1.5 INTERACTION IN-BETWEEN JOB DESIGN & EMPLOYEE PERFORMANCE

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Job design is one of the major components for employee performance. Employers and company’s managers are always looking for opportunity and alternatives, which can increase employee satisfaction because performance of workers is dependent (along with other things) on the level of satisfaction on job in the organization. Meanwhile company’s objectives and mission is also reliant of employee’s performance. Designing jobs and roles appropriately is very imperative in elevating the performance of employees, which is addressed through Job characteristic model. So this motivates us to test that how job design can enhance the performance of the employees. The concept further explores by Hackman and Oldham’s (1976) through job characteristics model, which describe more specifically about the individual job design, it also identifies five core dimensions which are skill variety, task identity, task significance, autonomy and feedback. It added more value and practical approach to the job design with changing circumstance (Ali & Zia-ur-Rehman 2014).

According to research of Ali and Aroosiya (2012), A finding derived from univariative analysis if the data was that quality level of JD in schools is high implying that it some degree of improvements are needed to reach the level of very high. The dimensions of skill variety, task significance are very high level in terms of quality. Regarding other three elements namely-task identity, feedback & autonomy are just high level in terms of quality under the univariative analysis. An implication is that more attention has to be given to improving task identity, feedback & autonomy so as to improve quality level of Job Design for school teachers that they can improve their employees’ performance in achieving quality students.

The results of the study lead to confirm the prediction made by the researchers regarding a significant and positive relationship between perceived systematic use of Job Design and perceived degree of Employees’ Performance of School Teachers. It is more likely that an improvements of quality of JD for School Teachers results in improvements of Employees’ Performance.

References
  1. Ali, H., & Aroosiya, M. (2012). Impact of job design on employees’ performance. https://jm.sljol.info/articles/abstract/10.4038/jm.v8i1.7553
  2. Ali1, N. & Zia-ur-Rehman, M. (2014) Impact of Job Design on Employee Performance, Mediating Role of Job Satisfaction: A Study of FMCG’s Sector in Pakistan, International Journal of Business and Management; Vol.9, No. 2; 2014.

Comments

  1. ArunikaJune 5, 2020 at 1:03 AM

    Agreed to the above said.
    Job design has been one of the most effective tools used for optimizing an employee's performance. It can be defined as changing the content and processes of a job to increase an employee’s satisfaction, motivation and productivity.. Effective Job design is measure of the degree to which the employee is involved in his tasks and assignments. Many researchers have analyzed the relationship of job design and employee performance and concluded that there is a strong positive relationship between them (Zareen, Razzaq, Mujtaba, 2013).

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    Replies
    1. Gayani DissanayakeJune 13, 2020 at 12:06 AM

      Thank you Arunika, adding your views. Agreed, Work design refers to a spectrum of job factors, ranging from internal and external organizational factors to the way tasks are organized, that affect what people do at work and how effectively they can do it. The concept has roots in psychological research and theories of work motivation to improve employee satisfaction and performance and therefore increase organizational productivity and efficiency (Mensah-Bonsu,2012)

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  2. Manuja WijenayakeJune 23, 2020 at 2:08 AM

    Very much agree with you Gayani. Job design plays a vital role in the performance maximization. A well-designed job brings involvement and satisfaction to the employees and they perform well by employing all their energies in the work. Job design remains a valued issue among the researchers for its importance and effectiveness. A well-designed job, according to psychological perception and attitude of employees, motivate workers towards task performance, and such employees become highly productive and loyal to the organization (Razaaq and Mujtaba, 2013).

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