Job design and well-being

By Michiel A. J. Kompier. 2002

154 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/1839828a1d1d4781a8515b4168ea09aea36357a5

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In General Health Professions

Citations in the corpus

The second version of the Copenhagen Psychosocial Questionnaire (2010, background): “So far no single theory or model covers all important aspects of the psychosocial work environment but the seven major theories on psychosocial factors at work show considerable overlap of dimensions [5].”
The future of organizational interventions: Addressing the challenges of today's organizations (2010, background): “However, it is possible that the underlying problems may be located elsewhere; for example, a leader who fails to distribute the workload adequately, high work-home interference, and so on (cf. Kompier, 2003).”
StreSS modelS: A review And SuggeSted new direction (2008, methodology): “…motivations of the individual, such as a need for control and overcommitment (a tendency to make excessive efforts or be committed to unrealistic goals); and extrinsic motivations, or external pressures, such as workload (similar to the concept of job demands in the DCS model, Kompier, 2003).”
Daily recovery from work: The role of activities, effort and pleasure (2011, background): “task variety, task identity, task significance and feedback (Kompier, 2003), make it”
National surveillance of psychosocial risk factors in the workplace: An international overview (2007, background): “With regard to the eight major job characteristics emanating from the job stress theories (Kompier, 2003), autonomy, skill/task variety, job demands, social support, job security and pay/remuneration are well represented in the surveillance systems overall. However, very few systems assess task iden”
The Copenhagen Psychosocial Questionnaire--a tool for the assessment and improvement of the psychosocial work environment. (2005, unknown): “For the nine scales for which the high values are “bad” (“quantitative demands” [1], “emotional demands” [3], “demands for hiding emotions” [4], “sensory demands” [5], “role conflicts” [13], “insecurity at work” [19], and the three stress scales [24–26]), the red and green colors are reversed.”
Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences (2005, background): “Occupational health psychology analyzed the work conditions leading to a decrease in well-being, and an increase in burnout and job dissatisfaction (Kompier, 2003; Le Blanc, de Jonge & Schaufeli, 2000).”