planning to enhance officers' health. Identifying these influencing factors offers potential for significant improvements in work-design measures within the police service. [ABSTRACT FROM AUTHOR]

This study examines the moderating effect of co-worker support on the relationship between job characteristics and employee work engagement among secondary school teachers in Tanzania. A cross-sectional research design was adopted; data were collected using a structured questionnaire from 221 randomly selected respondents, and analysis was carried out using structural equation modelling. The findings indicate that job characteristics have a positive and significant relationship with employee work engagement (β = 0.478, p = 0.001). Additionally, the moderating effect of co-worker support on the relationship between job characteristics and employee work engagement is positive and significant (β = 0.305, p = 0.046). Conversely, the findings indicate that the relationship between co-worker support and employee work engagement is not statistically significant (β = 0.217, p = 0.067). These findings have implications for theory and management, suggesting that managers in the education sector should prioritise fostering a supportive atmosphere among teachers and encouraging mutual assistance and collaboration. This can create a work environment where employees feel valued and empowered, leading to increased job satisfaction and engagement. The study aligns with the job characteristics model, highlighting that job characteristics promote positive outcomes like relationship-building, teamwork, and employee retention. It recommends evaluating jobs to improve their features, making them more attractive and rewarding, which increases employee engagement. Additionally, ambiguous and less attractive jobs should be redesigned to minimise anxiety and stress.

BACKGROUND: Inability to return to work (RTW) is common after acute respiratory distress syndrome (ARDS). OBJECTIVES: The aim of this study is to examine interrelationships among pre-ARDS workload, illness severity, and post-ARDS cognitive, psychological, interpersonal, and physical function with RTW at 6 and 12 months after ARDS. METHODS: We conducted a secondary analysis using the US multicentre ARDS Network Long-Term Outcomes Study. The US Occupational Information Network was used to determine pre-ARDS workload. The Mini-Mental State Examination and SF-36 were used to measure four domains of post-ARDS function. Analyses used structural equation modeling and mediation analyses. RESULTS: Among 329 previously employed ARDS survivors, 6- and 12-month RTW rates were 52% and 56%, respectively. Illness severity (standardised coefficients range: -0.51 to -0.54, p

Over the last two decades, involuntary part-time (IPT) employment has become a more and more pressing issue in Europe, especially in the southern countries, where IPT today constitutes most part-time employment. Using INAPP-PLUS data and different discrete choice model estimations, this paper aims to shed light on the factors that explain the IPT growth in Italy, focusing on what influences the IPT status at the individual, household and labour market levels. The main hypothesis is that what influences the IPT work derive from a combination of workers' individual, household, and job characteristics which may engender limited power during the bargaining process. The empirical results, based on gender-specific models, highlight that characteristics associated with the IPT status significantly changed over time, reporting a convergent path between the gender profiles of IPT employment. However, IPT employment for women still appears to be mainly originated from the gendered division of domestic and care tasks, while this phenomenon seems to be mainly driven by the labour demand side for men. [ABSTRACT FROM AUTHOR]

After some initial controversy, an inverted U-shape relationship between the consumption of alcohol and earnings seems to be an established result, at least in North America. It has been dubbed a "drinking premium", at least in the lower portion of the consumption curve. It is still unclear, perhaps even counter-intuitive, why such a drinking premium exists and the literature suggests it is not causal but results rather from selection effects. We suggest here that part of the premium is linked to occupation: some occupations pay better, controlling for the usual human capital determinants, and also attract drinkers or induce workers to drink more. Using a sample of full-time employed or self-employed individuals aged 25-64 and not in poor health from the 2015-16 Canadian Community Health Survey (CCHS), we confirm the existence of a drinking premium and a positive return to the quantity or frequency of drinking up to high levels of consumption. Using information on jobs held by respondents, linked to a data set of job characteristics, we find that controlling for job characteristics reduces the premium or return to drinking by approximately 30% overall, and up to 50% for female workers. [ABSTRACT FROM AUTHOR]

This study aimed to determine the influence of servant leadership and job characteristics on job satisfaction at PT Supralita Mandiri Semarang. The research method used in this research uses quantitative methods with a sample of 105 employees. The analysis used is multiple linear regression. The results of the study indicate a positive and significant influence of servant leadership on job satisfaction by showing a significant value of 0.000 <0.05. In the research results, the variable of job characteristics also shows a positive and significant influence on job satisfaction as evidenced by a significant value of 0.000 <0.05. The study results show that employee job satisfaction at PT Supralita Mandiri Semarang Branch is influenced by serving leadership and job characteristics with a percentage of 59.8%. [ABSTRACT FROM AUTHOR]

