Job Crafting Flashcards
What are the characteristics of the job demands-resources model?
~Job Demands:
- Characteristics of the job that will potentially evoke strain if they exceed the employees adaptive capability.
~Job Resources:
- Those physical, psychological, social, or organisational aspects of the job that:
(1) may be functional in achieving work goals,
(2) may reduce job demands,
(3) may stimulate personal growth and development.
JD-R: TWO UNDERLYING PROCESSES?
JD-R theory is applicable to numerous organizational contexts/settings
[main advantage of this theory over other available classifications] and works by means of 2 processes:
- Process #1: Health impairment
Poorly designed jobs, or everlasting job demands exhaust the mental and physical resources of employees. This, in turn, could cause depletion of energy and/or health problems. - Process #2: Motivation (potential)
Job resources employ their motivational power and lead to higher (perceived) work engagement, low cynicism, and excellent performance.
What are the type of job resources? (motivating factors)
Job autonomy
Social support and coaching Performance feedback
Opportunities to learn and to develop Task variety
Responsibility
Transformational leadership
Value fit
Organizational justice
Job autonomy
Social support and coaching Performance feedback
Opportunities to learn and to develop Task variety
Responsibility
Transformational leadership
Value fit
Organizational justice
What are the type of job demands? (demotivating factors)
Work overload Time pressure Emotional labor Role ambiguity Complex expertise Abusive supervision Impression management Peer pressure Competition Diverse tasks Multi-tasking
What is the JOB DEMANDS-RESOURCES MODEL?
~Assumption:
▪ Every occupation has its own risk factors associated with job stress that can be classified into job demands and job resources.
~DV—Job stress:
▪ Anxiety, exhaustion, burnout, dissatisfaction.
~IV—Job demands:
▪ Physical, psychological, social, and organizational efforts/costs
IV—Job resources:
▪ Functional, alleviating, stimulating
DUAL (BUT ACTUALLY THREE-AL) PROCESS OF JD-R MODEL?
1. Health impairment process ▪ Compensatory cost: performance protection strategy ▪ Strategy adjustment ▪ Fatigue after-effects
- Motivational process
▪ High work engagement
▪ Low cynicism - between both: stress-buffering
▪ Predictable, understandable, controllable
▪ Substituting interplay.
What is job design?
Job design: any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity.
HISTORY OF JOB DESIGN?
▪ Scientific management (Tylorism, 1890-1930)
Highly specialized jobs, minimized skills, managers design tasks and decide the work pace.
▪ Motivation-Hygiene Theory (Herzberg, 1959)
Achievement, competency, status, personal worth, and self-realization to increase satisfaction
Job security, salary, fringe benefits, work conditions, good pay, insurance to decrease dissatisfaction.
▪ Job Characteristics Model (Hackman & Oldham, 1976)
Cope with job motivation, performance, satisfaction, absenteeism and turnover.
▪ Job Crafting (Wrzesniewski & Dutton, 2000s+)
Empower employees to actively craft their formal job to better fit their motives, strengths, and passions.
WHAT’S THE TREND IN HR/PEOPLE MANAGEMENT?
× Employees as machines × No psychological needs or growth × Exclusive concern on productivity × Managers design jobs × Employees execute jobs × Universal job design × Specialized job skills (minimized)
✓Employees as thriving individuals
✓Needs and self-actualization
✓Focus on both job experiences and productivity
✓Managers guide and coordinate
✓ Employees craft jobs to meet their own
needs
✓Personalized job design ✓Rich and diverse job skills
What are NEW TREND(S) OF LABOUR MARKET?
✓Payroll
✓Part-time contract
✓ Self-employment
✓ Freelancer
SELF-DETERMINATION AND SELF-MANAGING?
Self-managing —
✓Employees are responsible for an entire work process or segment that delivers a product or service to an internal or external customer.
Derives from the need of self-actualization in job design
Fits the self-determination theory of personal well-being
Broadens the responsibility of employees
Changes managerial responsibility from supervision to coordination/coaching/empowering/serving
✓Scope:
Self-managing employees: self-understanding, job-crafting, proactivity
Self-managing teams: self-direction on team performance, learning and adaption, self-monitoring.
What is JOB CHARACTERISTICS MODEL (JCM)?
✓Job design: a set of tasks and social relationship assigned to one employee in an organisation (Ilgen & Hollenbeck, 1992)
✓JCM→“It is the intrinsic nature of work which causes employees to be satisfied with their jobs” (Hackman & Oldham, 1980)
✓Job design, assessed through emphasizing 5 core intrinsic job characteristics, also impacts on e.g. job motivation, performance, as well as absenteeism and turnover.
What are the CORE JOB DIMENSIONS OF JCM?
Hackman & Oldham (1980)
- Skill variety: Degree to which job requires a variety of activities, skills, and talents
- Task identity: Degree to which job requires completion of a “whole” and identifiable piece of work.
- Task significance: Degree to which job has an impact on other people
- Autonomy: Degree to which job provides freedom in structuring and scheduling work
- Feedback: Degree to which the job results in obtaining direct and clear information about job performance
MODERATORS ON JCM
✓ Growth Need Strength: added to JCM as an individual difference factor. Employees with high GNS → more positive response to opportunities provided by jobs with high levels of the 5 core characteristics compared to employees with low GNS.
✓ Later additions/studies also mentioned other moderators: - - Individual values on other job/organizational attributes
- Personality
- Cognitive capacities
- Self-efficacy
- Intrinsic motivation
INCREASING MENTAL CHALLENGE: JOB ENLARGEMENT?
✓ Involves an increase in the variety of an employee’s activities without increasing decision making authority.
✓ AKA horizontal loading
Job dimensions: task variety, task significance*
✓Job enlargement improves job satisfaction via reducing boredom.
✓It does not appear to affect the quantity of production.
