HST5504 Lecture Notes - Lecture 7: Job Enrichment, Absenteeism, Employee Engagement
WEEK 7: WORK SYSTEM DESIGN
Job Quality:
• Earnings quality (e.g. level of earnings and their distribution across the workforce)
• Labour market security (e.g. risk of unemployment)
• Quality of the working environment (e.g. incidence of job strain, which is a combination of high job demands
and limited job resources)
• Job resources include job autonomy, social support and access to training and development
Factors Determining Job Quality:
• Opportunities to use skills
• Opportunities to develop skills
• Job autonomy / task discretion / task control
• Participation in decision making/employee
voice
• Job security
• Pay
• Flexibility (e.g. work hours, schedules)
5 Factors Job Factors Indictable of high job quality:
1. Work organisation
• Job resources e.g. discretion, social
support.
• Job challenge demands e.g. task
complexity, cognitive demands,
moderate workload.
2. Wage and payment systems
• High pay
• Performance payments
3. Security and flexibility
• Permanent contracts
• Choice of working time/Working time
flexibility
• Standard work hours
4. Skills and development
• Skills use
• Access to training
• Opportunities for skills development
5. Engagement
• Consultation and voice opportunities
Outcomes of Job Quality:
For individuals:
• Job satisfaction
• Affective commitment
• Physical health and psychological well-being
• Growth need satisfaction
For organisations:
• Turnover
• Innovation
• Productivity
• Employee engagement
Mechanistic Work System:
• Assembly line workers, call centre workers, fast-food sector workers
• Hard odel of H‘M
• Transactional psychological contract
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Document Summary
Job quality: earnings quality (e. g. level of earnings and their distribution across the workforce, quality of the working environment (e. g. incidence of job strain, which is a combination of high job demands. Labour market security (e. g. risk of unemployment) and limited job resources) Job resources include job autonomy, social support and access to training and development. Factors determining job quality: opportunities to use skills, opportunities to develop skills, participation in decision making/employee. 5 factors job factors indictable of high job quality: work organisation. Job challenge demands e. g. task complexity, cognitive demands, moderate workload: wage and payment systems, high pay, performance payments. Job satisfaction: affective commitment, physical health and psychological well-being, growth need satisfaction. Mechanistic work system: assembly line workers, call centre workers, fast-food sector workers, transactional psychological contract (cid:858)hard (cid:373)odel(cid:859) of h m, potential hr outcomes: high voluntary turnover, high absenteeism, low levels of employee engagement, low affective commitment etc.
