Organizational Topics Flashcards
Job Characteristics Model
Job Enrichment vs Enlargement
4 Approaches to Job Design
Job Crafting Model
Forms of Job Crafting
Integrative model of job satisfaction and job performance
Integrative model of Job Design
The current take (expanded JCM)
Types of info sought by newcomers
Miller & Jablin (1991)
Newcomer info seeking model
Role Making/Taking Process
Katz & Kahn (1978)
History of Job Design Developments
Parker et al., 2017
Future directions for work design
Parker et al., 2017
Role identity salience process
The combined culture/climate model proposed by Schneider et al., 2011
Main Take Aways for Climate and Culture
Schneider et al., 2013
Future research questions/issues with climate and culture
Competing values framework linking culture and effectiveness
Emotion/Affectivity related terms
How do org justice perceptions relate to turnover intentions?
Stress-strain-turnover integrated model
How does employee engagement relate to SDT and organizational commitment?
(Meyer, 2014)
How do individual differences influence the withdrawal process?
(Model)
Visual depiction of how individual differences influence withdrawal behaviors… explain this
Original Model of Organizational Withdrawal
Harrison & Newman, 2003
What’s the relationship between regulatory focus and commitment?
Antecedents and consequences of withdrawal states
Key Developments in Job Turnover Research
Job Design (modern definition)
encapsulating the processes and outcomes of how work is structured, organized, experienced, and enacted (Morgeson & Humphrey, 2008)
Job Design (old definition)
the set of opportunities and constraints structured into assigned tasks and responsibilities that affect how
an employee accomplishes and experiences work (Hackman & Oldham, 1980)
Feedback (JCM)
the extent to which the job itself provides clear, direct information about performance effectiveness
3 psychological states of JCM
Meaningfulness
sense of responsibillity
knowledge of results
task significane (JCM)
the extent to which the job provides opportunities to have a positive impact on the well-being of other people
task identity (JCM)
the extent to which the job allows individuals to complete a whole, identifiable, visible piece of work from start to finish
skill variety (JCM)
the extent to which the job involves a wide range of capabilities and talents
autonomy
the extent to which the job provides freedom and discretion in how and when to do the work
What theories did the JCM stem from/incorporate?
Turner and Lawrence’s framework of task attributes with some aspects of expectancy theory
Why is Job Design research important?
(Grant et al., 2011)
- it is one of only a handful of org theories rated as both valid, important, AND useful
- both managers and employees have opportunites to change job design on a regular basis– so it provides actionable insight
- job design is a foundational influenes on the actions and experiences of all employees
- the nature of jobs/work is changing now more than ever
The Motivating Potential Score (JCM)
MPS= autonomy x feedback x 1/3 (task sig + task identity + skill variety)
Validity of the JCM
Meta-analyses reveal there’s a larger influence on attitudinal outcomes than performance outcomes
- autonomy is the ony one shown to consistently influence job performance
Mediation of the critical psychological states is generally supported
- the growth needs strength moderation evidence is mixed
