Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings
Digitalisation, flexible job markets, new technologies and innovative forms of collaboration constitute increasing challenges for employers and the design of modern work. But how can we deal with these challenges and what do we know about the effect of good versus bad work design? Based on the job d...
| Main Authors: | , |
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| Format: | Journal Article |
| Published: |
2018
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| Online Access: | http://hdl.handle.net/20.500.11937/69637 |
| _version_ | 1848762094332149760 |
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| author | Klonek, Florian Parker, Sharon |
| author_facet | Klonek, Florian Parker, Sharon |
| author_sort | Klonek, Florian |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | Digitalisation, flexible job markets, new technologies and innovative forms of collaboration constitute increasing challenges for employers and the design of modern work. But how can we deal with these challenges and what do we know about the effect of good versus bad work design? Based on the job demands-resources model (JRM), we present a simulation-based training during which participants experience the effects of different work characteristics. We focus on the moderating effects of job control and job demands: The JRM assumes that job demands and job control interactively affect employee exhaustion and work engagement: Jobs with high control can buffer the strain-enhancing effect of job demands (buffer hypothesis) and increase work engagement (active learning hypothesis). We test these hypotheses in a workplace simulation during which participants have to produce ice-cream. Our results support the buffer hypothesis but not the active learning hypothesis. We discuss the added value of work design simulations for organisations, practitioners, and HR professionals. |
| first_indexed | 2025-11-14T10:42:06Z |
| format | Journal Article |
| id | curtin-20.500.11937-69637 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T10:42:06Z |
| publishDate | 2018 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-696372019-10-21T06:29:07Z Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings Klonek, Florian Parker, Sharon Digitalisation, flexible job markets, new technologies and innovative forms of collaboration constitute increasing challenges for employers and the design of modern work. But how can we deal with these challenges and what do we know about the effect of good versus bad work design? Based on the job demands-resources model (JRM), we present a simulation-based training during which participants experience the effects of different work characteristics. We focus on the moderating effects of job control and job demands: The JRM assumes that job demands and job control interactively affect employee exhaustion and work engagement: Jobs with high control can buffer the strain-enhancing effect of job demands (buffer hypothesis) and increase work engagement (active learning hypothesis). We test these hypotheses in a workplace simulation during which participants have to produce ice-cream. Our results support the buffer hypothesis but not the active learning hypothesis. We discuss the added value of work design simulations for organisations, practitioners, and HR professionals. 2018 Journal Article http://hdl.handle.net/20.500.11937/69637 10.1007/s11612-018-0410-1 restricted |
| spellingShingle | Klonek, Florian Parker, Sharon Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings |
| title | Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings |
| title_full | Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings |
| title_fullStr | Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings |
| title_full_unstemmed | Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings |
| title_short | Self-managing team or tayloristic production chain? What can we learn from simulation-based work design trainings |
| title_sort | self-managing team or tayloristic production chain? what can we learn from simulation-based work design trainings |
| url | http://hdl.handle.net/20.500.11937/69637 |