Idiosyncratic Jobs, Organizational Transformation, and Career Mobility
Idiosyncratic Jobs, Organizational Transformation, and Career Mobility
复制标题
特殊工作、组织转型和职业流动性
DOI：
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发表时间：
2016
期刊：
影响因子：
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通讯作者：
Olubukunola Akinsanmi
中科院分区：
文献类型：
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作者：
Anne S. Miner;Olubukunola Akinsanmi
摘要
当正式的工作职责与特定人员的能力或兴趣相匹配时，就会出现特殊工作。新的职责可以累积或协商，以匹配现有员工或潜在的雇用。独特的工作可以帮助组织应对不断变化的环境，并影响组织的目标和结构。它们可以影响在职人员的职业生涯和组织的职务结构。特质工作的进化积累可能会产生计划外的组织学习。有前途的研究前沿包括链接到工作制作，I-Deals，谈判加入和工作生态。对这些领域的深入探索可以推进工作设计和组织转型的核心理论，并为组织使用特殊工作提供规范理论，而不会陷入任人唯亲，效率低下或不公正。
Abstract
Idiosyncratic jobs occur when formal job duties match the abilities or interests of a specific person. New duties can accrue or be negotiated to match an existing employee or a potential hire. Idiosyncratic jobs can help organizations deal with changing contexts, and influence organizational goals and structure. They can affect job holders’ careers and organizational job structures. The evolutionary accumulation of idiosyncratic jobs can potentially generate unplanned organizational learning. Promising research frontiers include links to work on job crafting, I-Deals, negotiated joining, and ecologies of jobs. Deeper exploration of these domains can advance core theories of job design and organizational transformation and inform normative theory on organizational use of idiosyncratic jobs without falling into cronyism, inefficiency, or injustice.