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Annotated bibliography
Nancy L. Smith
Liberty University, School of Nursing
BUSI 610
Dr. Maddox
August 1, 2021
Böckerman, P., Bryson, A., Kauhanen, A., & Kangasniemi, M. (2020). Does job design make workers happy?. Scottish Journal of Political Economy, 67(1), 31-52.
The wellbeing of workers and how it is affected by the aspect of job design by using the data between employers and the employees in Finland is investigated in the research. The results of the study reveal that job control has a direct impact on the well-being of employees while job demands bear no adverse effects regarding the well-being of the workers.
The source relates with the rest of the sources in coming up with my argument on the role that job design has on the wellbeing of the workers, which has largely influenced the organizational performance of many companies. Similarly, it aids in crafting the perspective of job demands and whether they have an impact on the worker performance, and this is critical in forming the argument on the role that job design has in influencing the overall response of the employees to their respective jobs specifications.
The research will be useful in my literature review in that it explains the relationship between job design and employee performance. It shows the steps that organizations can use in customizing the job designs for maximum efficiency as well as overall sustainable development.
Choi, D. S., Sung, C. S., & Park, J. Y. (2020). How does technology startups increase innovative performance? The study of technology startups on innovation focusing on employment change in Korea. Sustainability, 12(2), 551.
The article investigates the role that quality of employment plays in fostering technological innovations. This comes after immense fears being expressed regarding the possible replacement of human labor by technology in the course of the emergence of the fourth industrial revolution. The data used in the study was derived from the Korea Labor Institute to reveal the relationship between technological innovation and human employment.
This particular source is important in my study because it depicts the possible effects of technological innovation in the workplace. It is consistent with my other sources, more so on the impacts and fears that technology has been deemed with for a long time. The source fosters the findings regarding the place of human labor in the middle of aggressive innovations.
The research encompassed in the article will play a critical part in my literature review in that it will shape the argument regarding technological innovations and their possible impacts on the human labor force. It will aid in the construction of the argument that modern technological strides can co-exist with the human labor force towards attaining maximum efficiency.
Cijan, A., Jenič, L., Lamovšek, A., & Stemberger, J. (2019). How digitalization changes the workplace. Dynamic relationships management journal, 8(1), 3-12.
The paper looks into the impacts of digitalization at the workplace, tracing from the discovery of the internet to date. The researchers carried out an online survey involving 98 employees in various disciplines and industries in determining how technology affects various aspects of their workplace. The findings indicate the significant impact of technological evolution at the workplace, which can be used by managers in understanding their workforce better.
The importance of the source lies in depicting the effects of technology at the workplaces of various industries and how the negative effects can be alleviated. It is consistent with the other sources in my study indicating the impact of automation as well as how they can alter the job design of employees.
The source is useful in the context of my literature review because it helps shape my argument concerning the effects of digitalization on the job design of employees, both in the short and long term. It will help in gaining a knowledge of how the positive effects of digitalization can be harnessed in alleviating the possible negative impact by the managers.
den Boer, H., van Vuuren, T., & de Jong, J. (2021). Job Design to Extend Working Time: Work Characteristics to Enable Sustainable Employment of Older Employees in Different Job Types. Sustainability 2021, 13, 4719.
The study investigates the extent to which a job type impacts the characteristics of the work in which older employees need in order to continue with their formal employment. The researchers used semi-structured interviews of employees in both the education and health sector and found that there are particular work characteristics that impact the design of jobs in the future for older workers.
The source is consistent with the rest of the articles chosen in that it aids in making sense of the effects of particular job designs on various age categories of workers. It is vital in establishing the relationship between the perception of job security across different age groups, especially with the increasing wave of technology and automation at the workplace.
The article is important in constructing my argument that the design of future jobs, particularly in older workers, is affected by various work characteristics, with technology and automation being at the inner core. It points to the ultimate end goals being different for different workers, with managers valuing personal development and professionals being more concerned about their flexible working hours.
Dettmers, J., & Bredehöft, F. (2020). The ambivalence of job autonomy and the role of job design demands. Scandinavian Journal of Work and Organizational Psychology, 5(1).
The study looks into the potential negative effects of the aspect of job autonomy through the introduction of the aspect of job design demands. The researchers conducted a cross-sectional study involving 417 workers and found the relationship between emotional exhaustion and cognitive irritation. The result is that the element of job autonomy is two-fold in that it is related to both emotional exhaustion and cognitive irritation and impair worker performance.
The source is vital in the construction of my argument because by examining the impact arising from the concept of job autonomy, the causes of job irritation among the employees can be identified. Consequently, this would help in narrowing down to the key issues at the workplace which hinder the attainment of organizational goals, which is critical in determining sustainable development.
The article will be central in my literature review by compiling the factors that bring about exhaustion n employees and how this could be detrimental in the attainment of a perfect job design. The recommendations involved in enhancing autonomy count in the added effort as far as JDD is concerned, which will be widely discussed in my literature review.
