Greg R Oldham
Biographic Data
| ID | 353412 |
|---|---|
| NAME | Greg R Oldham |
| GIVEN NAMES | Greg R |
| FAMILY NAME | Oldham |
| SIGNATURE | OLDHAM G R |
| AFFILIATIONS | University of Illinois Urbana-Champaign |
| VERIFIED | No |
| TOTAL WORKS | 15 |
| TOTAL CITATIONS | 78 |
| AUTHOR COUNT | 15 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1975 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 4 |
Some Reflections on a Career in Organizational Behavior
In this article, I reflect on my journey in the field of organizational behavior. It was an unplanned journey but one that has lasted more than 50 years and has been incredibly rewarding. I discuss some of the early decisions that were instrumental in my choosing this career and the people and experiences that shaped my research program. I also reflect on some of the changes in the field of organizational behavior that I've noticed over that past…
Job Enrichment
Job enrichment involves expanding a job's content to provide increased opportunities for employees to experience personal responsibility and meaning at work, and to obtain more information about the results of their work efforts.
Job Rotation
This article discusses the effects of job rotation (i.e., an employee moving at regular intervals from one job assignment to another) on employee reactions. Early research suggests that job rotation often enhances employee skill acquisition and reduces fatigue. However, it has been shown to have little impact on employee job performance or boredom. More research is needed to examine other consequences of job rotation.
The Design of Jobs
Not what it was and not what it will be: The future of job design research
This summary commentary explores the likely future directions of research and theory on the design of organizational work. We give special attention to the social aspects of contemporary work, the process by which jobholders craft their own jobs, the changing contexts within which work is performed, and the increasing prominence of work that is performed by teams rather than individuals. Copyright © 2010 John Wiley & Sons, Ltd
The curvilinear relation between experienced creative time pressure and creativity: Moderating effects of openness to experience and support for creativity.
This study examined the possibility of a curvilinear relation between the creative time pressure employees experience at work and their creativity. The authors also examined whether this curvilinear relation was moderated by employees' scores on the openness to experience personality dimension and by the support for creativity employees received from supervisors and coworkers. Data were obtained from 170 employees and 10 supervisors of a manufact…
The Effects of Personal and Contextual Characteristics on Creativity: Where Should We Go from Here?
This article systematically reviews and integrates empirical research that has examined the personal and contextual characteristics that enhance or stifle employee creativity in the workplace. Based on our review, we discuss possible determinants of employee creativity that have received little research attention, describe several areas where substantial challenges and unanswered questions remain, present a number of new research directions for t…
There's No Place Like Home? The Contributions of Work and Nonwork Creativity Support to Employees' Creative Performance.
We examined relations between creative performance and the extent to which employees received support for creativity from both work (supervisors/coworkers) and non-work (family/friends) sources. We also examined whether (1) employees' mood states mediated the support-creativity relations and (2) creative personality characteristics moderated these relations. Results demonstrated that work and nonwork support made significant, independent contribu…
Job Complexity and Employee Substance Use: The Moderating Effects of Cognitive Ability
This study examines the extent to which individual's general cognitive ability influences relations between the complexity of their jobs and their use of four different substances: cigarettes, alcohol, marijuana, and cocaine. We tested this possibility using 1992 and 1982 data sets from the National Longitudinal Survey of Youth (Center for Human Resource Research 1993). The 1992 data set included 7,112 individuals and measures of all four substan…
Employee Creativity: Personal and Contextual Factors at Work.
This study examined the independent and joint contributions of employees' creativity-relevant personal characteristics and three characteristics of the organizational context—job complexity, suppor...
Work Redesign
The Effect of Significant Other's Job Complexity on Employee Reactions to Work
This research examines the interaction of individual employee job complexity with the job complexity of significant others in determining employee reactions to work. Procedures and hypotheses are based on principles of equity theory. For each employee, a composite significant other's job complexity index was formed by averaging the job complexity scores of all individuals within the focal employee'sjob classification who were of the same sex as t…
Motivation through the design of work: Test of a theory
Job Characteristics and Internal Motivation: The Moderating Effect of Interpersonal and Individual Variables
This research examined: (a) the relationship between the internal work motivation of employees and their job performance; and (b) the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation. Results showed positive, significant relationships between the measure of internal motivation and employees' rated work quality…
Development of the Job Diagnostic Survey.
The properties and uses of the Job Diagnostic Survey (JDS) are described. The JDS is intended (a) to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and (b) to evaluate the effects of job changes on employees. The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychol…
Not what it was and not what it will be: The future of job design research
This summary commentary explores the likely future directions of research and theory on the design of organizational work. We give special attention to the social aspects of contemporary work, the process by which jobholders craft their own jobs, the changing contexts within which work is performed, and the increasing prominence of work that is performed by teams rather than individuals. Copyright © 2010 John Wiley & Sons, Ltd
Job Characteristics and Internal Motivation: The Moderating Effect of Interpersonal and Individual Variables
This research examined: (a) the relationship between the internal work motivation of employees and their job performance; and (b) the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation. Results showed positive, significant relationships between the measure of internal motivation and employees' rated work quality…
The Effect of Significant Other's Job Complexity on Employee Reactions to Work
This research examines the interaction of individual employee job complexity with the job complexity of significant others in determining employee reactions to work. Procedures and hypotheses are based on principles of equity theory. For each employee, a composite significant other's job complexity index was formed by averaging the job complexity scores of all individuals within the focal employee'sjob classification who were of the same sex as t…
Job Complexity and Employee Substance Use: The Moderating Effects of Cognitive Ability
This study examines the extent to which individual's general cognitive ability influences relations between the complexity of their jobs and their use of four different substances: cigarettes, alcohol, marijuana, and cocaine. We tested this possibility using 1992 and 1982 data sets from the National Longitudinal Survey of Youth (Center for Human Resource Research 1993). The 1992 data set included 7,112 individuals and measures of all four substan…
Development of the Job Diagnostic Survey.
