Bonus video: Meet the researcher

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来自 University of Western Australia 的课程

工作中的心理学

567 个评分

University of Western Australia

工作中的心理学

567 个评分

我们人生中要花费三分之一的时间在工作上。我们必须承认，工作已经成为了我们生命中很重要的一部分。我们如何找到适合自己的工作？如果更有效率的完成工作？怎样使自己在工作场合中更加积极和融入？如何给别人安排合适的任务？如果你曾经有想到过其中一些问题，那么这门课程或许就可以帮到你。在这次的学习中，你将会学到如果利用心理学，更加理解自己和他人工作，改善效率。我们会学习一些在工作心理学中，影响人们工作表现的因素，其中包括：个人性格差异，认知能力差异，工作动力，团队合作，领导力，任务设计以及职业心理健康和安全问题等。总的来说，这些主题都会大致的从个体和团队两个角度介绍工作心理学的一些概念。每周，你们都会见到一两个世界知名的工作心理学专家。他们会带领你们学习一些他们各自领域的现有理论时研究发现。你也会有很多机会积极思考，参与小组讨论。当然，你也会有一些需要自觉完成的任务，以此来帮助你们更好的理解你自己的心理特质和工作倾向。欢迎来到工作心理学课程！希望你能有一次愉快的学习之旅！

从本节课中

Module 5: Work Design

In this week, we will look at work design - an important issue for organisations. How should organisations design jobs for employees in order to boost their performance and well-being? We explore the concept of work design and its historical development, and we draw from academic literature to explore the characteristics that make jobs motivating and meaningful. We also discuss the issue of employee over-qualification, which is partly resulted from poor work design, and look at how it can be managed effectively.

Bonus video: Meet the researcher5:15

与讲师见面

Sharon Parker
Professor
UWA Business School
Mark Griffin
Professor
School of Psychology
Patrick Dunlop
Lecturer
School of Psychology
Marylène Gagné
Professor
UWA Business School
Kerrie Unsworth
Honorary Research Fellow
UWA Business School
Zhijun Chen
Lecturer
UWA Business School
Aleksandra Luksyte
Senior Lecturer
UWA Business School
Lena Wang
Program Manager
School of Psychology

[MUSIC]

Hello everyone.

For this week's Meet the Researcher series, we're having Dr.

Daniela Andrei joining us.

Daniela is a research fellow at the Center for Safety, UWA.

Welcome Daniela.

>> Thank you and thank you for inviting me to this series,

it's really exciting to be here.

>> Thank you.

>> Daniela has a very wide research interest and

she is involved in many of our research projects.

But today,

I'd like to get her to talk about her work on this topic of work design.

Daniela, can you please tell us a bit more about your project?

>> Yes, definitely.

So this project that I'm working on with Professor Sharon Parker,

seeks to understand the way people create work roles for others and

what makes them create work roles in particular ways.

And this is a very interesting subject for two reasons.

First of all, there is a lot of knowledge about

the negative outcomes of poorly designed job roles.

But despite that, poorly designed roles remain prevalent.

And I'm pretty sure everyone of us could easily give an example of a job

that we had and that was really poorly designed.

And then second, although the recent research showing that people's natural

tendency is indeed to create simplified narrow jobs for

others, nobody actually looked into why this thing happens.

>> I see, that's very interesting.

So what did you do exactly in this project?

>> Well, the most challenging part of this project was to

actually measure how people design work roles for others.

Because it's not something that we could easily observe in our natural environment.

So, our first focus was to try to develop some measures like simulations tasks,

exercises, that we could use to assess how people design or create jobs.

For example, in one of our simulations,

we give participants a series of tasks that are performed in a sweets factory,

and then we ask them to decide for each task.

If it should be performed by a production employee, by an expert, or by a manager.

And we are using them together with other

survey measures to try to understand or

identify why people design jobs in

particular ways in our task >> I know your work is still ongoing,

but are there some preliminary findings you can share with us?

>> Yes, we're still analysing data and we're still developing the project, but

the initial data that we have indicates that, indeed, our participants

are more concerned with efficiency when they design jobs.

Rather than concerned with creating engaging,

stimulating, and motivating jobs for others.

And there are different reasons for these, that we see in our data.

Sometimes, they're

just replicating the type of job experience that they had in the past.

That is if participants themselves worked in

narrow, simplified jobs themselves, then they tend to

replicate the same design in our simulations.

Other times, it can be related to some negative attitudes that

they have developed about people's motivation to work in general.

For instance, if our participants create

narrow simplified highly controlled jobs, it's because sometimes they

think that people are naturally dislike work, tend to avoid it,

and will only be working if they're attentively supervised.

But the good news is that, work design seems to

be highly trainable, so our participants learn how to design better jobs.

And sometimes even the feedback from going through the simulations help them do so.

>> That's very promising to know.

Thanks very much Daniela for sharing your insight with us.

>> Thank you.

[MUSIC]

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