File Name: career related antecedents and outcomes of job rotation .zip
Many of us assume the most important motivator at work is pay. Yet, studies point to a different factor as the major influence over worker motivation—job design. How a job is designed has a major impact on employee motivation, job satisfaction, commitment to an organization, absenteeism, and turnover. The question of how to properly design jobs so that employees are more productive and more satisfied has received attention from managers and researchers since the beginning of the 20th century. We will review major approaches to job design starting from its early history. Perhaps the earliest attempt to design jobs came during the era of scientific management. Scientific management is a philosophy based on the ideas of Frederick Taylor as presented in his book, Principles of Scientific Management.
To investigate how functional flexibility is related to demographics, personality traits, and work perceptions, employees of a large Dutch passenger transport firm filled out a written questionnaire. Two dimensions of functional flexibility were discerned: willingness and ability to be flexible. Analysis of variance showed the support staff and managers were higher on willingness and ability to be flexible than workers. Hierarchic regression analysis showed that willingness to be flexible was positively related to initiative and trust in management, and was negatively related to age and task formalization. Ability to be flexible was positively related to general self-efficacy and initiative, and was negatively related to task formalization. It was concluded that willingness to be flexible depends on fair treatment and freedom provided by their organization and that ability to be flexible is part of the development of general self-efficacy.
The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses. With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. Finally, the SPSS According to the nurses' views, the findings are as follows: 1 job rotation among nurses could have an effect on their job satisfaction; 2 job rotation could have an effect on organizational commitment; 3 job satisfaction could have a positive effect on organizational commitment; 4 role stress among nurses could have a negative effect on their job satisfaction; and 5 role stress could have a negative effect on their organizational commitment. As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly.
on-the-job training (Goldstein, ). Job rotation may be a proactive mean of enhancing the value of work experience for career development. The purpose of this.
Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. DOI: Campion and Lisa Cheraskin and M.
The purpose of the study was to assess the influence of on the job training on employee turnover in chartered public universities. The main type of research design to be used was descriptive. The unit of analysis was 31 chartered public universities in Kenya and accessible population of three universities. The target population was staff of the three universities.
Topics: Research Article. OAI identifier: oai:pubmedcentral. Provided by: PubMed Central. Suggested articles.
Metrics details. The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization.
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Drawing on related literature and an inductive pilot study, we propose a conceptual framework for the relationship between job rotation and selected.