Ebrahim, Z. B., Zakaria, K. N., Sauid, M. K., Mustakim, N. A., & Mokhtar, N. (2019). Impact of job design and motivation on employee’s in the public sector, Putrajaya. Gading Journal for the Social Sciences, 22(1), 21-28.
The impact of job designs on the employees’ motivation is the main subject of the study in research that involved random selection of participants in Putrajaya’s public sector. In the results that followed, it was evident that various elements entailed in job design, such as task identity, skill variety, and autonomy, have a positive correlation with the motivation of the employees.
The article correlates with the rest of the other research studies encompassed in the paper in that it evaluates the impact of job designs on the motivation of the employees. This is consistent since the focus of the paper is on job designs, their impact on the working of the employees, and how each can be adjusted so that overall sustainable development can be attained.
The research study will be critical in my literature review in that it underscores the strategies which have been emphasized as those which affect employee motivation. Additionally, it provides insights on the areas that employers need to focus their efforts in to ensure that employee motivation is enhanced.
Kurer, T., & Gallego, A. (2019). Distributional consequences of technological change: Worker- level evidence. Research & Politics, 6(1), 2053168018822142.
The focus of the paper is on the trajectories of employment of the workers in relation to their exposure to technological change. Panel data from the UK was utilized and showcased that there were threats to the various occupations, and the workers transitioned into other specifications shortly after. The beneficiaries of penetration of novel technologies in the workplace have been found to be workers in jobs that demand cognitive abilities, and these survive the wave of technology.
The source is useful in depicting the disruptive nature of technology at the workplace, which is consistent with the transitional effects of automation. The article fosters the patterns witnessed from employees who feel threatened by the entry of technology, which could explain their overall attitude towards their occupations.
The study will be essential in crafting my argument in that it depicts the increased perceived threat of automation at the workplace. While there have been general concerns regarding the possible replacement of human labor and rendering it obsolete, it is critical to recognize occupations that would benefit. The paper helps shape my argument that constant training and development is important in preparing the transition and linking with technology.
Li, Y., Guo, W., Armstrong, S. J., Xie, Y. F., & Zhang, Y. (2021). Fostering employee-customer identification: The impact of relational job design. International Journal of Hospitality Management, 94, 102832.
The primary focus of the study is providing an empirical examination of the customer interactions based on the restorative side. The researchers accomplished this by integrating insights derived from relational identification as well as job design to showcase the accomplishment of employee-customer identification. The results show that having job contact with customers improves the overall service delivery.
The article is critical in informing my argument on the need to be keen on customer contacts as a way of ensuring long-term sustainable development. I recognize that part of the strategies which can be employed in enhancing organizational performance involves ensuring that customers’ needs are well-attended to, which can give a glimpse of the key elements needed in improving the structure of an organization.
The study will be important in my literature review in that it evaluates the role that customer contacts play in enhancing the sustainable development of an organization. This is consistent with making a company more adaptable to the dynamic business environment. It also prescribes the accepted manner in which employees ought to conduct themselves in response to the changing customer needs, and this fosters the overall competitive advantage of a firm.
Liu, Y., Wang, S., Zhang, J., & Li, S. (2021). When and How Job Design Influences Work Motivation: A Self-Determination Theory Approach. Psychological Reports, 00332941211027320.
The article evaluates the relationship between job characteristics with both autonomous and controlled motivation based on job characteristics and self-determination theories. The authors collected data using questionnaires to workers in different Chinese industries. From the study, it was found that job characteristics bear a significant effect on the satisfaction of basic psychological needs.
The source is related to the rest of the articles in that it shows the various elements that affect the work motivation of employees in the constantly changing workplace setting. Positive and negative work motivation is directly attributable to the satisfaction levels derived by the workers, a key concept found in the articles.
The research is useful in forming my argument regarding the myriad of factors that affect the work motivation of employees across different industries and sectors. For positive working motivation to arise, psychological satisfaction must be fulfilled and equipping them with the appropriate skills in the dynamic working environment.
McGuinness, S., Pouliakas, K., & Redmond, P. (2021). Skills-displacing technological change and its impact on jobs: challenging technological alarmism?. Economics of Innovation and New Technology, 1-23.
The paper seeks to measure the extent to which technological change can render human labor obsolete using a new dataset of the European Skills and Jobs Survey. The findings of the researchers show technology being responsible for both displacements of workers as well as upscaling the skills of others. Additionally, it is found that higher-skilled workers are also affected by technological change and are a key contributor to job insecurity.
The source is useful in my study because it is consistent with the fears that have been constantly expressed over the entry of technology in the workplace and how human skills will be rendered obsolete. It underscores the sentiments of other sources touching on both short and long-term effects of technology and automation in the workplace in relation to the workers.
The findings of the research will be critical in my literature review in that they showcase the level of job security in relation to the entry of technology and automation. It will construct my argument that job design is immensely affected by the entry of technology in the workplace, particularly in rendering human labor obsolete.
