Figure 1 : Theoretical Framework - Impact of Job Design on Employee Performance

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In the research paper of Garg & Rastogi (2006), proposed that a well-defined job would enhance motivation, satisfaction and performance of the employees. Thus, for both academicians and practitioners, job design takes on special importance in today’s human resource management. It is essential to design jobs so that stress can be reduced, motivation can be enhanced, and satisfaction of employees and their performance can be improved so that organizations can effectively compete in the global marketplace.

Campion et al (2005), and Perry et al, (2006). They explained that strong, positive relationship exist between the extent of a firm’s adoption of high involvement HRM strategies including Job Design and employees’ performance. Implication of finding is that, should adopt a more systematic design of job in order to improve its employees’ performance for the purpose of enhancing quality level of Job Design it is essential to work on all 5 dimensions, i.e., Skill Variety, Task Identity, Task Significance, Autonomy and Feed Back.


References
  1. 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.
  2. Campion.M.A, Mumford.T.V, Morgeson.F.P, and Nahrgang.J.D, (2005), ‘Work Redesign:Eight Obstacles and Opportunities’, Human Resource Management, vol. 44, no. 4, pp367–390.
  3. Garg, P. & Rastogi, R. (2006), New Model of Job Design, Motivating Employees, Performances. Journal of Management Development 25(6), 572-587.
  4. Perry.J.L, Mesch.D and Paarlberg.L, (2006),‘Motivating Employees in a New Governance Era: The Performance Paradigm Revisited’, The Premier Journal of Public Administration, Vol 66, pp.4.

Comments

  1. Natasha De Alwis May 30, 2020 at 8:01 PM

    I agree, further I wish to add that Job design which is done in the accurate manner is an effective method that can be used to enhance the performance of employees. Jobs which are well designed at the individual stage, may have a positive impact on the employees who perform the job by enhancing the performance, their motivation and job satisfaction (Griffin, Phillips and Gully, 2015)

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    Replies
    1. Gayani DissanayakeJune 3, 2020 at 8:45 PM

      Hi Natasha, Thank you for adding your views. would like to add here that according to Journal Article of Ali & Zia-ur-Rehman (2014), the first ever theory was presented related to individual job design that was two factor theory (Herzberg, Mausner, & Snyderman, 1959) which basically describe two types of the motivational factors. One is related to intrinsic motivation (e.g. authority, achievement and self- recognition) and other is a hygiene factor, which describes to extrinsic motivation of individual work (e.g. salary. working environment and other fringe benefits). When many pioneers of scientific management had explored new ways about the business ideology like Taylor (1947), Gilbreth (1911) systematically exam the jobs with numerous methods and techniques but all of these consider job design is the most important in the scientific management.

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  2. Loshitha De AlwisJuly 19, 2020 at 3:52 PM

    Agreed Gayani. According to the study conducted by Morrison et al. (2005) found that job designs that provide for high levels of employee control also provide increased opportunities for the development and exercise of skill. Also, mediational influence of perceived skill utilization on job control job satisfaction has been observed. Love and Edwards (2005) concluded that perceived work demands, job control and social support through job design leads to high productivity.

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