Toby D Wall
Dados Biográficos
| ID | 384865 |
|---|---|
| NOME | Toby D Wall |
| PRENOMES | Toby D |
| SOBRENOME | Wall |
| ASSINATURA | WALL T D |
| AFILIAÇÕES | University of Sheffield |
| VERIFICADO | Não |
| TOTAL DE OBRAS | 33 |
| TOTAL DE CITAÇÕES | 140 |
| TOTAL COMO AUTOR | 32 |
| TOTAL COMO EDITOR | 1 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1975 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2010 |
| ÍNDICE H | 8 |
The impact of autonomy and task uncertainty on team performance
In this paper, we seek to account for modest and inconsistent empirical support for a positive relationship between team autonomy and team performance by proposing that team task uncertainty impacts on team performance and moderates the impact of increased autonomy. Task uncertainty is defined in terms of a team's lack of prior knowledge about which operational problems will arise when, and the best way of dealing with them. Results from a longit…
The mediating role of job characteristics in job redesign interventions
The aim of this paper is to examine the mediating role played by five key job characteristics in the relationship between employee participation in a job redesign intervention and employee well‐being. In studies of job redesign interventions, it has been assumed that any effects of employee participation in job redesign on well‐being are a result of changes in job characteristics rather than participation in change per se . It is therefore import…
Team Autonomy, Performance, and Member Job Strain
En raison du développement des équipes de travail dans les organisations, on souhaite obtenir des informations sur la meilleure façon de structurer les groupes pour les rendre efficients. Cette étude porte sur la relation de l’expérience de l’autonomie et du travail en équipe, des capacités et des compétences (KSAs) avec la performance du groupe et l’effort émanant de ses membres. Deux modèles ont été mis à l’épreuve à partir d’une recherche théo…
The romance of human resource management and business performance, and the case for big science
It is often assumed that research over the last decade has established an effect of human resource management (HRM) practices on organizational performance. Our critical assessment of existing studies finds that, although collectively they have opened up a promising line of inquiry, their methodological limitations make such a conclusion premature. We argue that future progress depends on using stronger research methods and design that, in turn, …
On the Validity of Subjective Measures of Company Performance
Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stron…
Integrated manufacturing, empowerment, and company performance
There is controversy over whether integrated manufacturing (IM), comprising advanced manufacturing technology, just‐in‐time inventory control and total quality management, empowers or deskills shop floor work. Moreover, both IM and empowerment are promoted on the assumption that they enhance competitiveness. We examine these issues in a study of 80 manufacturing companies. The extent of use of IM was positively associated with empowerment (i.e., …
The New Workplace
List of Figures. List of Tables. About the Editors. List of Contributors. Preface. Part I: Introduction. The New Workplace: An Introduction (David Holman & Stephen Wood). Part II: Modern Working Practices in The Workplace. Workers Under Lean Manufacturing (Rick Delbridge). The Human Side of Total Quality Management (Richard Cooney & Amrik Sohal Advanced Manufacturing Technology (Bradley Chase & Waldemar Karwowski). Supply Chain Partnering (Maire …
The New Workplace
Shopfloor innovation
Despite increasing recognition of the importance of fostering innovation among shopfloor employees, little empirical research has been conducted on the topic. Moreover, within work psychology, studies have tended to focus on the generation of ideas (creativity) rather than on their implementation. This study examines the impact of individual perceptions of individual, group and organizational factors on both elements of innovation. It was found t…
The impact of technology characteristics and job control on worker mental health
Recent research suggests that the occurrence of operational problems in advanced manufacturing technology (AMT) places stressful demands on operators. Applying Karasek's demand–control model, we predict that two properties of operational problems, namely technological uncertainty and abstractness, interact with timing and method control to predict operator strain. The results failed to confirm ordinal effects for timing or method control, but sho…
Further evidence on some new measures of job control, cognitive demand and production responsibility
Current approaches to job design and job stress, and their application in the context of new manufacturing technologies and practices, call for new widely applicable measures of job properties. In response to this need, Jackson, Wall, Martin and Davids (1993) described the development of new scales of timing control, method control, monitoring demand, problem‐solving demand and production responsibility. This article provides further evidence con…
General practitioners' subjective experience of surgery workload
The relationship between simplified jobs and mental health
