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Smart C, Newman C, Hartill L, Bunce S, McCormick J. Workload effects of online consultation implementation from a Job-Characteristics Model perspective: a qualitative study. BJGP Open 2023; 7:BJGPO.2022.0024. [PMID: 36410768 DOI: 10.3399/bjgpo.2022.0024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/21/2022] [Revised: 09/22/2022] [Accepted: 11/10/2022] [Indexed: 11/22/2022] Open
Abstract
BACKGROUND Online consultation (OC) was previously promoted by the NHS to solve primary care workload challenges. Its implementation was sped up during the COVID-19 pandemic. Workload effects are widely debated. Using a job design perspective may enhance understandings of workload effect. AIM To qualitatively interrogate the workload experiences of primary care staff involved in OC implementation, using the Job Characteristics Model (JCM) to enable the following: a clearer understanding of the primary care staff psychological experiences; and recommendations informing the design of digital implementations and continued use. DESIGN & SETTING A qualitative interview study of GP practices using OC within South West England. METHOD Thirteen participants representing seven practices completed JCM-based semi-structured telephone interviews. An abductive theoretically driven thematic analysis was completed. RESULTS Participants experienced different tasks pre- and post-implementation of OC, and adapted differently to them. Differences included the following: contact modality change, some administrative staff felt removed from patient contact; and in perceived autonomy, some GPs valued increased workload control. Variation in workload experience was affected by job role and practice context, and the form of and rationale for implementation. Use of a psychological model (the JCM) allowed clearer consideration of the effects of change, as well as OC on workload. CONCLUSION Psychological theory may be helpful in interpreting workload effects of technology implementation such as OC. Designing change to include consideration of technology effects, psychological experiences, differences across roles, and individual and practice contexts may be important for technology implementation and evaluation of its workload effects.
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Affiliation(s)
- Cordet Smart
- Department of Psychology, University of Exeter, Exeter, UK
| | | | | | - Sian Bunce
- Devon Sustainability and Transformation Partnership, Devon, UK
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Schall MC, Chen P. Evidence-Based Strategies for Improving Occupational Safety and Health Among Teleworkers During and After the Coronavirus Pandemic. HUMAN FACTORS 2022; 64:1404-1411. [PMID: 33415997 PMCID: PMC9282942 DOI: 10.1177/0018720820984583] [Citation(s) in RCA: 12] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/06/2023]
Abstract
OBJECTIVE To review practical, evidence-based strategies that may be implemented to promote teleworker safety, health, and well-being during and after the coronavirus pandemic of 2019 (COVID-19). BACKGROUND The prevalence of telework has increased due to COVID-19. The upsurge brings with it challenges, including limited face-to-face interaction with colleagues and supervisors, reduced access to ergonomics information and resources, increased social isolation, and blurred role definitions, which may adversely affect teleworker safety, health, and well-being. METHOD Evidence-based strategies for improving occupational safety, health, and well-being among teleworkers were synthesized in a narrative-based review to address common challenges associated with telework considering circumstances unique to the COVID-19 pandemic. RESULTS Interventions aimed at increasing worker motivation to engage in safe and healthy behaviors via enhanced safety leadership, managing role boundaries to reduce occupational safety and health risks, and redesigning work to strengthen interpersonal interactions, interdependence, as well as workers' initiation have been supported in the literature. APPLICATION This review provides practical guidance for group-level supervisors, occupational safety and health managers, and organizational leaders responsible for promoting health and safety among employees despite challenges associated with an increase in telework.
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Eckert J, Morgan GB, Padgett RN. Collective Leadership: Developing a Tool to Assess Educator Readiness and Efficacy. JOURNAL OF PSYCHOEDUCATIONAL ASSESSMENT 2022. [DOI: 10.1177/07342829211072284] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Collective leadership is increasingly important because collective teacher efficacy, a subset of this type of leadership, is a significant factor in student learning. The purpose of this study is to provide evidence for the structural validity of a collective leadership instrument across public and private school settings using the multigroup factor analysis invariance framework for categorical indicators. The results supported invariance in factor structure, loadings, intercepts, and residual (co)variances and latent variances and covariances equality. Collective leadership development is theorized to play a central role in the effectiveness of both public and private schools alike so any instrument used to make decisions about collective leadership should be reflective of the pertinent constructs in general rather than the data being an artifact of the particular setting.
