title: Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.
abstract: Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in 2 job characteristics (i.e., job control and feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions. (PsycINFO Database Record
authors.affiliation: Manchester Business School, University of Manchester.
authors.forename: David
authors.initials: D
authors.lastname: Holman
authors.affiliation: Institute of Work Psychology, University of Sheffield.
authors.forename: Carolyn
authors.initials: C
authors.lastname: Axtell
mesh_terms: D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D017146:Models, Organizational; D008960:Models, Psychological; D055361:Multilevel Analysis; D009936:Organizational Innovation; D017009:Professional Autonomy; D011897:Random Allocation; D011795:Surveys and Questionnaires; D006113:United Kingdom; D000066477:Work Performance; D017132:Workplace / Q000523:psychology*