Final answer:
The job design approach that emphasizes that workers are more satisfied when they sense a feeling of control is associated with employee autonomy and participative decision-making. These factors are essential for high job satisfaction and are contrasted with high-stress environments, which are linked to lower job satisfaction.
Step-by-step explanation:
The job design approach that emphasizes the idea that workers are more satisfied with their jobs when they feel a sense of control is often associated with theories that value employee autonomy and participative decision-making. According to research by Melvin Kohn and colleagues, factors such as having control over one’s work, being a part of the decision-making process, having freedom from constant surveillance, and feeling integral to the work outcome, all contribute to higher job satisfaction. These principles are echoed in Theory Y, which suggests that employees are naturally satisfied when given responsibility and a chance to participate in goal setting.
Extensive research has linked a greater sense of personal control with various positive outcomes, including better physical and mental health, and lower reactivity to stressors, which can all enhance job satisfaction. This can be contrasted with environments where workers experience high stress, vulnerability, and perceived risk, which are factors associated with lower job satisfaction. The transformation of the workforce in the information age requires that employees have higher levels of education, management skills, and autonomy to adapt to the rapid pace of production and decision-making required in their jobs.
Providing employees with a sense of control in their work environment can significantly influence their job satisfaction levels and overall well-being. This is critical, as job satisfaction has been shown to have only a weak correlation with pay levels, whereas the work-content factor, including the aspects of control and autonomy, is a strong predictor of overall job satisfaction.