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

David Holman, Carolyn Axtell (Collaborator)

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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.
Original languageEnglish
Pages (from-to)284
Number of pages295
JournalJournal of Occupational Health Psychology
Volume21
Issue number3
DOIs
Publication statusPublished - Jul 2016

Keywords

  • job redesign, quasi-experiment, well-being, performance, psychological contract, call centre

Research Beacons, Institutes and Platforms

  • Work and Equalities Institute

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