This research tests the application of job enrichment in a maintenance short-interval-task oriented organization. Data were collected from nine work groups involving twenty-nine employees. Results indicate enrichment in this type of organization is possible. Criteria were established to measure the fit of each work group to the five core job dimensions of skill variety, task identity, task significance, autonomy, and feedback. A strong correlation between core job dimension scores and productivity levels was indicated. A work control program, compatible with job enrichment, is discussed and used to implement job content changes. Manipulation of the job content for poor performing groups with low core job dimension scores has resulted in significant reductions in nonproductive time.

published_or_final_version / Industrial Engineering / Master / Master of Science in Engineering

Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who voluntarily agreed to complete the Job Diagnostic Survey. A response rate of 36.8% (n = 118) to measure the degree of job characteristics, motivating potential of the job, psychological states, growth need strength, general job satisfaction, and satisfaction context factors present in the current job.Mean scores were computed to measure each variable. All means for each job category were found to be over the midpoint (3.5). Growth need strength was significantly lower than the normative data for RN's and LPN's. Task identity and experienced responsibility for work outcomes were significantly lower than the norm for LPN's assigned to the acute medical area. Motivating potential was significantly lower for nursing assistants assigned to the acute medical and the long term psychiatric area.Adjusting staff assignments to encourage continuity and observation of patient outcomes, and providing direct feedback regarding performance to staff members from nurse managers were implications. Implications include combining tasks to provide a more identifiable job and enable the worker to visualize patient outcomes to a greater degree. Recommendations included further research utilizing the JDS, including comparison of various types of nurse jobs. Statistical analysis in future studies should include comparisons of these different groups. / School of Nursing

<p>Det är vanligt att arbetsgivare missar vikten av att motivera extra anställda. Resultatet av att förbise betydelsen av motivation kan bidra till oengagerad och illojal personal samt ökade kostnader för nyrekrytering. Om arbetsgivaren lägger vikt vid att förstå vad som motiverar personalen kan arbetsgivaren öka glädjen, effektiviteten och därmed lönsamheten i verksamheten.</p><p>Uppsatsens syfte är att belysa extra anställdas motivationsfaktorer och hur viktigt arbetsgivare och arbetstagare anser att motivation är.</p><p>För att bättre försöka förstå vad som driver en individ, har vi med kvalitativ metod genomfört intervjuer. Vi har intervjuat fyra extra anställda och två arbetsgivare på två företag inom branscher där sådan anställning är vanlig. Frågorna har formulerats med öppna svar då vi har varit intresserade av att respondenterna skulle berätta fritt. Vi har ställt frågor enligt en mall då vi har haft som syfte att kunna jämföra svaren mellan de olika individerna. Eftersom vi har erfarenhet inom ämnet som vi inte kunnat bortse ifrån därför har vi tolkat svaren enligt ett hermeneutiskt synsätt.</p><p>Teorin vi har använt är främst job enrichment/enlargement och commitment, dessa två teorier grundas på Maslows och Herzbergs äldre teorier om motivation varför vi även tar upp dessa.</p><p>Med teorierna som grund har vi analyserat informanterna svar och jämfört om det finns likheter eller olikheter mellan dem. Vidare har vi jämfört arbetsgivarens och arbetstagarnas syn på motivation och om dessa överensstämmer med varandra.</p><p>I vår slutsats har vi kommit fram till att lönen är initial för att arbeta extra men den är inte avgörande för motivationen. Arbetstagarna och arbetsgivarnas uppfattningar om motivation skiljer sig åt mellan företagen. På restaurangen är parterna överens om vad som är motiverande och arbetsgivaren arbetar aktivt för att underhålla motivationen. På butiken anser vi att det finns ett glapp mellan arbetstagare och arbetsgivare om vad som är motiverande. Vi tolkar arbetsgivaren som oreflekterade om vad motivation skulle kunna bidra med för att öka arbetsglädjen.</p>

