Culture and job design

By Miriam Erez. 2010

126 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/268be0d57446d782107e3d62636d99032fcc09ce

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In Communication

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Work design influences: A synthesis of multilevel factors that affect the design of jobs (2017, background): “…uncertainty avoidance, masculinity), authors have argued that national culture shapes individual preferences for particularworking arrangements (Aycan, 2005; Erez, 2010; Hofstede, Hofstede, & Minkov, 1991), which might flow on to affect work design via managers’ and employees’ choices.”
When Preference Is Not Satisfied but the Individual Is (2014, unknown): “Such processes are fundamental to human functioning (Dawis & Lofquist, 1984; Locke, 1976; see Kristof-Brown & Guay, 2010) but still subject to cultural influence (Erez, 2010; Schwartz & Sagiv, 1995).”
Overqualification and Subjective Well-Being at Work: The Moderating Role of Job Autonomy and Culture (2015, background): “In other words, job autonomy ‘‘is congruent with individualistic values, emphasizing freedom of choice and providing the opportunity to influence and to attribute the behavioral outcomes to oneself’’ (Erez 2010, p. 393).”
Psychosocial safety climate as a moderator of the moderators: Contextualizing JDR models and emotional demands effects (2018, background): “To further illustrate, work control or autonomy is less valued by employees working within a high power distance and collectivistic culture than by those within individualistic and low power distance cultures (Erez, 2010; Williamson, Burnett, & Bartol, 2009).”
Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture (2020, background): “As societies with a low degree of uncertainty avoidance tend to tolerate undefined means–ends relationships and task design is less structured (Erez, 2010), job crafting is likely more flexible and unrestrained.”
Creativity: The Influence of Cultural, Social, and Work Contexts (2010, methodology): “Thus, a subculture, characterized by personal initiative, can be formed within high uncertainty avoidance cultures by changing the task situational strength towards higher levels of task autonomy (Erez, 2008; Erez, 2010).”
Beyond motivation: job and work design for development, health, ambidexterity, and more. (2014, background): “Although studies have considered national cultural influences on work design, there is no clear overall picture of cultural effects (Erez 2010), which is a salient void in the context of globalization. www.annualreviews.org • Job and Work Design 665 A nn u.”