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Affiliation(s)
- Jonathan Eckert
- Department of Educational Leadership, Baylor University, Waco, TX, USA
| | - Grant B. Morgan
- Department of Educational Psychology, Baylor University, Waco, TX, USA
| | - R. Noah Padgett
- Department of Educational Psychology, Baylor University, Waco, TX, USA
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Lisak A, Harush R, Icekson T, Harel S. Team Interdependence as a Substitute for Empowering Leadership Contribution to Team Meaningfulness and Performance. Front Psychol 2022; 13:637822. [PMID: 35222170 PMCID: PMC8879840 DOI: 10.3389/fpsyg.2022.637822] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/04/2020] [Accepted: 01/03/2022] [Indexed: 11/17/2022] Open
Abstract
This study uses a relational work design perspective to explore substitutes for leadership behaviors that promote team meaningfulness and performance. We propose that team task interdependence, a structural feature facilitating interaction among team members, can be a substitute for the contributions of empowering leadership. Data were collected from 47 R&D and technology implementation teams across three organizations in a cross-sectional field study. The results revealed that high task interdependence attenuated the contributions of empowering leadership concerning team meaningfulness and, indirectly, to team performance. These findings highlight that the importance of leaders as generators of team meaningfulness is contingent on team relational work design.
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Affiliation(s)
- Alon Lisak
- Department of Management, Guilford Glazer Faculty of Business and Management, Ben-Gurion University of the Negev, Be’er Sheva, Israel
- *Correspondence: Alon Lisak,
| | - Raveh Harush
- The Graduate School of Business Administration, Bar-Ilan University, Ramat Gan, Israel
| | - Tamar Icekson
- Department of Management, Guilford Glazer Faculty of Business and Management, Ben-Gurion University of the Negev, Be’er Sheva, Israel
- School of Behavioral Sciences, Peres Academic Center, Rehovot, Israel
- Department of Education, Ben-Gurion University of the Negev, Be’er Sheva, Israel
| | - Sharon Harel
- Department of Management, Guilford Glazer Faculty of Business and Management, Ben-Gurion University of the Negev, Be’er Sheva, Israel
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Steel P, Taras D, Ponak A, Kammeyer-Mueller J. Self-Regulation of Slippery Deadlines: The Role of Procrastination in Work Performance. Front Psychol 2022; 12:783789. [PMID: 35069365 PMCID: PMC8770981 DOI: 10.3389/fpsyg.2021.783789] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/27/2021] [Accepted: 12/09/2021] [Indexed: 11/28/2022] Open
Abstract
We investigated the causes and impact of procrastination on "slippery deadlines," where the due date is ill-defined and can be autonomously extended, using the unique applied setting of grievance arbitration across two studies. In Study One, using 3 years of observed performance data derived from Canadian arbitration cases and a survey of leading arbitrators, we examined the effect of individual differences, self-regulatory skills, workloads and task characteristics on time delay. Observed delay here is a critical criterion, where justice is emphasized to be swift and sure. Multilevel Modeling established trait procrastination as a substantive predictor of observed delay, equivalent to the environmental contributors of expediting the arbitration procedure or grievance complexity. Also, despite substantive negative consequence of delay for both arbitrators and their clients, arbitrators who scored one standard deviation above the mean in procrastination took approximately 83 days to write their decisions compared to the 26 days for arbitrators one standard deviation below the mean. In Study Two, we conducted a replication and extension survey with a much larger group of American arbitrators. Consistent with Temporal Motivation Theory (TMT), trait procrastination was largely explained by expectancy, value, and sensitivity to time related traits and skills, which together accounted for majority of the variance in trait procrastination, leaving little left for other explanations. For example, perfectionism connection to procrastination appears to be distal, being largely mediated by each of TMT's core variables. Finally, procrastination was largely synonymous with a deadline pacing style, indicating that observed delay can be used as a proxy for procrastination as long as little or no prior work was done (e.g., a u-shaped pacing style is not synonymous). In all, our results indicate that procrastination is rampant in the workplace and has seriously detrimental effects.
