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Work with certain
characteristicsPeople with certain
characteristics
Consequences
age, sex, education, job security, career, pay, work orientation
Division of labour, technology, …
Satisfaction, commitment, absenteism, turnover, …
Judging quality of work
Approach 1: Look how work is experienced
» Does work meet motives of worker satisfied worker
» Work satisfaction: central indicator of quality of work
» Purpose: fit between worker wishes and what organization can
offer
» Task HRM is to detect worker motives and adapt work to it
Approach 1: Problems
» Research on work satisfaction: 70% - 80% is satisfied
» After improvement /deterioration stabilisation returns at 70% - 80%
» Workers adapt to the work situation
» No relationship between satisfaction, absenteism, stress or turnover
» No distinctive power between organizations with high and low
quality of work
» No starting point for the organization of work
Approach 2: Look how work supports development
» Motives are dependent on the situation, no fixed personal
charactertistics
» Work is able to mobilise motives and develop them
» Organize work in such a way that it is able to develop commitment
through intrinsic motivation
» Quality of work = the ability of an organization to mobilise commitment
from workers
» This is possible by means of regulation capacity: the central indicator
for quality of work
Organization as an interaction network
» An organization is a social interaction network with workplaces
as nodes occupied by people
» Important for the quality of work is the regulation capacity on
such a node
» This regulation capacity is the space determined by the network
to regulate one’s own work
» This is a dynamic approach: the structure of this interaction
network determines the opportunities for the development of
motives
» This structure is determined by the division of labour
The organization of work determines the quality of work
Division of labour Design of jobs
Learningopportunities
Stress risks
Measurement ofquality of work
Measurement ofwork organization
Multi-level / Multi-method
Start of projectEnd of project + 6 months
Case
AuditType of intervention
Case Case Case Case CaseQuick scan
Measurement ofWork organization
Employee questionnaireMeasurement of quality of work
(Dis)aggregation (Dis)aggregation
Future? International comparison
Start of projectEnd of project + 6 months
Case
AuditType of intervention
Case Case Case Case Case
Quick scanMeasurement of
Work organization
Employee questionnaireMeasurement of quality of work
(Dis)aggregation (Dis)aggregation
Flanders
Germany
Netherlands
Norway
Sweden
…
Karasek-model
Low strain work
A Stress risks
High
Low
Low
High
High strain work
Active work
Passive work
Work pressure
(control )
B Learning possibilities
Quality of work: measurement
» WEBA-analysis investigates a job on the following characteristics:
» Professional completeness
» Organizing tasks
» Short cycled tasks
» Difficulty
» Autonomy
» Contact possibilities
» Information provision
Example: well-being profile
Information
Contact
Autonomy
Difficulty
Cycle time
Organizing tasks
Completeness
Survey questionnaire: topics
» Employee and employment characteristics
» Nature of work (WEBA)
Short-cycled workComplexityPredictabilityVariabilityCompletenessAutonomyContactOrganizing tasksSupply of information
» Well-being at work
Time pressureEmotional workloadJob insecurityRecovery needLearning possibilitiesWell-beingSatisfactionInnovative work behaviour Intention to quit
Survey: Invitation mail
Survey: Start
Survey: Introduction
Questionnaire (1)
Questionnaire (2)
Questionnaire (3)
Questionnaire (4)
Questionnaire (5)
Questionnaire (6)
Organizations involved (industry, profit & non-profit services / large and small)
TYCO 266
Vzw Feniks/De Regenboog 146
BWA 142
Picanol 108
Rust- en verzorgingstehuis St. Monica 106
De Vierklaver 97
Deceuninck 91
Caradon Grade International NV 72
Roelandt 70
Caritas 68
Familiehulp 63
Bombardier Transportation Belgium 59
Eribel 44
KOMPAS 41
Barco 41
Express Medical 39
VOKA-Kamer van Koophandel O-Vl. 38
Conix Architects 36
Memo 33
WAAK BW 32
Alken-Maes 29
CESO 25
De Nekker 24
Tereos 20
TTL De Gelder 18
De Oesterbank 18
Scapino 16
PC Caritas 16
Tandtechnisch Labo Camerlynck 15
Diensten aan huis 15
Westlease 15
Team Prosource 13
Roltex NV 13
Centea 12
Novy 11
Jozef Burrick 10
Resoc Mechelen 9
New Print 8
Post 8
Still running
Fracarita 76
Durabrik 47
De Roeve 42
Slots Deco 35
VOKA 18
Distriled 12
‘t Plankske 10
Vivixtum 8
Ad domus 7
TOTAL RESPONS 2138
TOTAL ORGANISATIONS 43
Quick-scan organization: topics
» Characteristics of the organization
» Characteristics of products / services
» Structure of production process
» Tasks and responsibilities of groups
» Internal division of labour within groups
» Working conditions
» Performance indicators
Use of typologies: Structure of process
Line
Functional
Flow
Module
Phase
Use of typologies: Group hierarchy
logistics technology
organizationquality
Fixed boss
Fixed cooperating boss
Shifting boss
Star model
Use of typologies: division of labour within groups
No division of labour
Division according to indirect tasks
Integration of indirect tasks
