Mlekus Lisa, Maier Günter W
Department of Psychology, Bielefeld University, Bielefeld, Germany.
Front Psychol. 2021 Mar 25;12:633530. doi: 10.3389/fpsyg.2021.633530. eCollection 2021.
Although there exist numerous publications on job and task rotation from various disciplines, there is no consistent evidence of their effectiveness. Drawing on theories from industrial and organizational psychology, knowledge management, ergonomics, and management science, we meta-analytically investigated relationships between job/task rotation and employee attitudes, learning and development, psychological and physical health, and organizational performance. Due to a conceptual overlap and frequent confusion of terminology, we analyzed the design of the rotation (job rotation vs. task rotation) as a possible moderator. The three-level meta-analysis on 56 studies ( = 284,086) showed that rotation was significantly associated with job satisfaction ( = 0.27), organizational commitment ( = 0.16), career success ( = 0.31), labor flexibility ( = 0.32), general psychological health ( = 0.20), stress/burnout ( = -0.13), individual performance ( = 0.13), and productivity ( = 0.13). Positive relationships between rotation and physical health could only be found when rotation was compared to high-intensity work. Task rotation yielded stronger relationships with attitudinal outcomes, job rotation with learning and development, psychological health, and organizational performance outcomes. Further moderator analyses showed that individualism decreased relationships between task rotation and attitudes, and correlations with organizational performance and physical health were stronger for subjective measures. The findings indicate that many expectations toward job and task rotation are not fully supported.
尽管各个学科领域都有大量关于工作轮换和任务轮换的出版物，但并没有一致的证据表明它们有效。借鉴工业与组织心理学、知识管理、人机工程学和管理科学的理论，我们进行了元分析，以研究工作/任务轮换与员工态度、学习与发展、心理和身体健康以及组织绩效之间的关系。由于概念重叠和术语频繁混淆，我们将轮换的设计（工作轮换与任务轮换）作为一个可能的调节变量进行了分析。对56项研究（N = 284,086）的三级元分析表明，轮换与工作满意度（r = 0.27）、组织承诺（r = 0.16）、职业成功（r = 0.31）、劳动力灵活性（r = 0.32）、总体心理健康（r = 0.20）、压力/倦怠（r = -0.13）、个人绩效（r = 0.13）和生产率（r = 0.13）显著相关。只有在将轮换与高强度工作进行比较时，才能发现轮换与身体健康之间存在正相关关系。任务轮换与态度结果的关系更强，工作轮换与学习与发展、心理健康以及组织绩效结果的关系更强。进一步的调节变量分析表明，个人主义削弱了任务轮换与态度之间的关系，并且与组织绩效和身体健康的相关性在主观测量中更强。研究结果表明，对工作轮换和任务轮换的许多期望并未得到充分支持。