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Affiliation(s)
- Piers Steel
- Organizational Behaviour and Human Resources, University of Calgary, Calgary, AB, Canada
| | - Daphne Taras
- Ted Rogers School of Management, Ryerson University, Toronto, ON, Canada
| | - Allen Ponak
- Haskayne School of Business, National Academy of Arbitrators, University of Calgary, Calgary, AB, Canada
| | - John Kammeyer-Mueller
- Carlson School of Management, University of Minnesota, Minneapolis, MN, United States
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Harju LK, Kaltiainen J, Hakanen JJ. The double‐edged sword of job crafting: The effects of job crafting on changes in job demands and employee well‐being. HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1002/hrm.22054] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
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Mines in the End Zone: Are there Downsides to Team Performance? SPANISH JOURNAL OF PSYCHOLOGY 2020; 23:e49. [PMID: 33213550 DOI: 10.1017/sjp.2020.44] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
Research on teams in organizations tends to focus on understanding the causes of team performance with a focus on how to enjoy the benefits of team success and avoid the negative consequences of team failure. This paper instead asks the question, 'what are some of the negative consequences of team success?' A review of the literature on teams is augmented with research from cognitive science, sociology, occupational psychology, and psychology to explore the potential negative long-term consequences of teamwork success. The general topics of groupthink, overconfidence bias, regression to the mean, role overload, and strategy calcification are reviewed while discussing the implications for future research streams and practical team management.
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Rai A, Maheshwari S. Exploring the mediating role of work engagement between the linkages of job characteristics with organizational engagement and job satisfaction. MANAGEMENT RESEARCH REVIEW 2020. [DOI: 10.1108/mrr-10-2019-0442] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to empirically test a hypothesized model establishing job characteristics as an antecedent of work engagement leading to job satisfaction and organizational engagement of employees working with public sector banks (PSBs) in India.
Design/methodology/approach
Based on responses to a survey questionnaire by a sample of 622 Scale I employees of Indian PSBs, the hypothesized mediation model was tested with SPSS macro (Preacher and Hayes, 2004).
Findings
The testing of hypotheses established that job characteristics positively influence work engagement, organizational engagement and job satisfaction. The full mediation by work engagement between the relationships of job characteristics with job satisfaction and organizational engagement is established after the testing of mediation hypotheses.
Practical implications
Jobs of banks (especially in the public sector) are recommended to be enriched with more emphasis on offering employees with identifiable and significant tasks that have autonomy in decision-making and feedback. PSBs should also focus on developing a positive perception of employees toward job design, to increase their levels of job satisfaction and organizational engagement through engaging them with work.
Originality/value
The contribution of this study should be understood in many ways. First, the study has introduced work engagement as a mediator in the study model (between job characteristics and job satisfaction) replacing the three psychological conditions (i.e. experienced meaningfulness, experienced responsibility and knowledge of results) of job characteristics model. Further, the main contribution of this study is the exploration of the linkage between work engagement and organizational engagement. The relationship between these two forms of engagement (i.e. work and organization) has been very rarely investigated in the literature. Finally, this study has attempted to hypothesize a model proposing work engagement as a mediator between the job characteristics and organization engagement which does not seem to be studied so far.
