期刊
JOURNAL OF OCCUPATIONAL HEALTH PSYCHOLOGY
卷 21, 期 3, 页码 284-295出版社
AMER PSYCHOLOGICAL ASSOC
DOI: 10.1037/a0039962
关键词
job redesign; quasi-experiment; well-being; performance; call center
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.
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