Abstract
The previous chapters have described the characteristics of new job demands (work intensification , planning and decision-making demands, learning demands ) on employees arising from a changing world of work . These new job demands have the potential to exert both positive and negative effects on employees and organizational outcomes , resulting in new challenges for job design measures . The final chapter of this book gives an overview of such new challenges and discusses consequences and recommendations for job design approaches. New demands may evoke complex patterns of positive effects, challenges and negative effects, requiring framework models that are able to deal with such complexity. The balance theory of job design (Smith and Sainfort in Int J Ind Ergon 4:67–79, 1989) is introduced as a useful framework for dealing with complexity from a systemic point of view. Job design that takes individual needs into consideration is described as another approach which is appropriate for dealing with new demands. On the macro-level of economic developments , it is important to initiate public discussions on the potential effects of job demands in a changing world of work. The further development of political directives and revisions of employment laws are important macro-level measures. On the meso-level of organizations , various design measures ranging from improvements in knowledge management concepts to improved social support measures are being discussed. Such measures are of particular importance in the design of flexible work and new office concepts . On the micro-level of job design , approaches for dealing with autonomy demands are presented. Finally, on the level of the individual worker, strategies for self- and time management are discussed.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic need satisfaction: A motivational basis of performance and weil-being in two work settings. Journal of Applied Social Psychology, 34, 2045–2068. doi:10.1111/j.1559-1816.2004.tb02690.x.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial psychology, 22, 309–328. doi:10.1108/02683940710733115.
Baltes, B. B., Brigs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 4, 496–513.
Barley, S. R., Grobal, S., & Meyerson, D. E. (2011). E-mail as a source and symbol of stress. Journal of Organization Science, 22(4), 887–906.
Brenner, M. D., Fairris, D., & Ruser, J. (2004). “Flexible” work practices and occupational safety and health: Exploring the relationship between cumulative trauma disorders and workplace transformations. Industrial Relations, 43, 242–266.
Brod, C. (1984). Technostress: The human cost of the computer revolution. Addison Wesley Publishing.
Carayon, P., & Smith, M. J. (2014). The balance concept revisited: Finding balance to reduce stress in a frantic world of IT. In C. Korunka & P. Hoonakker (Eds.), The impact of ICT in quality of working life (pp. 105–121). Amsterdam/New York: Springer.
Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among U.S. managers. Journal of Applied Psychology, 85, 65–74. doi:10.1037/0021-9010.85.1.65.
Chesley, N. (2014). Information and communication technology use, work intensification and employee strain and distress. Work, Employment & Society, 28, 589–610. doi:10.1177/0950017013500112.
Cropanzano, R., & Greenberg, J. (1997). Progress in organizational justice: Tunneling through the maze. International Review of Industrial and Organizational Psychology, 12, 317–372.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874–900. doi:10.1177/0149206305279602.
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11, 227–268. doi:10.1207/S15327965PLI1104_01.
Drucker, P. F. (1954). The practice of management. New York: Harper & Row.
Eurofound. (2015). Sixth European working conditions survey. Retrieved from http://www.eurofound.europa.eu/de/surveys/2015/sixth-european-working-conditions-survey-2015
Eurostat. (2015). Accident at work statistics. Retrieved from http://ec.europa.eu/eurostat/statistics-explained/index.php/Accidents_at_work_statistics/de
Franke, F. (2015). Is work intensification extra stress? Journal of Personnel Psychology, 14, 17–27.
Frese, M., & Zapf, D. (1994). Action as the core of work psychology: A German approach. In H. C. Triandis & M. D. Dunnette (Eds.), Handbook of industrial and organizational psychology (2nd ed., pp. 271–340). Palo Alto, California.
Future Work Centre. (2016). You’ve got mail. Retrieved from http://www.futureworkcentre.com/what-we-do/insight/email-at-work/
Grant, A. M., Fried, Y., Parker, S. K., & Frese, M. (2010). Putting job design in context: Introduction to the special issue. Journal of Organizational Behavior, 31, 145–157. doi:10.1002/job.679.
Greenberg, J., & McCarty, C. (1990). The interpersonal aspects of procedural justice: A new perspective on pay fairness. Labor Law Journal, 41, 580.