Purpose: Recent high-profile ethical scandals in start-up organizations have made people wonder whether entrepreneurship may cultivate a work environment with less emphasis on ethics. This study examined a psychological process about how an organization's entrepreneurial orientation (EO) can affect its treatment of probationary employees, a vulnerable yet understudied group of workers. Design/methodology/approach: The authors recruited 241 participants through Amazon Mechanical Turk. They answered an online survey about their experiences as probationary employees. Findings: This study found that job feedback and meaning moderated the relationship between EO and ethical climate, such that this relationship was statistically significant and positive only among participants who reported high levels of feedback and job meaning. Ethical climate, in turn, was found to be related to a reduction in workplace incivility experienced by probationary employees. The indirect effect of EO on incivility via ethical climate was contingent on job feedback and meaning. Research limitations/implications: This study extends the discussion on the entrepreneurial context, adds to EO literature with findings on its indirect effect on nonfinancial performance and reinforces institutional theory through job characteristics' moderating roles. However, a methodological limitation is conducting a cross-sectional single-source survey due to limited access to firms and probationary employees, considering the hidden population involved. Practical implications: This study found no evidence of probationary employee exploitation in high EO organizations. Job seekers should embrace probationary work at start-ups. Entrepreneurial leaders should balance being proactive, innovative and caring toward employees. Originality/value: It is debatable whether entrepreneurship leads to unethical organizational conduct. By studying a vulnerable group of employees, the authors discovered that EO, when paired with favorable job design factors, can create a more ethical workplace where temporary talents are treated with dignity and respect. [ABSTRACT FROM AUTHOR]

This study aims to examine the effect of self-efficacy, intrinsic motivation on organizational citizenship behavior (OCB) of elementary school teachers in the post-COVID-19 pandemic mediated by teacher engagement and moderated by job characteristics. A total of 285 valid questionnaires, were analyzed using Structural Equation Modeling with SmartPLS3 software. The results showed that teacher engagement mediates the effects of self-efficacy and intrinsic motivation on organizational citizenship behavior. Job characteristics moderate the effect of intrinsic motivation and self-efficacy on teacher engagement, where moderation in the relationship between intrinsic motivation and teacher engagement is positive, and the moderating role in the relationship between self-efficacy and teacher engagement is negative. This shows that the school must be able to encourage teachers to demonstrate OCB in the school environment, so that teachers are willing to help their students and colleagues deal with learning in the post-pandemic period, in addition to jobs that offer a high degree of autonomy, task variety, task significance, and feedback. [ABSTRACT FROM AUTHOR]

Job crafting refers to the self‐initiated work behaviours employees use to change their job characteristics. According to job design theory, these crafting‐induced changes in job characteristics should impact employee outcomes. Job characteristics can therefore be proposed as a key mechanism through which job crafting affects employee outcomes and we present cross‐sectional meta‐analytic structural equation modelling of this key mechanism (K = 58 independent samples, N = 20,347 employees). Results show significant indirect effects between task resource crafting and employee outcomes (well‐being and positive job attitudes) via task resources, and significant indirect effects between social job crafting and employee outcomes (well‐being and positive job attitudes) via social resources. Results also indicated that challenge and hindrance demand crafting increase job strain via increases in job demand. Overall, our findings indicate that job characteristics are an important job crafting mechanism, that employees may have difficulty in crafting job demands in ways that produce beneficial outcomes, and that future research needs to consider simultaneously the range of mechanisms through which job crafting affects outcomes. [ABSTRACT FROM AUTHOR]

Purpose: Drawing upon the job demands-resources model, the purpose of this study is to investigate the differential relevance of contextual antecedents for job crafting dimensions (i.e. increasing structural and social job resources) and consequently for various aspects of work performance (in-role and extra-role performance). Despite considerable research on the role of job autonomy and social support in predicting job crafting, little attention has been paid to how problem-solving, a knowledge job characteristic, relates to job crafting dimensions. Design/methodology/approach: Survey data were collected from 282 employees belonging to different information technology companies in Romania. Structural equation modeling was used to examine the hypothesized relations. Findings: Problem-solving was positively related to both job crafting dimensions, whereas social support was positively related only to increasing social job resources. Unexpectedly, job autonomy predicted increasing structural resources only when social support was high, as the post-hoc analysis indicated. Furthermore, increasing structural job resources fully mediated the relationship of problem-solving with in-role performance and different types of extra-role behaviors, whereas increasing social resources did not act as a mediator. Originality/value: The current study is the first to show that problem-solving is an important predictor for job crafting. Furthermore, this study contributes to the literature by revealing that crafting structural resources represents an important mechanism that explains the positive relationship between work design (i.e. problem-solving) and different performance facets. [ABSTRACT FROM AUTHOR]