Det är vanligt att arbetsgivare missar vikten av att motivera extra anställda. Resultatet av att förbise betydelsen av motivation kan bidra till oengagerad och illojal personal samt ökade kostnader för nyrekrytering. Om arbetsgivaren lägger vikt vid att förstå vad som motiverar personalen kan arbetsgivaren öka glädjen, effektiviteten och därmed lönsamheten i verksamheten. Uppsatsens syfte är att belysa extra anställdas motivationsfaktorer och hur viktigt arbetsgivare och arbetstagare anser att motivation är. För att bättre försöka förstå vad som driver en individ, har vi med kvalitativ metod genomfört intervjuer. Vi har intervjuat fyra extra anställda och två arbetsgivare på två företag inom branscher där sådan anställning är vanlig. Frågorna har formulerats med öppna svar då vi har varit intresserade av att respondenterna skulle berätta fritt. Vi har ställt frågor enligt en mall då vi har haft som syfte att kunna jämföra svaren mellan de olika individerna. Eftersom vi har erfarenhet inom ämnet som vi inte kunnat bortse ifrån därför har vi tolkat svaren enligt ett hermeneutiskt synsätt. Teorin vi har använt är främst job enrichment/enlargement och commitment, dessa två teorier grundas på Maslows och Herzbergs äldre teorier om motivation varför vi även tar upp dessa. Med teorierna som grund har vi analyserat informanterna svar och jämfört om det finns likheter eller olikheter mellan dem. Vidare har vi jämfört arbetsgivarens och arbetstagarnas syn på motivation och om dessa överensstämmer med varandra. I vår slutsats har vi kommit fram till att lönen är initial för att arbeta extra men den är inte avgörande för motivationen. Arbetstagarna och arbetsgivarnas uppfattningar om motivation skiljer sig åt mellan företagen. På restaurangen är parterna överens om vad som är motiverande och arbetsgivaren arbetar aktivt för att underhålla motivationen. På butiken anser vi att det finns ett glapp mellan arbetstagare och arbetsgivare om vad som är motiverande. Vi tolkar arbetsgivaren som oreflekterade om vad motivation skulle kunna bidra med för att öka arbetsglädjen.

Thesis (M. Sc.)--University of Hong Kong, 1978. / Typescript.

Thesis (MCom)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: In the modern world of work, there has been growing concern regarding the adequacy of traditional job redesign approaches in serving the changing nature of work. It has specifically been argued by Frese and Fay (2001) that in the modern world of work, jobs require a higher degree of initiative due to factors such as global competition, faster rate of innovation, new production concepts, and changes in the job concept. The modern world of work poses a number of challenges which include increased levels of initiative by employees in order to develop their knowledge and skills in order to remain ‘current’, creative ideas, and an increased need for employees to make more and more decisions on their own. In order to survive in today’s challenging market place, employees thus should show high levels of proactivity and initiative. Job crafting is the process by which individuals make physical and cognitive changes to the task or relational boundaries of their work (Wrzesniewski & Dutton, 2001). It is proactive behaviour requiring adaptation to challenges and constraints presented by the working environment. It thus would be useful to be aware of the most important factors that contribute to the occurrence of such proactive behaviours. The objective of this research study therefore was to test whether salient job and personal resources, and job demands as depicted by the Job Demands-Resources model account for the variance in job crafting for a sample of employees working within the financial services industry. A literature review was conducted and hypotheses were formulated, and tested by means of an ex post facto correlation design. Data was collected from a sample of 236 employees employed by a company within the financial services industry. A self-administered web-based survey was used for the purpose of collecting the data and participation in the study was voluntary. The data collected was strictly confidential and anonymous. A number of separate measurement instruments to measure the specific latent variables were carefully selected for inclusion in the survey based on their reliability and validity. The research findings specifically illustrate that employees who receive feedback on their performance as well as those who are engaged in their jobs, are more likely to craft their jobs. The results also show that engagement mediates the relationship between autonomy and job crafting, as well as the relationship between feedback and job crafting (the latter being mediated only partially by engagement). Finally, it was found that proactive personality was positively related to job crafting. The research findings therefore illustrate the importance of specific job- and personal resources in fostering job crafting behaviours. The results, together with the managerial implications and practical interventions suggested, provide South African managers and industrial psychologists with valuable insight into managing and encouraging job crafting within the workplace. This research study commenced only once ethical clearance was received from the Research Ethics Committee of Stellenbosch University. / AFRIKAANS OPSOMMING: In die moderne wêreld van werk is daar toenemende kommer oor die geskiktheid van die tradisionele herontwerp van werk en hoe dit gepaard gaan met die veranderende aard van werk. Frese en Fay (2001) het spesifiek aangedui dat in die moderne wêreld van werk, 'n hoër mate van inisiatief vereis word as gevolg van faktore soos wêreldwye mededinging, vinniger tempo van innovering, nuwe produksie konsepte, en veranderinge in die konsep van werk. Die moderne wêreld van werk verg baie meer van individue, wat onder andere insluit hoër vlakke van inisiatief deur werknemers om hul kennis en vaardighede te ontwikkel om sodoende op datum te bly met tegnologiese veranderinge, kreatiewe idees, en 'n verhoogde behoefte vir werknemers om meer en meer besluite op hul eie te neem. Om dus in vandag se uitdagende wereld van werk te oorleef, word dit van werknemers verwag om hoë vlakke van pro-aktiwiteit en inisiatief te toon. ‘Job crafting’ is die proses waardeur individue fisiese en kognitiewe veranderinge in hul werks take en -verhoudinge aanbring (Wrzesniewski & Dutton, 2001). Dit is pro-aktiewe gedrag wat werknemers help om aan te pas by die uitdagings wat deur die moderne werksomgewing daargestel word. Dit sal dus voordelig wees om bewus te wees van die belangrikste faktore wat bydra tot hierdie pro-aktiewe gedrag in die werksplek. Die doel van hierdie navorsing was dus om te toets of belangrike werks- en persoonlike hulpbronne, en werks-vereistes soos deur die ‘Job Demands-Resources’ model voorgestel, ‘n waardevolle verduideliking is vir verskillende vlakke van ‘job crafting’ vir 'n groep in die finansiele bedryf. 'n Literatuuroorsig is uitgevoer en hipoteses geformuleer wat deur middel van 'n ex post facto-korrelasie-ontwerp getoets is. Data is ingesamel vanuit 'n streekproef van 236 werknemers van 'n maatskappy in die finansiële bedryf. 'n Self-toegepaste web-gebaseerde vraelys is vir die versameling van data gebruik en deelname aan die studie was vrywillig. Die dataversameling was streng vertroulik and anoniem. 'n Aantal afsonderlike metingsinstrumente om die spesifieke latente veranderlikes te meet, is noukeurig op grond van geldigheid en betroubaarheid gekies en ingesluit in die opname ingesluit. Die navorsings resultate illustreer dat wanneer werknemers terugvoering ontvang oor hul prestasie sowel as diegene wat betrokke is in hul werk, meer geneig is om hul werk te ‘craft’. Die resultate toon ook dat betrokkenheid die verhouding tussen outonomie en ‘job crafting’ bemiddel, sowel as die verhouding tussen terugvoering en job crafting (laasgenoemde word net gedeeltelik deur betrokkenheid bemiddel). Ten slotte, is daar gevind dat ‘n pro-aktiewe persoonlikheid n positiewe verwantskap met ‘job crafting’ het. Die navorsing illustreer dus die belangrikheid van spesifieke werks- en persoonlike hulpbronne in die bevordering van ‘job crafting’. Die resultate, tesame met die bestuurs-implikasies en praktiese ingrypings wat voorgestel word, bied Suid-Afrikaanse bestuurders en bedryfsielkundiges met waardevolle insigte in die bestuur en aanmoediging van ‘job crafting’ binne die werkplek. Hierdie navorsingstudie was voortgesit toe etiese klaring ontvang is van die Etiekkomitee van die Universiteit van Stellenbosch.