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Kossek EE, Ollier-Malaterre A. Desperately seeking sustainable careers: Redesigning professional jobs for the collaborative crafting of reduced-load work. JOURNAL OF VOCATIONAL BEHAVIOR 2020. [DOI: 10.1016/j.jvb.2019.06.003] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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Wang Y, Chen Y, Wang N, Nevo S, Kou G, Alsaadi FE. Impact of the Strategic Role of IT on Explorative and Exploitative Innovation Activities: The Role of Environmental Uncertainty. DECISION SCIENCES 2019. [DOI: 10.1111/deci.12377] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Yi Wang
- School of Business AdministrationSouthwestern University of Finance and Economics Chengdu Sichuan Province P.R. China 610074
| | - Yang Chen
- School of Business AdministrationSouthwestern University of Finance and Economics Chengdu Sichuan Province P.R. China 610074
| | - Nianxin Wang
- Department of Information ManagementSchool of Economics and ManagementJiangsu University of Science and Technology
| | - Saggi Nevo
- Information Technology ManagementSchool of BusinessUniversity at Albany 1400 Washington Avenue Albany NY 12222
| | - Gang Kou
- School of Business AdministrationSouthwestern University of Finance and Economics Chengdu Sichuan Province P.R. China 610074
| | - Fawaz E. Alsaadi
- Department of information TechnologyFaculty of Computing and ITKing Abdulaziz University Jeddah Saudi Arabia
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Job demands, job resources, and behavior in times of sickness: An analysis across German nursing homes. Health Care Manage Rev 2019; 43:338-347. [PMID: 28263206 DOI: 10.1097/hmr.0000000000000157] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
BACKGROUND The concept of presenteeism, that is, employees coming to work despite being sick, has recently received more attention in the literature. Presenteeism not only threatens employees' health but also substantially drains productivity and drives considerable costs. When they are sick, employees have the choice of whether to go to work or to stay at home. Therefore, determinants of (sickness) absenteeism and presenteeism should be examined simultaneously. Nursing homes are faced with a particularly high prevalence of both absenteeism and presenteeism and are therefore a relevant object of investigation. PURPOSE The aim of our study is to analyze the effect of job demands and job resources on absenteeism, presenteeism, and the tendency to choose one behavior (being absent or being present in times of sickness) rather than the other over the last 12 months. To do so, we identify the determinants of absenteeism and/or presenteeism behavior based on theory and existing research about absenteeism, presenteeism, and job demands and job resources. After our empirical analysis, we provide explanations for our findings and offer practical suggestions for how to decrease the frequencies of absenteeism and presenteeism. METHODOLOGY In this study, a sample of 212 nurses from German nursing homes was used for an ordinal logistic regression analysis. RESULTS Our results show that role overload significantly increases the frequencies of both absenteeism and presenteeism. A good team climate decreases absenteeism and increases the tendency to choose presenteeism rather than absenteeism, whereas strategic training and development opportunities decrease presenteeism and increase the tendency to choose absenteeism rather than presenteeism.
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Carter KM, Mead BA, Stewart GL, Nielsen JD, Solimeo SL. Reviewing Work Team Design Characteristics Across Industries: Combining Meta-Analysis and Comprehensive Synthesis. SMALL GROUP RESEARCH 2018. [DOI: 10.1177/1046496418797431] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This article presents a comprehensive synthesis and quantitative review of studies examining relationships between team design characteristics and team performance. Across 398 primary studies, the present study meta-analytically investigated the effects of team composition, team task design, and team leadership characteristics on team performance. The study further investigates how the effects of these team design characteristics differ according to the industry context within which the team is embedded (high technology, manufacturing, service, or student). Overall, this review emphasizes the importance of continued inquiries focusing on team design while also discussing the implications of this review for theory, practice, and future research.
