B: Theoretical perspectives on work

Question 1

3. The models that made job design

The job characteristics model

Answer 1

• JCM= model of work motivation
• Jobs have 5 core job characteristics, influence how motivating a job is
• 1. Skill, 2. Variety, 3. Task identity (complete outcome), 4. Task significance, 5. Autonomy and feedback from the job
• Produce 3 critical psychological states: 1. Experienced meaningfulness of work, 2. experienced responsibility for outcome of work, 3. Knowledge of results of work activities
• Ppl with high growth need strength (need to grow psychologically) will benefit more

Question 2

The demand-control-support model

Answer 2

• DCSM: combination of negative and positive features of jobs (job demands, job control, workplace social support) predicts healthy work, healthy work= low job demands, high job control, high social support, moderate levels of job demands more desireable

Question 3

The Vitamin Model

Answer 3

• VM= model of job characteristics and mental health
• Hob characteristics= psychological vitamins, provide nutrients for metal health
• Jon characteristics grouped into 12 categories, relate linearly or curvilinearly to mental health
• Constant effect or additional decrement
• Affective well being: 1.displeasure-to-pleasure, 2. Anxiety-to-comfort, 3. Depression-to-enthusiasm
• Personal factors and situational factors interact

Question 4

The effort-reward imbalance model

Answer 4

• ERI: how work-related ill-health develops
• Based on social reciprocity
• Risk: high effort but low reward
• Rewards: 1.moeney, 2. Self.esteem, 3. Security/career opportunities
• Effort: extrinsic (job demand) vs. extrinsic (overcommitment)
• Overcommitment: ppl maintain effort although they don’t get rewarded

Question 5

Contemporary Socio-Technical Systems Thinking

Answer 5

• STST: set of principles and frameworks based on understanding that system works best when technical and social aspects designed to fit together
• Control of variance at source, end-user engagement, minimal specification, support congruence (social structure should resemble job design), multi-skilled or multi functional, self-management
• Spread of SAWGs (semi-autonomic working groups)
Conclusions: modern classics of job design: all models

Question 6

4. Current theoretical perspectives in work psychology

Meta-theoretical issues regarding Theoretical model

Answer 6

• Meta-paradigm, grand theory, middle-range theory, theoretical model
• Theoretical model: small in scope, limited number of concepts, can be tested empirically

Question 7

The Job Demands Resources Model

Answer 7

• JD-R: every job has own job demands and resources
• Demands and resources evoke 1. Energetic or health impairment processes, 2. Motivational process
• More likely for motivation
• Flexible and generalizing

Question 8

The Demand induced Strain compensation model

Answer 8

• DISC: unifies common stress model principles, job stress and motivation, extended JD-R
• Triple-matching of concepts demands AND resources AND outcomes
• Strongest fit when all 3 based on qualitatively identical dimensions
• Detachment from work particular demands most effective

Conclusions: JD-R: moderating role of personal resources, DISC: moderating role of off-job recovery