This paper replicates an earlier study testing the hypothesis that relatively poor mental health is associated with simplified jobs, but only for those employees who see their work as not using their skills, and who at the same time report high levels of cognitive failure. The hypothesis is confirmed in two separate samples
Advanced manufacturing technology and work design
This paper introduces a theoretical framework to guide research into the psychological effects of advanced manufacturing technology (AMT) on shopfloor operators. The framework has two main aspects. First, based on the emerging literature on the job content implications of AMT, it identifies four key constructs, namely: control, cognitive demand, production responsibility and social interaction. Second, by drawing on the more established job desig…
Technological coupling as a predictor Note of intrinsic job satisfaction
Women on the assembly line
This paper examines the relative merits of main and interactive explanations of the effects of assembly‐line work on the job satisfaction, absence and mental health of a sample of women operators. In an empirical study, it was found that assembly‐line work had a direct effect on job satisfaction thus confirming previous findings for men. No effect was found for absence. There was an interaction effect of assembly‐line work on mental health. It oc…
Work Design and Supervisory Practice
In this paper it is argued that contemporary theoretical approaches to work design and redesign neglect the role played by supervision, and that this has been an impediment to both research and practice. From an examination of the literature in the area, relevant aspects of supervisory behavior are identified and a model presented which relates job characteristics to supervisory practices. Finally, the model is discussed in the context of leaders…
Patient reactions to doctors' computer use in general practice consultations
Autonomous work groups in a greenfield site
This paper describes an investigation of the attitudinal and motivational effects of autonomous group working in a greenfield site. Through the use of multiple comparison groups, the study demonstrates that the planned manipulation of work design was successful, leading to greater perceived work role complexity as well as to commensurate differences in perceived leadership style. These manifest and experienced differences in work design are shown…
The Experience of Work
Individual differences as moderators of reactions to job characteristics
This paper examines the status of higher‐order need strength as a moderator of the relationship between job characteristics and employees' attitudes towards their jobs. It is argued that previous empirical work has been deficient in two important respects: (a) the measurement of the moderator has not been sufficiently independent of the measurement of the other variables in question, thus allowing response consistency to account for the results; …
A note on some new scales for measuring aspects of psychological well‐being at work
A longitudinal field study of group work redesig
The paper describes an action research project on group work redesign which involved blue‐collar employees in a confectionery company. A theoretical framework, derived from previous research on semi‐autonomous work groups and the Job Characteristics Model modified to apply to group working (Hackman, 1977), was used as a guide to diagnosis, redesign and evaluation. Hie findings, based on a short term evaluation after six months and a longer term e…
The use of the General Health Questionnaire as an indicator of mental health in occupational studies
This paper examines the psychometric properties of an existing measure of mental health, the GHQ‐12, as revealed in three studies involving employees in an engineering firm ( n = 659), recent school‐leavers ( n = 647), and unemployed men ( n = 92). The measure was shown to be psychometrically sound in all cases, with a Likert scoring method providing a more acceptable distribution of scores than the more commonly deployed ‘ GHQ score ’ for use in…
New work attitude measures of trust, organizational commitment and personal need non‐fulfilment
Within research on the quality of working life the variables of trust, organizational commitment and the fulfilment of personal needs play an important part. Yet relevant measures with adequate psychometric support are difficult to locate, especially ones applicable to blue‐collar British working populations. The present paper introduces new measures of these variables, each of which has a number of subscales. Internal homogeneity, reliability an…
The romance of human resource management and business performance, and the case for big science
It is often assumed that research over the last decade has established an effect of human resource management (HRM) practices on organizational performance. Our critical assessment of existing studies finds that, although collectively they have opened up a promising line of inquiry, their methodological limitations make such a conclusion premature. We argue that future progress depends on using stronger research methods and design that, in turn, …
A longitudinal field study of group work redesig
The paper describes an action research project on group work redesign which involved blue‐collar employees in a confectionery company. A theoretical framework, derived from previous research on semi‐autonomous work groups and the Job Characteristics Model modified to apply to group working (Hackman, 1977), was used as a guide to diagnosis, redesign and evaluation. Hie findings, based on a short term evaluation after six months and a longer term e…