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Affiliation(s)
- Kameron M. Carter
- US Department of Veterans Affairs, Iowa City, IA, USA
- The Pennsylvania State University, University Park, PA, USA
| | - Brandon A. Mead
- US Department of Veterans Affairs, Iowa City, IA, USA
- Indiana University South Bend, South Bend, IN, USA
| | - Greg L. Stewart
- US Department of Veterans Affairs, Iowa City, IA, USA
- University of Iowa, Iowa City, IA, USA
| | | | - Samantha L. Solimeo
- US Department of Veterans Affairs, Iowa City, IA, USA
- University of Iowa, Iowa City, IA, USA
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13
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Tse HHM, To ML, Chiu WCK. When and why does transformational leadership influence employee creativity? The roles of personal control and creative personality. HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1002/hrm.21855] [Citation(s) in RCA: 40] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Affiliation(s)
| | | | - Warren C. K. Chiu
- School of Professional Education and Executive Development; The Hong Kong Polytechnic University; Hong Kong
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The interaction effect of job redesign and job satisfaction on employee performance. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2016. [DOI: 10.1108/ebhrm-01-2015-0001] [Citation(s) in RCA: 32] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to examine the effect of job redesign as well as that of the interaction effect of job redesign and job satisfaction on employee performance.
Design/methodology/approach
– The qualitative research method is used, i.e., in-depth interviews, to validate the questionnaire which is modified based on the well-established Job Diagnostic Survey instrument. A large-scale questionnaire survey was conducted in 2012 taking the hotel and resort industry and the banking industry in Thailand as its research sites. Multiple regression analysis was used to analyse the survey data obtained from 295 sample respondent managers.
Findings
– It is found that job redesign is significantly and inversely related to employee performance. Meanwhile job satisfaction is found to be positively and significantly related to employee performance. Moreover, the interaction effect between job redesign and job satisfaction is found to be positively and significantly related to employee performance. Furthermore, when controlled for demographic characteristics of sample respondents, it is found that being in the age group of 37-47 years old is significantly and inversely related to employee performance. These findings suggest that when firms implement job redesign, it is likely that it will negatively influence employee performance in the first stage of change. Hence, firms should try to enhance employee job satisfaction while implementing job redesign so that the job redesign will result in improved employee performance. The findings suggest that implementing job redesign without concerned employees experiencing job satisfaction or merely implementing job redesign can result in a possible decreased employee performance. These findings also suggest that any proposed job redesign will be an effective HR strategy to significantly mobilize employee performance only when firms ensure that the implementation of job redesign involves the concerned employees and enhances their job satisfaction.
Originality/value
– Job redesign by itself is found to have a significant negative effect on employee performance while job satisfaction is found to always positively and significantly influence employee performance. This study ascertains the positive interaction effect of job redesign and job satisfaction for employee performance improvement. These findings suggest that job satisfaction positively moderates the effect of job redesign on employee performance.
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Gascoigne C, Parry E, Buchanan D. Extreme work, gendered work? How extreme jobs and the discourse of ‘personal choice’ perpetuate gender inequality. ORGANIZATION 2015. [DOI: 10.1177/1350508415572511] [Citation(s) in RCA: 34] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This review sets extreme jobs in the context of the institutional, occupational, organizational and individual drivers of long hours and work intensification and identifies the consequences for gender equality, human sustainability and long-term productivity. We suggest that extreme jobs derive not from the ‘nature’ of managerial and professional work but from working practices and occupational discourses which have developed to suit the gendered norms of ‘ideal workers’. These practices and discourses encourage long hours rather than working-hours choices. Extreme jobs extend the gendered division of labour and increase the separation of work and non-work spheres; they are a structure of gender inequality. This review suggests that future research should seek to identify alternative but business-neutral working practices which contest the extreme ‘nature’ of managerial and professional work, measure the social value of non-work activities and deepen our understanding of the personal and social significance of non-work identities other than motherhood, and disentangle situational motivation, work passion and workaholism as motives for devoting long hours to work so that impacts on well-being and productivity can be more clearly understood.
