Can Job Redesign Interventions Influence a Broad Range of Employee Outcomes by Changing Multiple Job Characteristics? A Quasi-Experimental Study
Can Job Redesign Interventions Influence a Broad Range of Employee Outcomes by Changing Multiple Job Characteristics? A Quasi-Experimental Study
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DOI：
10.1037/a0039962
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发表时间：
2016-07-01
影响因子：
5.1
通讯作者：
Axtell, Carolyn
中科院分区：
文献类型：
--
作者：
Holman, David;Axtell, Carolyn
许多工作重新设计干预措施基于多中介-多结果模型，在该模型中，工作重新设计干预通过改变多种工作特征间接影响广泛的员工结果。由于这一模型仍未得到检验，因此本研究的目的是检验工作再设计的多中介-多结果模型。对呼叫中心准实验性工作重新设计干预措施的数据进行的多水平分析证实了假设模型，并表明工作重新设计干预通过改变两个工作特征(即工作控制和反馈)影响了广泛的员工结果(即员工幸福感、心理契约履行情况和主管评定的工作绩效)。研究结果为工作再设计干预的有效性和机制提供了进一步的证据。
Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in 2 job characteristics (i.e., job control and feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions.