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J Occup Health Psychol. 2016 Jul;21(3):284-95. doi: 10.1037/a0039962. Epub 2015 Dec 7.

Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

Author information

1
Manchester Business School, University of Manchester.
2
Institute of Work Psychology, University of Sheffield.

Abstract

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. (PsycINFO Database Record.

PMID:
26641482
DOI:
10.1037/a0039962
[Indexed for MEDLINE]
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