Jobs and Well-Being
Job Redesign & What Else?

There is inconsistent evidence that deliberate attempts to improve job design also realise improvements in well-being. We investigated the role of other employment practices, either as instruments for job redesign or as instruments for augmenting the effects of job redesign. Our primary outcome was well-being. We also considered performance as an outcome. We reviewed 33 studies of interventions to examine whether job redesign is facilitated by the presence of other employment practices. We found five classes of intervention: training workers to improve their own jobs; training managers in job redesign; participatory approaches to job redesign; training coupled with job redesign; system wide approaches that simultaneously enhance job design and a range of other employment practices. The studies reviewed also indicated a number of factors associated with the successful implementation of interventions.

Prof Kevin Daniels
University of East Anglia
3.00pm to 4.00pm in 01 AC 02

Kevin Daniels is Professor of Organizational Behaviour in the Employment Systems and Institutions Group, Norwich Business School, University of East Anglia and the lead for the Work, Learning and Wellbeing evidence programme for the What Works for Wellbeing Centre. Kevin’s areas of interest are work related wellbeing, health and safety. Kevin has led projects funded by Economic and Social Research Council, Engineering and Physical Sciences Research Council and the Health and Safety Executive amongst others. He is Editor-in-Chief of the European Journal of Work and Organizational Psychology, and has held or holds editorial positions at British Journal of Management, Human Relations and Journal of Occupational and Organizational Psychology.