Png, I. P. (2020). Automation, Job Design, and Productivity: Field Evidence. Available at SSRN 3597725.
The article looks into the application and integration of automation in jobs whose cost involved in acquiring effort shows widespread differences in a myriad of tasks. The author conducted a field experiment on rotating supermarket cashiers between automated as well as checkouts with only scanning. The scan-only checkouts reported 10% faster scanning and lower marginal cost than the non-automated task.
The study relates to the rest of the sources in underscoring the immense benefits of automation in enhancing the effectiveness and efficiency at the workplace. It depicts the reason why more organizations are increasingly becoming more automated and digitalized in their operations.
The article will be critical in constructing my point of view and argument regarding the benefits of automation and digitalization in the workplace. While the fears of possible loss of jobs as a result of human labor being rendered obsolete are present, the underlying benefits far outweigh the concerns.
Rasheed, M. I., Jamad, W. N., Pitafi, A. H., & Iqbal, S. M. J. (2020). Perceived compensation fairness, job design, and employee motivation: The mediating role of working environment. South Asian Journal of Management, 14(2), 229-246.
The research aimed at investigating the different factors entailed in the job motivation of an employee by conducting interviews and issuance of questionnaires to employees in banks in Pakistani. From the study, it was found that the job motivation of the employees is directly related to perceived fairness in compensation as well as the overall job design.
The source is significant in relation to others that were selected in that it underscores the critical factors such as compensation fairness and the role they play in underscoring the job motivation dynamics. The comprehension of the implications is crucial in fostering the importance of striving to enhance the motivation of employees, which would see improved outcomes both in the short and long terms.
The research will be useful in my study and informing a key basis of my argument in that there are diverse factors that impact the working motivation of employees as well as the overall job design. The impact of policy guidelines as well as both practical and theoretical implications should be considered when evaluating the most effective way of dealing with employees, which is a key element towards improving workplace outcomes.
Russo, G., & Van Houten, G. (2021). Complex Job Design and Layers of Hierarchy.
The researchers were investigating the relationship between the features of job design and the number of hierarchical layers using the European Company Survey (ECS 2019). In the research, it was found that the number of hierarchical layers negatively affects the adoption of autonomous teamwork and a job design that is complex.
The source is important and relates to others in that it enables the analysis of job designs and the extent to which it impacts the levels of automation as well as teamwork. These are crucial elements in the attainment of overall efficiency at the workplace and review of the ways that teamwork can be continuously enhanced.
The study will be critical in informing my argument on the ways that job designs can be enhanced in such a manner that there will be increased teamwork and effective attainment of organizational outcomes. I will be looking into how sustainability in an organization can be fostered both in the short and long runs using this particular article.
Welfare, K. S., Hallowell, M. R., Shah, J. A., & Riek, L. D. (2019, March). Consider the human work experience when integrating robotics in the workplace. In 2019 14th ACM/IEEE international conference on human-robot interaction (HRI) (pp. 75-84). IEEE.
The relationship between automation goals and the work attributes, which has been occasioned by the introduction of robots at the workplace. In the study, the researchers conducted in-person interviews with 50 assembly-line workers and analyzed how their various work attributes such as social interaction and problem-solving are impacted. The results depicted that robots could be harnessed in reducing the negative attributes at the workplace while enhancing the positive attributes.
The paper is also consistent with the other sources focused on both positive and negative effects of technological innovations and how each can be utilized to the benefit of the workplace. It demystifies the negative correlations that robots are often seen to bring about and instead showcases the multiple ways they can be harnessed in attaining workplace outcomes.
The usefulness of the source lies in fronting the robots at the workplace in improving the job design of the employees by enhancing positive attributes such as social interactions. It depicts the place of automation and technology in the contemporary workplace context, which will be useful in crafting my argument.
Yuchun, X., & Junqun, K. (2020, April). New Progress in Job Design Theory: Literature Review of Job Crafting. In 5th International Conference on Social Sciences and Economic Development (ICSSED 2020) (pp. 271-274). Atlantis Press.
In the article, the researchers look into the ways that can be utilized in stimulating and enhancing the enthusiasm of employees at the workplace. The aspects of job design and job crafting are looked at and how they interlink with each other, which were some of the primary goals that were being investigated in the research. Findings indicate that job design and the process of job crafting play a critical role in enhancing the sustainable development of an organization.
The source is relevant in constructing my argument on the essence of job crafting in relation to the innovation and development of traditional work systems to fit the modern and more dynamic setting. Additionally, it will inform my rationale for the strategies that can be used in enhancing employee enthusiasm at the workplace.
The study will be a primary element in my literature review in that it focuses on the dynamism of the workplace and the increasing need to make it more adaptable to the competitive environment. The highlight of the ways in which employee enthusiasm can be harnessed into attainment of the sustainable development of organizations both in the short and long runs.