The impact of autonomy and task uncertainty on team performance
In this paper, we seek to account for modest and inconsistent empirical support for a positive relationship between team autonomy and team performance by proposing that team task uncertainty impacts on team performance and moderates the impact of increased autonomy. Task uncertainty is defined in terms of a team's lack of prior knowledge about which operational problems will arise when, and the best way of dealing with them. Results from a longit…
The Predictability of Absence and Propensity to Leave from Employees' Job Satisfaction and Attitudes Toward Influence in Decision-Making
Absenteeism and labor turnover rates have not proved to be consistently predictable on the basis of individual attitudes towards work. It is argued that this inconsistency might in part be attributed to three factors: (a) the lack of studies using the individual worker as a unit of analysis; (b) the use of inappropriate measures of labor turnover; and (c) insufficiently broad coverage of worker attitudes in the measures used. In the present study…
The New Workplace
List of Figures. List of Tables. About the Editors. List of Contributors. Preface. Part I: Introduction. The New Workplace: An Introduction (David Holman & Stephen Wood). Part II: Modern Working Practices in The Workplace. Workers Under Lean Manufacturing (Rick Delbridge). The Human Side of Total Quality Management (Richard Cooney & Amrik Sohal Advanced Manufacturing Technology (Bradley Chase & Waldemar Karwowski). Supply Chain Partnering (Maire …
Further evidence on some new measures of job control, cognitive demand and production responsibility
Current approaches to job design and job stress, and their application in the context of new manufacturing technologies and practices, call for new widely applicable measures of job properties. In response to this need, Jackson, Wall, Martin and Davids (1993) described the development of new scales of timing control, method control, monitoring demand, problem‐solving demand and production responsibility. This article provides further evidence con…
The Experience of Work
The Demand for Participation among Employees
Britain 's entry to the European Economic Community has addedfuel to the frequently fiery debates amongst politicians, managements, trade unions, and social scientists on the merits of existing member countries' current participative practices. These discussions seem to carry an underlying assumption that the furtherance of such systems as Employee Directors and Works Councils will be reflected in an improved quality of working life for employees…
Employee Participation
An experimental field study involving over three hundred blue-collar male employees and their superiors was conducted to investigate the hypothesis that participation in management decision-making is a determinant of satisfaction at work. A system of participation - Action Planning Groups - based on regular meetings between shop-floor employees and management proved effective in influencing organizational decisionmaking and was seen to be worthwh…
Attitudes Towards Participation among Local Authority Employees
Employee attitudes towards participation in management decision-making is recognized as a subject which, though under researched, is of considerable contemporary importance. A questionnaire study of the attitudes of one hundred and twenty seven blue-collar employees leads to the following conclusions. First, whilst employees experience little participation they do express strong desires to be involved in decision-making. Second, the form of parti…
The mediating role of job characteristics in job redesign interventions
The aim of this paper is to examine the mediating role played by five key job characteristics in the relationship between employee participation in a job redesign intervention and employee well‐being. In studies of job redesign interventions, it has been assumed that any effects of employee participation in job redesign on well‐being are a result of changes in job characteristics rather than participation in change per se . It is therefore import…
Integrated manufacturing, empowerment, and company performance
There is controversy over whether integrated manufacturing (IM), comprising advanced manufacturing technology, just‐in‐time inventory control and total quality management, empowers or deskills shop floor work. Moreover, both IM and empowerment are promoted on the assumption that they enhance competitiveness. We examine these issues in a study of 80 manufacturing companies. The extent of use of IM was positively associated with empowerment (i.e., …
Advanced manufacturing technology and work design
This paper introduces a theoretical framework to guide research into the psychological effects of advanced manufacturing technology (AMT) on shopfloor operators. The framework has two main aspects. First, based on the emerging literature on the job content implications of AMT, it identifies four key constructs, namely: control, cognitive demand, production responsibility and social interaction. Second, by drawing on the more established job desig…
Work Design and Supervisory Practice
