Work

Poor work design begets poor work design: Capacity and willingness antecedents of individual work design behavior.

Year: 2019

Type: article

Abstract: = 218, Study 2), participants scored higher on enriching task allocation and enriching work strategy selection if they had expertise as an industrial/organizational psychologist and if they had high autonomy in their own job. Explicit knowledge about work design predicted lower scores on person-focused strategy selection, and mediated the effects of professional expertise on this outcome. Individuals high in openness values scored higher on enriching work strategy selection, and those high in conservation values scored lower on enriching task allocation. These findings were replicated in Study 3 among working professionals (N = 602). We then showed that openness to change values predicted enriching work strategy selection via the more proximal processes of valence (valuing intrinsic work characteristics) and affect (positive affect when enriching others' work). This article opens up a new area of inquiry: how and why individuals design work for others in the way they do. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Source: Journal of Applied Psychology

DOI: 10.1037/apl0000383

Authors: Sharon K. Parker, Daniela M. Andrei, Anja Van den Broeck

Institutions: Curtin University, North-West University, KU Leuven

Language: English

Topic: Job Satisfaction and Organizational Behavior

Subfield: Organizational Behavior and Human Resource Management

Field: Business, Management and Accounting

Domain: Social Sciences

Open Access status: green

Funders: KU Leuven, Australian Research Council

Awards: Transformative work design for health, skills and agility, G7258823400