About: Work design

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Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). Research has demonstrated that work design has important implications for individual employees (e.g., employee engagement, job strain, risk of occupational injury), teams (e.g., how effectively groups co-ordinate their activities), organisations (e.g., productivity, occupational safety and health targets), and society (e.g., utilizing the skills of a population or promoting effective aging).

Attributes	Values
rdf:type	Thing
rdfs:label	Arbeitsgestaltung (Psychologie) (de) Diseño del trabajo (es) Rancangan pekerjaan (in) Work design (en)
rdfs:comment	Die psychologische Arbeitsgestaltung als Teil der Arbeitspsychologie beschreibt alle in einen effizienten und effektiven Arbeitsprozess eingebetteten Maßnahmen, die der Förderung von Persönlichkeits- und Kompetenzentwicklung Beschäftigter dienen und deren Leistungsfähigkeit sowie Gesundheit langfristig zu erhalten versuchen. (de) El diseño del trabajo (también conocido como diseño de tareas) es la especificación de contenidos, métodos y relación en los puestos de trabajo para satisfacer las necesidades tecnológicas y organizacionales como también los requisitos personales y sociales del titular de trabajo. Sus principios van enfocados objetivamente en como la naturaleza del trabajo de una persona afecta su comportamiento y actitudes en el ámbito laboral, peculiarmente relacionado con su variedad de habilidades y su autonomía.El objetivo principal del diseño del trabajo es mejorar la satisfacción en el trabajo, mejorar la calidad y reducir los problemas de los empleados. (es) Rancangan pekerjaan (bahasa Inggris: Job design) ialah fungsi inti dari manajemen sumber daya manusia dan hal yang berkaitan dengan perincian akan pokok, metode dan hubungan dari pekerjaan dalam rangka memenuhi kebutuhan teknologi dan organisasi sebagaimana keperluan sosial dan perorangan dari pemilik pekerjaan atau karyawan. Prinsip ini diarahkan pada bagaimana sifat dasar dari pekerjaan seseorang memengaruhi sikap dan perilaku mereka atas pekerjaan, terutama berhubungan dengan karakteristik seperti variasi keahlian dan otonomi. Tujuan dari sebuah rancangan pekerjaan ialah kepada meningkatkan kepuasan kerja, untuk memperbaiki pergerakan produksi, meningkatkan kualitas dan mengurangi permasalahan karyawan (misal: keluhan, absenteisme). (in) Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). Research has demonstrated that work design has important implications for individual employees (e.g., employee engagement, job strain, risk of occupational injury), teams (e.g., how effectively groups co-ordinate their activities), organisations (e.g., productivity, occupational safety and health targets), and society (e.g., utilizing the skills of a population or promoting effective aging). (en)
rdfs:seeAlso	Job characteristic theory Job crafting Job enlargement Job rotation Sociotechnical systems Occupational health psychology
foaf:depiction
dcterms:subject	Industrial and organizational psychology Motivation Human resource management Organizational behavior Organizational theory Systems psychology
Wikipage page ID	241694 (xsd:integer)
Wikipage revision ID	1119660115 (xsd:integer)
Link from a Wikipage to another Wikipage	Proactivity Psychology Scientific management Moral hazard Bengt Holmström Denise Rousseau Applied psychology Performance Personality Industrial and organizational psychology Initiative Job Prosocial behavior Successful aging Contentment Outcome (probability) Frederick Herzberg Frederick Winslow Taylor Free trade Motivation Contract theory Employee engagement Psychological stress Status quo Industrial action Automation Trade union Win-win game Division of labour Job characteristic theory Job control (workplace) Job crafting Job demands-resources model Job enlargement Job enrichment Job rotation Job strain Two-factor theory Adam Grant Adam Smith Industrial and organizational psychology Motivation Economic globalization Knowledge, Skills, and Abilities Knowledge of results Organization development Productivity Henry Ford Artificial intelligence Assembly line Human resource management Absenteeism Organizational behavior Organizational theory Well-being The Wealth of Nations Remote work Autonomous work group Systems psychology Human Resources Management Burnout (psychology) Occupational health psychology Environment, health and safety Occupational stress Sharon K. Parker Work motivation Business economics Turnover (employment) Occupational injury Team effectiveness Sociotechnology Organizational behaviour

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