In this paper it is argued that contemporary theoretical approaches to work design and redesign neglect the role played by supervision, and that this has been an impediment to both research and practice. From an examination of the literature in the area, relevant aspects of supervisory behavior are identified and a model presented which relates job characteristics to supervisory practices. Finally, the model is discussed in the context of leaders…
General practitioners' subjective experience of surgery workload
Patient reactions to doctors' computer use in general practice consultations
Employee Participation
An experimental field study involving over three hundred blue-collar male employees and their superiors was conducted to investigate the hypothesis that participation in management decision-making is a determinant of satisfaction at work. A system of participation - Action Planning Groups - based on regular meetings between shop-floor employees and management proved effective in influencing organizational decisionmaking and was seen to be worthwh…
Attitudes Towards Participation among Local Authority Employees
Employee attitudes towards participation in management decision-making is recognized as a subject which, though under researched, is of considerable contemporary importance. A questionnaire study of the attitudes of one hundred and twenty seven blue-collar employees leads to the following conclusions. First, whilst employees experience little participation they do express strong desires to be involved in decision-making. Second, the form of parti…
The Demand for Participation among Employees
Britain 's entry to the European Economic Community has addedfuel to the frequently fiery debates amongst politicians, managements, trade unions, and social scientists on the merits of existing member countries' current participative practices. These discussions seem to carry an underlying assumption that the furtherance of such systems as Employee Directors and Works Councils will be reflected in an improved quality of working life for employees…
The potential of cross‐lagged correlation analysis in field research
Some problems of investigating causal relationships when undertaking field research are outlined. The potential of cross‐lagged correlation analysis in this context is assessed by describing the technique, its underlying assumptions and its previous use in applied occupational research. A method for evaluating the technique using simulated data is described. Preliminary findings using this approach show that cross‐lagged correlation analysis is a…
The Predictability of Absence and Propensity to Leave from Employees' Job Satisfaction and Attitudes Toward Influence in Decision-Making
Absenteeism and labor turnover rates have not proved to be consistently predictable on the basis of individual attitudes towards work. It is argued that this inconsistency might in part be attributed to three factors: (a) the lack of studies using the individual worker as a unit of analysis; (b) the use of inappropriate measures of labor turnover; and (c) insufficiently broad coverage of worker attitudes in the measures used. In the present study…
An evaluation of the Job Characteristics Model
This study explored the validity of the Job Characteristics Model within a job redesign context. The findings upon which the model is based (Hackman & Oldham, 1975) were closely replicated with an homogeneous group of shop‐floor employees. However, path analyses showed that the evidence, both for the present investigation and that reported by Hackman & Oldham, was not fully consistent with the model. The implications of the findings are discussed
Worker Participation
Scales for the measurement of some work attitudes and aspects of psychological well‐being
Two studies of male manual workers are described, in which eight scales relevant to the quality of working life are introduced and assessed. The scales build upon previous work, but are designed to remedy certain conceptual and operational deficiencies. They cover work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self‐rated anxiety. …
The use of the General Health Questionnaire as an indicator of mental health in occupational studies
This paper examines the psychometric properties of an existing measure of mental health, the GHQ‐12, as revealed in three studies involving employees in an engineering firm ( n = 659), recent school‐leavers ( n = 647), and unemployed men ( n = 92). The measure was shown to be psychometrically sound in all cases, with a Likert scoring method providing a more acceptable distribution of scores than the more commonly deployed ‘ GHQ score ’ for use in…
New work attitude measures of trust, organizational commitment and personal need non‐fulfilment
Within research on the quality of working life the variables of trust, organizational commitment and the fulfilment of personal needs play an important part. Yet relevant measures with adequate psychometric support are difficult to locate, especially ones applicable to blue‐collar British working populations. The present paper introduces new measures of these variables, each of which has a number of subscales. Internal homogeneity, reliability an…
Individual differences as moderators of reactions to job characteristics
