[태그:] Job design

Research on burnout has considered client interactions solely as depleting, with work recovery possible only while employees are off the job. Drawing on an episodic perspective of work, I argue that there is unaccounted for variability in the nature of a caregiver's client interactions such that some are actually restorative rather than depleting. I outline the foundations of such variability through simultaneous consideration of the ...

Although transformational leadership is thought to increase followers' performance by motivating them to transcend self-interest, rhetoric alone may not be sufficient. I propose that transformational leadership is most effective in motivating followers when they interact with the beneficiaries of their work, which highlights how the vision has meaningful consequences for other people. In a quasi-experimental study, beneficiary contact strengthened the effects of transformational leadership on ...

We tested the hypothesis that employees are willing to maintain their motivation when their work is relationally designed to provide opportunities for respectful contact with the beneficiaries of their efforts. In Experiment 1, a longitudinal field experiment in a fundraising organization, callers in an intervention group briefly interacted with a beneficiary; callers in two control groups read a letter from the beneficiary and discussed it ...

We propose that organizations use a new framework of workday design to enhance the creativity of today’s chronically overworked professionals. Although insights from creativity research have been integrated into models of work design to increase the stimulants of creativity (e.g., intrinsic motivation), this has not led to work design models that have effectively reduced the obstacles to creativity (e.g., workload pressures). As a consequence, creative ...

Although transformational leadership is thought to increase followers' performance by motivating them to transcend self-interest, rhetoric alone may not be sufficient. I propose that transformational leadership is most effective in motivating followers when they interact with the beneficiaries of their work, which highlights how the vision has meaningful consequences for other people. In a quasi-experimental study, beneficiary contact strengthened the effects of transformational leadership on ...