title: Job design, employment practices and well-being: a systematic review of intervention studies.
abstract: There is inconsistent evidence that deliberate attempts to improve job design realise improvements in well-being. We investigated the role of other employment practices, either as instruments for job redesign or as instruments that augment job redesign. Our primary outcome was well-being. Where studies also assessed performance, we considered performance as an outcome. We reviewed 33 intervention studies. We found that well-being and performance may be improved by: training workers to improve their own jobs; training coupled with job redesign; and system wide approaches that simultaneously enhance job design and a range of other employment practices. We found insufficient evidence to make any firm conclusions concerning the effects of training managers in job redesign and that participatory approaches to improving job design have mixed effects. Successful implementation of interventions was associated with worker involvement and engagement with interventions, managerial commitment to interventions and integration of interventions with other organisational systems. Practitioner Summary: Improvements in well-being and performance may be associated with system-wide approaches that simultaneously enhance job design, introduce a range of other employment practices and focus on worker welfare. Training may have a role in initiating job redesign or augmenting the effects of job design on well-being.
authors.affiliation: a Employment Systems and Institutions Group, Norwich Business School , University of East Anglia , Norwich , UK.
authors.forename: Kevin
authors.identifier: http://orcid.org/0000-0002-8620-886X
authors.initials: K
authors.lastname: Daniels
authors.affiliation: a Employment Systems and Institutions Group, Norwich Business School , University of East Anglia , Norwich , UK.
authors.forename: Cigdem
authors.initials: C
authors.lastname: Gedikli
authors.affiliation: a Employment Systems and Institutions Group, Norwich Business School , University of East Anglia , Norwich , UK.
authors.forename: David
authors.initials: D
authors.lastname: Watson
authors.affiliation: a Employment Systems and Institutions Group, Norwich Business School , University of East Anglia , Norwich , UK.
authors.forename: Antonina
authors.initials: A
authors.lastname: Semkina
authors.affiliation: a Employment Systems and Institutions Group, Norwich Business School , University of East Anglia , Norwich , UK.
authors.forename: Oluwafunmilayo
authors.initials: O
authors.lastname: Vaughn
mesh_terms: D000328:Adult; D004651:Employment / Q000458:organization & administration / Q000523:psychology*; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male; D008875:Middle Aged; D000066477:Work Performance / Q000458:organization & administration*; D014941:Work Simplification; D055815:Young Adult
keywords: Well-being; employment practices; interventions; job design