Job Characteristics Model for Job Rotation in Company Crises such as the COVID-19 Pandemic
Siddiqui, Muhammad Hashir (2024)
Siddiqui, Muhammad Hashir
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024060521043
https://urn.fi/URN:NBN:fi:amk-2024060521043
Tiivistelmä
During the COVID-19 pandemic, many companies changed their work practices from workplace to distance working and laid off many employees. Besides, some organizations rotate their employee's tasks and switch them to work from home; even their designations were rearranged due to work pressure. Thus, Job rotation is not always a good practice for organizations; for example, COVID-19 affected organizational performance on a large scale. Hence, companies adopted multiple strategies to manage the pandemic, but achieving operational sustainability is complex. The study refers to the Job Characteristics Model (JCM) for job rotation in crisis. This was used in the past with different situations for job rotation, but this study aims to find the ranking of these factors for the employee at the time of rotation. It used fuzzy-ANP as a technique under super decision software. The qualitative research strategy was employed with interviews and subjective Likert scale measurements. The data was collected from ten experts with more than seven years of experience in their field and who faced crises at their organization.
The super decision software showed a link between the factors and the priorities. The most important factor in the JCM is experience in job responsibility. However, this study focuses on the personal and work outcome cluster. So, the most essential factor obtained from this study is high internal work motivation. It can be concluded that employees with high internal work motivation must be valuable to the organization. This factor is also important from the employer’s perspective because all employers want good outcomes from their employees. So, if employees have high internal work motivation, they provide good feedback to the organization and are motivated with their work. Theoretically, this study reveals that decision theory should consider job responsibility and internal work motivation for job rotations in a company’s crisis. It also suggests that companies should contemplate job rotation, considering employee responsibility and motivation to perform their duties in a crisis.
The super decision software showed a link between the factors and the priorities. The most important factor in the JCM is experience in job responsibility. However, this study focuses on the personal and work outcome cluster. So, the most essential factor obtained from this study is high internal work motivation. It can be concluded that employees with high internal work motivation must be valuable to the organization. This factor is also important from the employer’s perspective because all employers want good outcomes from their employees. So, if employees have high internal work motivation, they provide good feedback to the organization and are motivated with their work. Theoretically, this study reveals that decision theory should consider job responsibility and internal work motivation for job rotations in a company’s crisis. It also suggests that companies should contemplate job rotation, considering employee responsibility and motivation to perform their duties in a crisis.