Hacker, W. (2005). Allgemeine Arbeitspsychologie [General Work Psychology]. Bern: Huber publishers.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250–279.
Hendrick, H. W. (2003). Determining the cost–benefits of ergonomics projects and factors that lead to their success. Applied Ergonomics, 34, 419–427. doi:10.1016/S0003-6870(03)00062-0.
House, J. S. (1981). Work stress and social support. Addison-Wesley Pub. Co.
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92, 1332–1356. doi:10.1037/0021-9010.92.5.1332.
Hurtienne, J., Stilijanow, U., & Junghanns, G. (2014). Time and work pressure in today’s working world. In C. Korunka & P. Hoonakker (Eds.). The impact of ICT in quality of working life (pp. 63–86). New York, Amsterdam: Springer.
Jackson, P. R., Wall, T. D., Martin, R., & Davids, K. (1993). New measures of job control, cognitive demand, and production responsibility. Journal of Applied Psychology, 78, 753–762.
Karasek, R. A., Jr. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 285–308. doi:10.2307/2392498
Kasser, T. (2009). Psychological need satisfaction, personal well-being, and ecological sustainability. Ecopsychology, 1, 175–180. doi:10.1089/eco.2009.0025.
Kasser, T. (2011). Can thrift bring well-being? A review of the research and a tentative theory. Social and Personality Psychology Compass, 5, 865–877. doi:10.1111/j.1751-9004.2011.00396.x.
Kempe, M. (2001). A comeback for “Taylorism”? Reposts from Germany. World of Work, 38, 18–20.
Korunka, C. (2013). The evaluation of psychosocial risks. Case studies and experiences from Austria. In J. M. Peiro & C. Molina (Eds.), International yearbook on psychosocial risk prevention and quality of life at work 2013.
Korunka, C., & Hoonakker, P. (2014). The Future of ICT and Quality of Working Life: Challenges, Benefits, and Risks. In C. Korunka & P. Hoonakker (Eds.). The Impact of ICT on Quality of Working Life (pp. 205-219). New York, Amsterdam: Springer.
Kreiner, G. E. (2006). Consequences of work-home segmentation or integration: A person- environment fit perspective. Journal of Organizational Behavior, 27, 485–507. doi:10.1002/job.386.
Kubicek, B., Korunka, C., & Tement, S. (2014). Too much job control? Two studies on curvilinear relations between job control and eldercare workers’ well-being. International Journal of Nursing Studies, 51, 1644–1653. doi:10.1016/j.ijnurstu.2014.05.005.
Kubicek, B., Paškvan, M., & Korunka, C. (2015). Development and validation of an instrument for assessing job demands arising from accelerated change: The intensification of job demands scale (IDS). European Journal of Work and Organizational Psychology, 24, 898–913.
Kubicek, B., & Korunka, C. (in print). Job demands in a changing world of work. In R. Burke & K. Page (Eds.), Research handbook on work and wellbeing. Cheltenham, UK: Edward Elgar Publishing.
Leather, P., Pyrgas, M., Beale, D., & Lawrence, C. (1998). Windows in the workplace sunlight, view, and occupational stress. Environment and Behavior, 30, 739–762. doi:10.1177/001391659803000601.
Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management. Organizational Dynamics, 33, 143–160.
Marescaux, E., de Winne, S., & Sels, L. (2013). HR practices and HRM outcomes: The role of basic need satisfaction. Personnel Review, 42, 4–27. doi:10.1108/0048348131128520.
Morgeson, F. P., & Humphrey, S. E. (2006). The work design questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91, 1321. doi:10.1037/0021-9010.91.6.1321.
Muraven, M., & Baumeister, R. F. (2000). Self-regulation and depletion of limited resources: Does self-control resemble a muscle? Psychological Bulletin, 126, 247–259. I0.I037//0033-2909.126.2.247.
Muraven, M., Baumeister, R. F., & Tice, D. M. (1999). Longitudinal improvement of self-regulation through practice: Building self-control strength through repeated exercise. Journal of Social Psychology, 139, 446–458.
Paškvan, M., Kubicek, B., Prem, R., & Korunka, C. (2015). Cognitive appraisal of work intensification. International Journal of Stress Management. doi:10.1037/a0039689.