The properties and uses of the Job Diagnostic Survey (JDS) are described. The JDS is intended (a) to diagnose existing jobs to determine if (and how) they might be redesigned to improve employee motivation and productivity, and (b) to evaluate the effects of job changes on employees. The instrument is based on a specific theory of how job design affects work motivation, and provides measures of (a) objective job dimensions, (b) individual psychol…
Motivation through the design of work: Test of a theory
Job Characteristics and Internal Motivation: The Moderating Effect of Interpersonal and Individual Variables
This research examined: (a) the relationship between the internal work motivation of employees and their job performance; and (b) the moderating effect of individual growth need strength, co-worker satisfaction, and supervisory satisfaction on the relationships between several job characteristics and internal motivation. Results showed positive, significant relationships between the measure of internal motivation and employees' rated work quality…
The Effect of Significant Other's Job Complexity on Employee Reactions to Work
This research examines the interaction of individual employee job complexity with the job complexity of significant others in determining employee reactions to work. Procedures and hypotheses are based on principles of equity theory. For each employee, a composite significant other's job complexity index was formed by averaging the job complexity scores of all individuals within the focal employee'sjob classification who were of the same sex as t…
Work Redesign
Employee Creativity: Personal and Contextual Factors at Work.
This study examined the independent and joint contributions of employees' creativity-relevant personal characteristics and three characteristics of the organizational context—job complexity, suppor...
Job Complexity and Employee Substance Use: The Moderating Effects of Cognitive Ability
This study examines the extent to which individual's general cognitive ability influences relations between the complexity of their jobs and their use of four different substances: cigarettes, alcohol, marijuana, and cocaine. We tested this possibility using 1992 and 1982 data sets from the National Longitudinal Survey of Youth (Center for Human Resource Research 1993). The 1992 data set included 7,112 individuals and measures of all four substan…
There's No Place Like Home? The Contributions of Work and Nonwork Creativity Support to Employees' Creative Performance.
We examined relations between creative performance and the extent to which employees received support for creativity from both work (supervisors/coworkers) and non-work (family/friends) sources. We also examined whether (1) employees' mood states mediated the support-creativity relations and (2) creative personality characteristics moderated these relations. Results demonstrated that work and nonwork support made significant, independent contribu…
The Effects of Personal and Contextual Characteristics on Creativity: Where Should We Go from Here?
This article systematically reviews and integrates empirical research that has examined the personal and contextual characteristics that enhance or stifle employee creativity in the workplace. Based on our review, we discuss possible determinants of employee creativity that have received little research attention, describe several areas where substantial challenges and unanswered questions remain, present a number of new research directions for t…
The curvilinear relation between experienced creative time pressure and creativity: Moderating effects of openness to experience and support for creativity.
This study examined the possibility of a curvilinear relation between the creative time pressure employees experience at work and their creativity. The authors also examined whether this curvilinear relation was moderated by employees' scores on the openness to experience personality dimension and by the support for creativity employees received from supervisors and coworkers. Data were obtained from 170 employees and 10 supervisors of a manufact…
Not what it was and not what it will be: The future of job design research
This summary commentary explores the likely future directions of research and theory on the design of organizational work. We give special attention to the social aspects of contemporary work, the process by which jobholders craft their own jobs, the changing contexts within which work is performed, and the increasing prominence of work that is performed by teams rather than individuals. Copyright © 2010 John Wiley & Sons, Ltd
The Design of Jobs
Job Enrichment
Job enrichment involves expanding a job's content to provide increased opportunities for employees to experience personal responsibility and meaning at work, and to obtain more information about the results of their work efforts.
Job Rotation
This article discusses the effects of job rotation (i.e., an employee moving at regular intervals from one job assignment to another) on employee reactions. Early research suggests that job rotation often enhances employee skill acquisition and reduces fatigue. However, it has been shown to have little impact on employee job performance or boredom. More research is needed to examine other consequences of job rotation.
Some Reflections on a Career in Organizational Behavior
In this article, I reflect on my journey in the field of organizational behavior. It was an unplanned journey but one that has lasted more than 50 years and has been incredibly rewarding. I discuss some of the early decisions that were instrumental in my choosing this career and the people and experiences that shaped my research program. I also reflect on some of the changes in the field of organizational behavior that I've noticed over that past…
Job Satisfaction and Organizational Behavior (12 works) · Psychology (12 works) · Social Psychology (12 works) · Computer Science (7 works) · Engineering (6 works) · Job satisfaction (6 works) · Job performance (5 works) · Political science (5 works) · Applied Psychology (4 works) · Creativity (4 works)