Employee reactions to workspace characteristics

Article Abstract:

We investigated the independent and joint effects of four workspace characteristics (social density, room darkness, number of enclosures, and interpersonal distance) on three employee reactions: turnover, satisfaction, and withdrawal from the office during discretionary periods. A total of 109 clerical employees from 19 offices of a large university participated in the research. Results showed that the independent and joint effects of the workspace characteristics accounted for 24 percent of the variance in employee turnover, 31 percent of the variance in work satisfaction, and 34 percent of the variance in discretionary withdrawal. Moreover, the four-way interaction term involving the workspace characteristics contributed significantly to each of the reaction measures, suggesting that employees were most likely to withdraw from offices and to experience dissatisfaction when the following conditions were present: the office was rated as dark, few enclosures surrounded employees' work areas, employees were seated close to one another, and many employees occupied the office. The implications of the findings for future research on workspace design are discussed. (Reprinted by permission of the publisher.)

Human resource management, Environmental aspects, Beliefs, opinions and attitudes, Work environment, Employee motivation, Employee morale, Workers, Industrial psychology, Employee attitudes, Industrial-organizational psychology

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Meta-analytic comparison of the job diagnostic survey and job characteristics inventory as correlates of work satisfaction and performance

Article Abstract:

Hunter, Schmidt, and Jackson's (1982) meta-analytic procedure was used to compare the relationships of the corresponding scales of the Job Diagnostic Survey and Job Characteristics Inventory with work satisfaction and performance. The results suggest convergence in the estimated population correlations of the alternative identity and feedback scales with both satisfaction and performance. The results further indicate similarity in the estimated relationships of the alternative autonomy scales with performance and the alternative variety scales with satisfaction. In contrast, dissimilarity was found in the estimated relationships of the alternative variety scales with performance and the alternative autonomy scales with satisfaction. The latter dissimilarity was particularly substantial. Implications of the present findings are discussed. (Reprinted by permission of the publisher.)

Methods, Meta-analysis, Work design, Job analysis

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