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La recherche a eu du mal à distinguer les emplois de bonne qualité des moins bons. En faisant la distinction entre les exigences professionnelles stimulantes et entravantes dans un contexte d'échange social, notre étude développe une heuristique généralisable pour la recherche sur la qualité de l'emploi. L'analyse des classes latentes avec modélisation des mélanges a été appliquée à un échantillon de 2 143 adultes issus de diverses professions. Un modèle à deux facteurs permet un soutien substantiel à la distinction entre les emplois demandants et les emplois entravants. L'emploi stimulant se caractérise par un travail dur et émotionnellement exigeant et par l'octroi de ressources plus importantes. Un emploi gênant implique plusieurs exigences entravantes et moins de ressources. Comme prévu, un emploi stimulant est associé à une meilleure santé générale et à une détresse psychologique moindre. Les associations positives entre un niveau d'éducation plus élevé et une expérience professionnelle plus longue et un emploi stimulant ont également soutenu l'heuristique stimulant/entravant. Mots-clés: emploi; santé; qualité de l'emploi; ressources; stress; bien-être; conception du travail Research has struggled with the task of distinguishing high from low-quality employment. Making the distinction between challenging and hindering job demands in a context of social exchange, our study develops a generalizable heuristic for employment quality research. Latent class analysis with mixture modelling was applied to a sample of 2,143 adults from a diversity of occupations. A two-factor model provided substantial support for the distinction between challenging and hindering employment. Challenging employment was characterized by hard and emotionally demanding work and by provision of greater resources. Hindering employment involved several hindering demands and fewer resources. As predicted, challenging employment was associated with better self-reported general health and less psychological distress. The positive associations between higher education levels and longer work experience and challenging employment also supported the challenging/hindering heuristic. Research has struggled with the task of distinguishing high from low-quality employment. Making the distinction between challenging and hindering job demands in a context of social exchange, our study develops a generalizable heuristic for employment quality research. Latent class analysis with mixture modelling was applied to a sample of 2,143 adults from a diversity of occupations. A two-factor model provided substantial support for the distinction between challenging and hindering employment. Challenging employment was characterized by hard and emotionally demanding work and by provision of greater resources. Hindering employment involved several hindering demands and fewer resources. As predicted, challenging employment was associated with better self-reported general health and less psychological distress. The positive associations between higher education levels and longer work experience and challenging employment also supported the challenging/hindering heuristic. Keywords: employment; health; job quality; resources; stress; well-being; work design, 1. Introduction Frederick W. Taylor broke jobs down into their component parts (Taylor, 1919), and scholars have since documented distinguishable work characteristics (Hackman & Lawler, 1971; Turner & Lawrence, 1965). [...]

A study was conducted to empirically test a model of associations between family-domain variables and willingness to accept an international assignment. The model is applied to sub-samples of men and women to investigate gender differences in the pattern of relationships. Findings indicate that significant gender differences in willingness are present across low and high cultural distance country destinations.

System conditions are the most important antecedents of successful computer-based human resource information systems. These conditions include documentation, training, the availability of on-line applications, ease of use, the perceived utility of the systems and the number of human resource management applications. Another crucial condition is the availability of internal support for users, since it was found that an HRIS department or unit enhances user satisfaction and increased system usage. Individual/task characteristics such as age, gender and education, and organizational conditions were found to have moderate influence on user satisfaction and system usage. These were gleaned from a survey of users who interact directly with computer-based human resource information systems in the course of the work.

An empirical investigation finds a link between the use of information technology and greater involvement in the strategic human resource roles of business partner and change agent. Positive relationships between information technology use and technical and strategic effectiveness shows the revolutionary prospects of information technology.