This paper examines the status of higher‐order need strength as a moderator of the relationship between job characteristics and employees' attitudes towards their jobs. It is argued that previous empirical work has been deficient in two important respects: (a) the measurement of the moderator has not been sufficiently independent of the measurement of the other variables in question, thus allowing response consistency to account for the results; …
A note on some new scales for measuring aspects of psychological well‐being at work
A longitudinal field study of group work redesig
The paper describes an action research project on group work redesign which involved blue‐collar employees in a confectionery company. A theoretical framework, derived from previous research on semi‐autonomous work groups and the Job Characteristics Model modified to apply to group working (Hackman, 1977), was used as a guide to diagnosis, redesign and evaluation. Hie findings, based on a short term evaluation after six months and a longer term e…
Autonomous work groups in a greenfield site
This paper describes an investigation of the attitudinal and motivational effects of autonomous group working in a greenfield site. Through the use of multiple comparison groups, the study demonstrates that the planned manipulation of work design was successful, leading to greater perceived work role complexity as well as to commensurate differences in perceived leadership style. These manifest and experienced differences in work design are shown…
The Experience of Work
Work Design and Supervisory Practice
In this paper it is argued that contemporary theoretical approaches to work design and redesign neglect the role played by supervision, and that this has been an impediment to both research and practice. From an examination of the literature in the area, relevant aspects of supervisory behavior are identified and a model presented which relates job characteristics to supervisory practices. Finally, the model is discussed in the context of leaders…
Patient reactions to doctors' computer use in general practice consultations
Women on the assembly line
This paper examines the relative merits of main and interactive explanations of the effects of assembly‐line work on the job satisfaction, absence and mental health of a sample of women operators. In an empirical study, it was found that assembly‐line work had a direct effect on job satisfaction thus confirming previous findings for men. No effect was found for absence. There was an interaction effect of assembly‐line work on mental health. It oc…
Technological coupling as a predictor Note of intrinsic job satisfaction
The relationship between simplified jobs and mental health
This paper replicates an earlier study testing the hypothesis that relatively poor mental health is associated with simplified jobs, but only for those employees who see their work as not using their skills, and who at the same time report high levels of cognitive failure. The hypothesis is confirmed in two separate samples
Advanced manufacturing technology and work design
This paper introduces a theoretical framework to guide research into the psychological effects of advanced manufacturing technology (AMT) on shopfloor operators. The framework has two main aspects. First, based on the emerging literature on the job content implications of AMT, it identifies four key constructs, namely: control, cognitive demand, production responsibility and social interaction. Second, by drawing on the more established job desig…
General practitioners' subjective experience of surgery workload
Further evidence on some new measures of job control, cognitive demand and production responsibility
Current approaches to job design and job stress, and their application in the context of new manufacturing technologies and practices, call for new widely applicable measures of job properties. In response to this need, Jackson, Wall, Martin and Davids (1993) described the development of new scales of timing control, method control, monitoring demand, problem‐solving demand and production responsibility. This article provides further evidence con…
The impact of technology characteristics and job control on worker mental health
Recent research suggests that the occurrence of operational problems in advanced manufacturing technology (AMT) places stressful demands on operators. Applying Karasek's demand–control model, we predict that two properties of operational problems, namely technological uncertainty and abstractness, interact with timing and method control to predict operator strain. The results failed to confirm ordinal effects for timing or method control, but sho…
Shopfloor innovation
Despite increasing recognition of the importance of fostering innovation among shopfloor employees, little empirical research has been conducted on the topic. Moreover, within work psychology, studies have tended to focus on the generation of ideas (creativity) rather than on their implementation. This study examines the impact of individual perceptions of individual, group and organizational factors on both elements of innovation. It was found t…
Psychology (26 obras) · Social Psychology (19 obras) · Computer Science (14 obras) · Job Satisfaction and Organizational Behavior (13 obras) · Engineering (12 obras) · Job satisfaction (12 obras) · Political science (10 obras) · Social Psychology (9 obras) · Work (physics (9 obras) · Workplace Health and Well-being (9 obras)