Determinants of job satisfaction in a lean environment

Abstract

Purpose The purpose of this paper is to analyze the situational and dispositional determinants of job satisfaction in environments created by implementing employee-supportive lean. Design/methodology/approach The research uses a questionnaire to measure the determinants of job satisfaction (perceived job demands, perceived job autonomy and core self-evaluations) and job satisfaction. Afterwards, the paper proposes a conceptual framework and uses hierarchical multiple regression to test the relationships among perceived job demands, perceived job autonomy, core self-evaluations and job satisfaction. Additionally, the study describes the implementation of employee-supportive lean in four small companies using an action research approach. Findings The findings reveal that perceived job demands has a negative impact on job satisfaction. In addition, the authors find that perceived job autonomy and core self-evaluations have a positive impact on job satisfaction. Finally, the results show that core self-evaluations buffer the impact of perceived job demands on job satisfaction. Originality/value The present research underscores the importance of work and personal characteristics for employees’ job satisfaction in an environment created by implementing employee-supportive lean.

Towards addressing respect for people during lean implementation

“…A person’s work may be productive on the product value stream, but for the people value stream, if the work does not contribute to the learning and development of the person, it will be classified as waste. During the job application phase, human resource managers should thus identify key personal characteristics in the selection process for employees to assist in appointing the correct employees in the correct position (Rodríguez et al , 2017). Once a person is appointed, further focus should be given to adding value to the people value stream.…”