Madelene Björn works as an estimation engineer at Projektengagemang Industri. What's the best thing about your job? – That I am constantly presented with new challenges. Variation when working within industry is plentiful, which means that things move fast. At Projektengagemang, we get the chance to work with the entire production chain from concept to optimisation of the end product. That means I am in contact with everyone from shop floor workers, through sales departments, designers, process engineers and inspection bodies, which I really appreciate. The rules under which we work are also constantly updated, which often means that my work is very dynamic and varied. What’s important for you to gain job satisfaction? – The people I work with. It’s important for me to be surrounded by competent and ambitious people with whom I can exchange ideas and experience. It's also important that everyone within the company has equal opportunities, regardless of gender or ethnicity. Projektengagemang is a leader within such issues, something I am really glad about. I am active myself in KVIST as a member of the recently started "Kvinnliga ingenjörs- och arkitektsällskapet" (female engineers and architects group). What opportunities do you see for personal development through Projektengagemang? – The breadth of the different competence areas within Projektengagemang means that there are lots of opportunities to find new areas to explore and improve within. Those of us within the industry have customers in many different areas, which also gives lots of possibilities for personal development. I also find that Projektengagemang is very ambitious for its employees to constantly improve and advance. That’s not something that all companies actually prioritise, and why I feel so privileged to be here. Would you recommend Projektengagemang as a place to work? – Absolutely! Especially when it comes to working for a company that is in such dynamic growth. The chains of communication are short and the management are very open, which I think is highly attractive. What’s the best advice you can give to engineering students on their way into a career? – Be open to anything! You never know what a job entails until you have tried it. Dare to take chances and try things out. I believe that you can find new areas many times that you never knew could be of interest. Compensate for your lack of experience with lots of interest and commitment that can be developed. It's even more important in the beginning to get a foot in the door and show what you can do. Tell us about a hidden talent or interest you have. – I can turn pirouettes on ice and do the splits. That's a talent I learned when I was little and went to figure skating. I’m now a board member of the Kils Figure Skating Club. I also went to drill when I was young and can still march in time.
Jie Li (Xi'an Jiaotong-Liverpool University, Suzhou, China) Tomoki Sekiguchi (Graduate School of Management, Kyoto University, Kyoto, Japan) Jipeng Qi (School of Economics and Management, Beijing Jiaotong University, Beijing, China)
Employee Relations ISSN: 0142-5455 Article publication date: 21 February 2020 Issue publication date: 26 March 2020
The literature on job crafting has paid scant attention to the role of skill variety, one dimension of job characteristics, as a predictor of employee job crafting. By integrating regulatory focus and social exchange perspectives with job crafting literature, the authors investigate how skill variety promotes employee job crafting and the moderating roles of employee's promotion focus and procedural justice climate. The authors conducted two questionnaire surveys, one with a sample of 205 employees from a variety of organizations in China, and the other one with a sample of 265 employees within 44 work groups at a state-owned enterprise in China, to examine the hypotheses. Results suggest that a high level of skill variety within a job promotes employee job crafting, that such an effect is stronger when the employee's promotion focus is high rather than low, and that procedural justice climate mitigates the negative influence of a low level of promotion focus. The authors' findings suggest that both self-regulatory and social exchange mechanisms play a critical role in promoting employee job crafting when individuals are engaged in jobs that entail a high level of skill variety.
We acknowledge the financial support from the National Natural Science Foundation of China (71702095), the Humanity and Social Science Youth Foundation of Ministry of Education of China (17YJC630076), and the Grants for Excellent Graduate Schools, MEXT, Japan. We appreciate Professor Kristopher J. Preacher's helpful suggestions on the statistical issues. Li, J., Sekiguchi, T. and Qi, J. (2020), "When and why skill variety influences employee job crafting: Regulatory focus and social exchange perspectives", Employee Relations, Vol. 42 No. 3, pp. 662-680. https://doi.org/10.1108/ER-06-2019-0240 Emerald Publishing Limited Copyright © 2019, Emerald Publishing Limited
Skill variety refers to the set of various skill-sets which a particular job requires to complete the job role & responsibilities. Skill variety are essential qualities to carry out different activities for the job profile, so that the employee can use various skills and talent to complete a task. Depending upon the type of role, responsibility and company, skill variety requirements can be high or low skilled roles. In this article:
Importance of Skill VarietyEvery job role requires employees to perform certain duties, have responsibility & accountability for their work. Under job characteristics model, the main characteristics of every job include skill variety, task identity, task significance, autonomy & feedback. Skill variety are the requirements for conducting all tasks under the job role. A higher skill variety will take an employee to a better role, keep them motivated, enhance their skills and keep up employee motivation. On the other hand, a low skill variety role can be monotonous, boring and can leave the employee unsatisfied & demotivated. Examples of Skill Variety1. High skill variety:An illustration of a job with high skill variety would be of an owner-operator of a garage who interacts with customers, performs electrical repairs, does body work and rebuilds engines. 2. Low skill varietyAn example of a job with low skill variety would be that of a painter employed in a construction activity to paint walls. Hence, this concludes the definition of Skill Variety along with its overview. This article has been researched & authored by the Business Concepts Team. It has been reviewed & published by the MBA Skool Team. The content on MBA Skool has been created for educational & academic purpose only. Browse the definition and meaning of more similar terms. The Management Dictionary covers over 2000 business concepts from 5 categories. Continue Reading: « Skill Gap Social Network » Share this Page on:  |
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