A substantial proportion of the workforce experiences financial precarity, which is defined as persistent concern about one's personal financial welfare. Research suggests that financial precarity often harms performance at work. In this paper, we investigate whether characteristics of the work context disproportionately occupied by people at the lower rungs of the socioeconomic ladder (low autonomy, high routinization, high interdependence, low social support) heighten the detrimental impact of financial precarity on performance. Drawing on role stress theory, we propose that these characteristics alter the degree to which the cognitive resources appropriated by financial precarity interfere with the resource requirements of a person's work role. Our predictions are tested using experience sampling data covering 8 consecutive observation days for 956 individuals in the United States (k = 7,015). Analyzing daily observations allows us to distinguish financial precarity from the day-to-day experience of transient financial events. We observed that financial precarity significantly undermined the quality of one's work during a given day, but this relationship was driven by those working in contexts with low levels of autonomy, routinization, and coworker support. This pattern was only observed for those experiencing financial precarity, not those only exposed to a negative financial event in a given day. The research demonstrates that specific characteristics of the work environment can lead to inequality in who bears the performance costs associated with financial precarity. [ABSTRACT FROM AUTHOR]

We conduct a discrete choice experiment to investigate how the location of a firm in a rural or urban region affects the perceived job attractiveness for university students and graduates and, therewith, contributes to the rural–urban divide. We characterize the attractiveness of a location based on several dimensions (social life, public infrastructure and connectivity) and vary job design and contractual characteristics of the job. We find that job offers from companies in rural areas are generally considered less attractive, regardless of the attractiveness of the region. The negative perception is particularly pronounced among persons of urban origin and singles. In contrast, for individuals with partners and kids this preference is less pronounced. High-skilled individuals who originate from rural areas have no specific regional preference at all. [ABSTRACT FROM AUTHOR]

Bu araştırmanın amacı, esnek çalışma düzenlemelerinin kamu kurumlarında çalışanların iş performansı üzerindeki etkisini ortaya koymak ve bu etkide iş özellikleri modellemesinin aracı rolünü açıklamaya çalışmaktır. Kesitsel nitelikteki bu çalışmada nicel araştırma yöntemi kullanılmış ve 2021 yılında belediyelerde görev yapan çalışanların katılımı ile gerçekleştirilmiştir. 312 çalışan üzerinde analizler yapılmıştır. Veri toplama aracı olarak anket tekniği kullanılmış ve Esnek Çalışma Ölçeği, İş Özellikleri Ölçeği ve İş Performansı Ölçeği kullanılmıştır. Verilerin incelenmesinde; çarpıklık ve basıklık, normallik, güvenilirlik, açımlayıcı faktör analizi, betimsel istatistiksel analizler ve aracılık analizleri uygulanmıştır. Arabuluculuk analizleri PROCESS Macro ile, diğer analizler Jamovi 2.3.18 ile yapılmıştır. Araştırmada elde edilen bulgulara göre, esnek çalışma ile iş özellikleri arasında olumlu, iş performansı ile arasında ise olumsuz bir ilişki görülmüştür. Sonuç olarak, esnek çalışma ile iş performansı arasındaki ilişkide iş özelliklerinin aracı rol oynadığı ana hipotezi desteklenmiştir. Bu sonuç, kamuda ilk kez böyle bir çalışma yapıldığından yöneticiler için özgün ve yol göstericidir

