| Summary: | Purpose: Work design is the content, responsibilities and relationships involved in work. Research suggests work characteristics co-occur, with important effects on work outcomes. We investigate the structure and function of different work design profiles of Australian Not-For-Profit (NFP) employees and identify predictors and outcomes to inform theory and future interventions.
Methodology: Latent Profile Analysis (LPA) explored the dataset (N=2434). Established measures of autonomy, social support, relational characteristics (e.g. task significance, social impact) and job demands were used. Recommended fit indices tested for increasing numbers of profiles and explanatory and predictive validity.
Results: Four distinct profiles emerged: 1) ‘High strain’ (low autonomy, support, relational characteristics); 2) ‘Low autonomy’ (low autonomy, average support and relational characteristics, higher demands); 3) ‘Average’; and 4) ‘Active’ (autonomy, support, relational characteristics above average, demands moderate). Managers were more likely to have ‘active’ jobs and experience better health and performance. Those with ‘low autonomy’ jobs outperformed those in ‘high strain’ jobs.
Limitations: The dataset is cross-sectional. Longitudinal data is being collected to improve predictive and explanatory validity.
Research / Practical implications: Relational characteristics may buffer the negative effects of low autonomy and high demands. Our results inform the development of person-centered work design theory and help target employees who would benefit most from improved work design.
Value: Few studies have investigated the work design profiles of employees, with mixed results. None have included relational characteristics, yet research suggests these are particularly important for positive work outcomes in service industries.
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