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Much of the history of management and motivation theory is rooted in the desire to understand the factors that contribute to having a satisfied workforce. Job satisfaction is the most widely studied construct in the history of industrial/organizational psychology. The job characteristics model (JCM) holds that if jobs are enriched with high levels of specific job characteristics (i.e., task significance, task variety, task identity, autonomy and feedback), employees will report higher levels of job satisfaction. While this claim enjoys wide support in studies conducted in traditional, hierarchically based organizational environments, few studies have tested the JCM in team based organizational designs. This study also evaluated possible moderating influences of growth need strength (GNS; the need for personal growth and development within the job environment) and emotional reactivity (a measure of frustration with perceived obstacles in the work environment). It was hypothesized that employees with higher levels of GNS would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with lower levels of GNS. Alternatively, it was hypothesized that employees with lower levels of emotional reactivity would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with higher levels of emotional reactivity. Results indicated that four job characteristics (task significance, task variety, task identity and feedback) served as significant positive predictors of job satisfaction, while GNS moderated the relationships between task significance and task variety with job satisfaction in a way that supported the research hypothesis. Emotional reactivity was not found to moderate any of the relationships between individual job characteristics and job satisfaction. Overall, results support the relevance of the JCM to team based organizations, providing support for the assertion that the relationship between enriched jobs and higher levels of job satisfaction persists across professional work contexts, as well as the partial moderating influence of GNS.

Analysis of staff knowledge of client rights in West Virginia institutions for the developmentally disabled was undertaken in this study. Even with the identification of guaranteed rights for institutionalized individuals through federal and state legislation, standards, policies, and judicial decisions, whose findings have shown that violation of client rights continues to occur in most institutions. A review of the literature indicated that one possible cause for the continuation of rights violations may be the staff limited understanding of client rights. The literature also has revealed few studies have attempted an investigation in this area. This study involved 644 full-time staff who were representative of one of six different job categories. The staff were employed in one of three West Virginia institutions for the developmentally disabled. It was hypothesized that if differences in staff knowledge of client rights were identified, this information could be used to direct staff training and policy-making decisions and perhaps minimize the continuous violations of client rights. That significant differences in knowledge of client rights did exist when different job categories of staff were compared within each institution as well as across institutions. It was found that significant relationships in knowledge of client rights exist between staff with different job longevity rates, but the correlation was too low to be considered a reliable predictor of limited value. No significant differences in staff knowledge of client rights were found between the three institutions. The implication of these research findings and the future need for research in this area are discussed. / Ed. D.