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Abstract
Enacted scope of practice is a major issue for nursing administrators, given the potentially negative effect on accessibility, continuity, safety and quality of care, job satisfaction, and organizational costs of nurses working at reduced scope. Optimal deployment of nurses to a fuller enacted scope of nursing practice holds much promise for addressing all of these larger challenges. In this sense, new model of the Enacted Scope of Nursing Practice presented in this article provides a number of directions for interventions that could improve health system functioning.
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McClelland GP, Leach DJ, Clegg CW, McGowan I. Collaborative crafting in call centre teams. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2014. [DOI: 10.1111/joop.12058] [Citation(s) in RCA: 55] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
| | | | - Chris W. Clegg
- Leeds University Business School; University of Leeds; UK
| | - Ian McGowan
- Lancashire Business School; University of Central Lancashire; UK
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Nguyen B, Steel P, Ferrari JR. Procrastination's Impact in the Workplace and the Workplace's Impact on Procrastination. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2013. [DOI: 10.1111/ijsa.12048] [Citation(s) in RCA: 63] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Brenda Nguyen
- University of Calgary; SH441 - 2500 University Drive N.W. Calgary AB Canada T2N 1N4
| | - Piers Steel
- University of Calgary; SH444 - 2500 University Drive N.W. Calgary AB Canada T2N 1N4
| | - Joseph R. Ferrari
- Department of Psychology; DePaul University; 2219 North Kenmore Avenue Chicago IL 6061 USA
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Carboni I, Ehrlich K. The Effect of Relational and Team Characteristics on Individual Performance: A Social Network Perspective. HUMAN RESOURCE MANAGEMENT 2013. [DOI: 10.1002/hrm.21539] [Citation(s) in RCA: 30] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Shantz A, Alfes K, Truss C, Soane E. The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2013. [DOI: 10.1080/09585192.2012.744334] [Citation(s) in RCA: 65] [Impact Index Per Article: 5.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
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K. Yeo R, Li J. In pursuit of learning: sensemaking the quality of work life. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2013. [DOI: 10.1108/03090591311301662] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Cullinane SJ, Bosak J, Flood PC, Demerouti E. Job design under lean manufacturing and its impact on employee outcomes. ORGANIZATIONAL PSYCHOLOGY REVIEW 2012. [DOI: 10.1177/2041386612456412] [Citation(s) in RCA: 23] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The implications of lean manufacturing for employee well-being remain unclear as previous research yields conflicting findings and struggles to identify an applicable model of job design. This paper adapts and integrates both the job characteristics model and the job demands–resources model to demonstrate the everyday implications of lean manufacturing for job design, and in doing so, how job designed according to lean manufacturing principles influence motivational and health-related outcomes for employees. A research agenda is created to improve our understanding of the employee experience of lean work, and a number of practical implications for the configuration of jobs under lean manufacturing are outlined.
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Lyons JB, Jordan J, Faas P, Swindler S. Organizational Development Goes Digital: Applying Simulation to Organizational Change. JOURNAL OF CHANGE MANAGEMENT 2011. [DOI: 10.1080/14697017.2010.501022] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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ten Brummelhuis LL, ter Hoeven CL, Bakker AB, Peper B. Breaking through the loss cycle of burnout: The role of motivation. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2011. [DOI: 10.1111/j.2044-8325.2011.02019.x] [Citation(s) in RCA: 101] [Impact Index Per Article: 7.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Molleman E, Vegt GS. The performance evaluation of novices: The importance of competence in specific work activity clusters. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2010. [DOI: 10.1348/096317906x154469] [Citation(s) in RCA: 13] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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Gorgievski MJ, Bakker AB, Schaufeli WB. Work engagement and workaholism: comparing the self-employed and salaried employees. JOURNAL OF POSITIVE PSYCHOLOGY 2010. [DOI: 10.1080/17439760903509606] [Citation(s) in RCA: 84] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Morgeson FP, Humphrey SE. Job and team design: Toward a more integrative conceptualization of work design. RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT 2008. [DOI: 10.1016/s0742-7301(08)27002-7] [Citation(s) in RCA: 110] [Impact Index Per Article: 6.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
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