Peiro, J. M., & Molina, C. (Eds.). (2013). International yearbook on psychosocial risk prevention and quality of life at work 2013.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698. doi:10.1037/0021-9010.87.4.698.
Rosa, H. (2005). Beschleunigung. Die Veränderung der Zeitstrukturen in der Moderne. Frankfurt am Main: Suhrkamp.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55, 68–78. doi:10.1037/0003.066X.55.1.68.
Salanova, M., Llorens, S., & Cifre, E. (2013). The dark side of technologies: Technostress among users of information and communication technologies. International Journal of Psychology, 48, 422–436. doi:10.1080/00207594.2012.680460.
Schaufeli, W., Taris, T. W., & van Rhenen, W. (2008). Workaholism, burnout, and work engagement: Three of a kind or three different kinds of employee well-being? Applied Psychology: An International Review, 57, 173–203. doi:10.1111/j.1464-0597.2007.00285.x.
Schmidt, K. H., & Diestel, S. (2015). Self-control demands. Journal of Personnel Psychology, 14, 49–60. doi:10.1027/1866-5888/a000123.
Sheldon, K. M., Elliot, A. J., Kim, Y., & Kasser, T. (2001). What is satisfying about satisfying events? Testing 10 candidate psychological needs. Journal of Personality and Social Psychology, 89, 325–339. doi:10.1037/0022-3514.80.2.325.
Smith, M. J., & Sainfort, P. C. (1989). A balance theory of job design for stress reduction. International Journal of Industrial Ergonomics, 4, 67–79. doi:10.1016/0169-8141(89)90051-6.
Sonnentag, S., & Fritz, C. (2015). Recovery from job stress: The stressor-detachment model as an integrative framework. Journal of Organizational Behavior, 36, 72–103. doi:10.1002/job.1924.
Spreitzer, G. M. (1996). Social structural characteristics of psychological empowerment. Academy of Management Journal, 39, 483–504.
Ulich, E. (1978). Über das Prinzip der differentiellen Arbeitsgestaltung. Industrielle Organisation, 47, 566–568.
Van den Broeck, A., Vansteenkiste, M., & De Witte, H. (2008). Self-determination theory: A theoretical and empirical overview in occupational health psychology. In J. Houdmont & S. Leka (Eds.), Occupational health psychology: European perspectives on research, education, and practice (pp. 63–88). Nottingham: Nottingham University Press.
Van Yperen, N. W., Rietzschel, E. F., & De Jonge, K. M. (2014). Blended working: For whom it may (not) work. PLoS ONE, 9(7), e102921. 0.1371/journal.pone.0102921.
Warr, P. (2009). Environmental “vitamins”, personal judgments, work values, and happiness. In S. Cartwright & C. Cooper (Eds.), The Oxford handbook of organizational well-being (pp. 57–85). Oxford: Oxford University Press.
Widmer, P. S., Semmer, N. K., Kälin, W., Jacobshagen, N., & Meier, L. L. (2012). The ambivalence of challenge stressors: Time pressure associated with both negative and positive well-being. Journal of Vocational Behavior, 80, 422–422. doi::10.1016/j.jvb.2011.09.006
Wohlers, C., & Hertel, G. (in print). Choosing where to work @work—towards a theoretical model explaining benefits and risks of flexible office concepts.
Wood, S., & de Menezes, L. M. (2011). High involvement management, high performance work systems and well-being. The International Journal of Human Resource Management, 22, 1586–1610. doi:10.1080/09585192.2011.561967.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2017 Springer International Publishing AG
About this chapter
Cite this chapter
Korunka, C. (2017). Challenges for Job Design. In: Korunka, C., Kubicek, B. (eds) Job Demands in a Changing World of Work. Springer, Cham. https://doi.org/10.1007/978-3-319-54678-0_8
Download citation
DOI: https://doi.org/10.1007/978-3-319-54678-0_8
Published:
Publisher Name: Springer, Cham
Print ISBN: 978-3-319-54677-3
Online ISBN: 978-3-319-54678-0
eBook Packages: Behavioral Science and PsychologyBehavioral Science and Psychology (R0)