Objective: Personality changes are related to successfully performing adult occupational roles which require teamwork, duty, and managing stress. However, it is unclear how personality development relates to specific job characteristics that vary across occupations. Method: We investigated whether 151 objective job characteristics, derived from the Occupational Information Network (O*NET), were associated with personality levels and changes in a 12‐year longitudinal sample followed over the school to work transition. Using cross‐validated regularized modeling, we combined two Icelandic longitudinal datasets (total N = 1054) and constructed an individual‐level, aggregated job characteristics score that maximized prediction of personality levels at baseline and change over time. Results: The strongest association was found for level of openness (0.25), followed by conscientiousness (0.16) and extraversion (0.14). Overall, aggregated job characteristics had a stronger prediction for personality intercepts (0.14) than slopes (0.10). These results were subsequently replicated in a U.S. sample using levels of the Big Five as the dependent variable. This indicates that associations between job characteristics and personality are generalizable across life stages and nations. Conclusions: Our findings suggest that job titles are a valuable resource that can be linked to personality to better understand factors that influence psychological development. Further work is needed to document the prospective validity of job characteristics across a wider range of occupations and age. [ABSTRACT FROM AUTHOR]

Network centrality is vital for employees to attain superior performance or desired outcomes and yet we still know little of what makes employees develop central positions. A major challenge is that employees feel discomfort forming networks for opportunistic purposes that benefit them directly. This challenge can be overcome once we focus on the requirements raised by jobs. This paper posits that employees will be motivated to form networks in order to acquire the information capacity needed to satisfy the information requirements raised by the characteristics of their jobs. The study explores how the five enriching job characteristics influence the central position an employee occupies in the organizational network. Interestingly, not all job characteristics benefit networks. Evidence shows that task autonomy, task variety and task significance exercise a positive effect on network centrality but task identity and feedback from the job exercise a negative effect. Network centrality then mediates the relationship between job characteristics and performance. While dispositional determinants explain only between 3% and 5% of variance in network centrality, the model presented explains up to 32% of variance, thereby offering a solid answer to the core question of what determines network centrality. [ABSTRACT FROM AUTHOR]

AIM: The study aimed to examine the relationship among professional growth-need strength, care-task characteristics, critical thinking, and holistic nursing competencies after a care-task design and clinical reasoning program intervention in nursing students. METHODS: This study used a longitudinal study design. The study was conducted from August 12, 2019 to July 30, 2020. Participants were thirdyear nursing students of a medical university. Data were collected by questionnaires at three time points. Structural equation modeling was used to examine the relationship among all measures variables. RESULTS: A total of 91 students participated in the study. The results show that growth-need strength had a significant positive effect on caretask characteristic and critical thinking and a nonsignificant effect on holistic nursing competencies. Care-task characteristics, however, had a significant positive effect on critical thinking, resulting in improvement in holistic nursing competencies. It is worth noting that the moderating effect of growth-need strength on care-task characteristics and nursing competence relationships could not be established. CONCLUSION: Our findings suggest the importance of improving students' perceived care-task characteristics through an objective structured clinical examination and, at the same time, promoting students' critical thinking and improving their professional abilities. [ABSTRACT FROM AUTHOR]

This study explored the relationships among emotional labor (EL), job stress (JS), job characteristics (JC), social media use intensity (SM), and job performance (JP). A quantitative study was conducted with a total of 380 questionnaires collected from tour leaders. The results of the study are as follows: (1) EL has a positive impact on JS, (2) JS has a negative impact on JP, (3) JS mediates the relationship between EL and JP, (4) JC moderates the relationship between EL and JS, and (5) SM moderates the relationship between JS and JP. Theoretical and practical implications include validating a framework and suggestions for travel agencies to improve the JP of tour leaders by working on human resource practices. [ABSTRACT FROM AUTHOR]

During the COVID‐19 pandemic, a sizable proportion of employees conducted home‐based telework to contain virus spreading. This situation made it possible to investigate the relationship between telework and job characteristics. Many positive and negative associations between telework and job characteristics have been proposed in the literature, but most studies relied on cross‐sectional data as well as narrow samples (e.g. employees voluntarily choosing to telework). Repeated measures designs investigating the association between telework intensity and job characteristics using less selective samples are currently rare. To address this research gap, we collected data at two time points in Germany during the COVID‐19 pandemic (n = 479) and investigated if change in telework intensity was associated with change in 19 job characteristics using structural equation modeling. Our analyses showed that—in contrast to several prior cross‐sectional studies—telework intensity had a small to moderate association with only two out of the 19 job characteristics: Work scheduling and decision‐making autonomy. Hence, the study challenges the previously assumed manifold positive and negative associations between telework intensity and job characteristics and adds to the debate about the role of telework intensity as an antecedent of work design. Future studies should investigate the generalizability of the findings to non‐pandemic work contexts. [ABSTRACT FROM AUTHOR]