复杂的工作设计和层次结构

G. Russo, Gijs van Houten
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引用次数: 0

摘要

复杂的工作设计和层次结构层次结构的主要功能是协调组织内的活动,但层次结构也提供了工作激励,通过提供层次流动的前景。组织激励员工的另一种方式是通过工作设计。在提供有回报的工作的组织中,等级制度的激励作用可能会过时,等级制度的数量可以减少。工作设计的两个特点特别相关:自主性和解决问题的能力。我们使用欧洲公司调查(ECS 2019)实证研究了分层层数量与工作设计特征之间的关系。我们发现,复杂工作设计和自主团队合作的采用程度与层级数呈负相关。然而,复杂的工作设计和层级数量之间的联系被削弱,在某些情况下消失,在大型组织中,层级具有更重要的协调作用,当知识获取成本高时,这种联系被削弱。自治团队的使用与分层层的数量呈明显的负相关。JEL分类:M51, L20, M50
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Complex Job Design and Layers of Hierarchy
IZA DP No. 14455 JUNE 2021 Complex Job Design and Layers of Hierarchy The main function of hierarchies is to coordinate activities within an organisation, but a hierarchical structure also provides work incentives, by offering the prospect of hierarchical mobility. An alternative way for organisations to motivate workers is through job design. In organisations offering rewarding jobs, the incentivising role of hierarchies may become obsolete, and the number of hierarchical levels can be reduced. Two job design features are particularly relevant: autonomy and problem solving. We investigate the relationship between the number of hierarchical layers and job design features empirically using the European Company Survey (ECS 2019). We find that the extent of the adoption of both complex job design and autonomous teamwork are negatively associated with the number of hierarchical layers. However, the association between complex job design and the number of hierarchical layers is weakened, and in some cases disappears, in larger organisations where hierarchies have a more important coordination role and it is weakened when the knowledge acquisition costs are high. The use of autonomous teams is robustly negatively associated with the number of hierarchical layers. JEL Classification: M51, L20, M50
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