PUB - Publikationen an der Universität Bielefeld

Purpose: Previous studies on job rotation are mostly correlative and lack a theoretical basis. In the current study, we investigated the causal relationships between job rotation and employee-related outcomes. Drawing on the Job Characteristics Model and Self Determination Theory, we examined three work design characteristics and the need for competence satisfaction as mediators. As work will often be structured by technologies in the future, we let a digital assistance system dictate the rotation at the investigated workplace. Methodology: We conducted an experimental online vignette study. The 131 participants read a vignette about a workplace where they either rotated (n = 58) or not (n = 73). Afterwards, they rated the work design (task variety, skill variety, task identity), the need for competence satisfaction and the outcomes (work satisfaction, intrinsic motivation, subjective performance, affect). Results: We conducted regression-based mediation analyses. Job rotation had direct effects on satisfaction, motivation and positive affect and indirect effects on all outcomes except negative affect. The strongest mediator was skill variety. Limitations: The participants’ education level was relatively high. It is unlikely that this group of people would work at the described workplace. Research/Practical Implications: Future studies should investigate possible moderators (e.g. occupational self-efficacy) and target employees from technical professions. When implementing job rotation, companies should make sure that the tasks require a diverse set of skills. Originality/Value: We found evidence for the mediating function of the work design characteristics and the need for competence satisfaction. The results allow for a theoretical framework for job rotation.