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Framework for Quality of Employment: Defining Intrinsic Work Nature

Explore the concept of intrinsic work nature and its indicators in the framework of quality of employment, focusing on job characteristics, motivation, and satisfaction. Understand the importance of meaningful work, autonomy, feedback, and other work variables in fostering intrinsic motivation.

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Framework for Quality of Employment: Defining Intrinsic Work Nature

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  1. Quality of employment: conceptual framework and indicatorsintrinsic nature of work Greet Vermeylen, Maija Lyly-Yrjanainen and Margarida Barroso European Foundation for the Improvement of Living and Working Conditions Geneva, 14/16 October 2009

  2. Intrinsic nature of work? • Still a lesser clear dimension … • Discussion still needed… • But idea is there that there is something ‘more in work’: information on characteristics of employment that are inherently satisfying to the employed person • which make people accept some more difficult/challenging elements related to job/working conditions/employment conditions • Useful/meaningful work? Motivation? Satisfaction (not with working conditions but with the work…) • Included in EU quality of work framework

  3. Starting point: some theoretical frameworks: job characteristics model of work Hackman and Oldman, 2005

  4. Expanded to include social environment and work context Humphrey et all, 2007 H

  5. To intrinsic job motivation • Experienced meaningfulness : best mediator between motivational characteristics and work outcomes • Skill variety, task identity and task significance (Hackman and Oldman) • Also add autonomy and feedback (Humphrey) -> ‘the development of meaning may be viewed as a process of setting and important goals, autonomy + feedback important in this’ • Job satisfaction • Work engagement ?

  6. Intrinsic work motivation • Houkes: determinants of intrinsic motivation, emotional exhaustion and turnover intension: • Work content variables are most important predictors • Task characteristics • autonomy, task variety, job feedback, task identity, task significance • might lead to higher intrinsic work motivation • Other work characteristics • work load, social support, unmet career expectations were more related to outcomes such as emotional exhaustion and turnover intension • cfr Herzberg (Hanna’s paper)

  7. Re-evaluation • Concept ‘intrinsic nature of work’ : rename, refocus? • Intrinsic work motivation = having a meaningful work • an idea? • Meaningful work= have valuable goals + have the means to do it (competence, autonomy, sufficient feedback) • But also: material working conditions matter for the work to be intrinsically motivating • Might be the outcome of all the other indicators

  8. Indicators in the current framework • 7 b) Intrinsic nature of work • Share of employees who feel they do "useful" work • Share of employees who receive regular feedback from their supervisor • Share of employees who feel they are able to apply their own ideas in work • Share of employees who feel satisfied with their work • -> will be discussed in Federica’s presentation

  9. A quick round of the indicators • Share of employees who feel they do useful work • Aimed at capturing the meaningfulness of the job to the individual • Might be culturally biased ? • You know what is expected of you at work (new) • In new EWCS (but more to measure role clarity) • Share of employees who receive regular feedback • Fits very well with proposed approach • Quality of feedback?

  10. A quick round of the indicators ctd • Share of employees who feel that they are able to apply their own ideas at work • Ok, might also be linked to dimension on skills dev and learning but very useful indicator • Autonomy (new) • composite indicator: tasks, methods of work etc • We feel that this could be a useful addendum, present in numerous working conditions surveys

  11. A quick round of the indicators ctd • Job satisfaction • Indicator quite often debated • Does it measure satisfaction with job or more general • effects of welfare regimes & national institutions (Gallie, Russell, ) • cultural differences (some countries more positive than others, eg Huang et al) • Linked also with quality of work (diverging opinions in literature) • Still useful indicator in this framework: • job satisfaction is outcome variable, • framework includes obj and subj dimensions of work in a broader perspective • There is a link to ‘characteristics of empl which are inherently satisfying to the employed person’

  12. No conclusions but start of a common reflection • What exactly do we want to cover? • Agree on new name (suggestions still welcome) or slight refocus • Indicators which might be useful • see also Federica’s validation study + test results from the different country reports • Sources for these indicators: • EWCS – or other national/global working conditions surveys • ISSP (work orientation modules, also several waves, maybe also other modules) • …

  13. Thank you gve@eurofound.europa.eu

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