Judge, T. A., Thorsten, C. J., Bono, J. E., & Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological bulletin, 127(3), 376.
The article the job specification and relationship of employees in the working environment due to job analysis and assessment. Job assessment enables employees to have to work in a department where they are specialized thus motivating the worker. The author discusses on the importance of job analysis on the relationship and job specification of employees. The authors have discussed on the how job analysis also improves on the relationship between the workers and the employers (p. 376). The authors are all professors but from different universities. The analysis of the authors is not bias and are because their decisions are based on literature scholarly. The article is very significant to my research because it highlights on how job assessment motivates many employees.
Gegenfurtner, A., Veermans, K., Festner, D., & Gruber, H. (2009). Motivation to transfer training: An integrative literature review. Human Resource Development Review.
The article reviews how job assessment can be used to motivate employees on training. It shows the importance of job analysis on training employees and how it can motivate. The study was conducted for a whole month at a company that takes their employees to training. The study was on the effects of using job assessment and also of not using job assessment. The study concluded that job assessment is the best way of motivating employees even in their training. Two of the authors are professors at Harvard University, and the other two are employees from different companies. The article is based on scholarly literature. The article portrays some biases because the two employees wrote most of their research based on their companies. Therefore, the article does not give us a general platform on many companies. I am going to use the article to show on the importance of job assessment on employees training. The article is effective for my research because it gives different aspects of job assessment.
Robbins, S. P., & Judge, T. A. (2012). Organizational Behavior 15th Edition. Prentice Hall.
The book discusses on the different effects of job assessment on employees in different working environment. The book also discusses on how job analysis has changed over the years and their comparison to the past assessment. One of the authors is a manager in one of the best companies, and the other author is a business professor who also funded the research on the job assessment. The article is not bias since it gives a strong platform on various companies and on whom they can improve in their assessment activity. The article is relevant on my research because it gives details on how the job assessment can be improved to fit any organization.
Jones, J. W., Steffy, B. D., & Bray, D. W. (1991). Applying psychology in business: The handbook for managers and human resource professionals. Lexington, Mass: Lexington Books.
The article gives managers and human resource professionals ideas on how to carry out job assessment in order to motivate employees. The authors have identified major issues that managers should consider during job assessment. The authors state that employees’ response is based on how the managers assess them. Therefore, assessment can either motivate them or demotivate them (p. 45). The authors of the book are human resource managers who have highly studied and also apply the different business psychology in job assessment. The book is based on reality because the authors are basing their ideas on what they have experience. Therefore, the book can be biased on certain issues about job assessment. The book is very relevant for may study because it will assist in knowing what organizations can improve on in making their job assessments effective.
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