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Good employees through good jobs

Good employees through good jobs PurposeThe purpose of this paper is to identify different job types in the Belgian electricity sector and their relations with employee outcomes such as work engagement and innovative work behaviour (IWB).Design/methodology/approachThis paper uses a combination of latent profile analysis and relative operating characteristics (ROC) analysis.FindingsDepending on the job resources and demands, five different job types are identified corresponding largely to the Karasek and Theorell (1990) job types. Their relation with the outcomes is not parallel with low-strain jobs performing best for work engagement, and active jobs for IWB.Research limitations/implicationsThe combination of methods used in this study increases significantly the ease of communication of the findings, yet an external benchmark for the ROC analysis would be preferable.Practical implicationsTo foster engagement and IWB with employees one should focus on the job content and only increase demands if they are combined with sufficient resources.Originality/valueThis research is the first in its kind that relates latent job types with different employee outcomes using a combination of latent profile and ROC analysis. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Employee Relations: An International Journal Emerald Publishing

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References (86)

Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0142-5455
DOI
10.1108/ER-02-2016-0034
Publisher site
See Article on Publisher Site

Abstract

PurposeThe purpose of this paper is to identify different job types in the Belgian electricity sector and their relations with employee outcomes such as work engagement and innovative work behaviour (IWB).Design/methodology/approachThis paper uses a combination of latent profile analysis and relative operating characteristics (ROC) analysis.FindingsDepending on the job resources and demands, five different job types are identified corresponding largely to the Karasek and Theorell (1990) job types. Their relation with the outcomes is not parallel with low-strain jobs performing best for work engagement, and active jobs for IWB.Research limitations/implicationsThe combination of methods used in this study increases significantly the ease of communication of the findings, yet an external benchmark for the ROC analysis would be preferable.Practical implicationsTo foster engagement and IWB with employees one should focus on the job content and only increase demands if they are combined with sufficient resources.Originality/valueThis research is the first in its kind that relates latent job types with different employee outcomes using a combination of latent profile and ROC analysis.

Journal

Employee Relations: An International JournalEmerald Publishing

Published: Jun 5, 2017

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