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Understanding whether and how work design affects human cognition is important because: (a) cognition is necessary for job performance, (b) digital technologies increase the need for cognition, and (c) it is vital to maintain cognitive functioning in the mature workforce. We synthesize research from work design, human factors, learning, occupational health, and lifespan perspectives. Defining cognition in terms of both knowledge and cognitive processes or fluid abilities, we show that five types of work characteristics (job complexity, job autonomy, relational work design, job feedback, and psychosocial demands) affect employees' cognition via multiple pathways. In the short-to-medium term, we identify three cognitively enriching pathways (opportunity for use of cognition, accelerated knowledge acquisition,motivated exploratory learning) and two cognitively harmful pathways (strain-impaired cognition, depleted cognitive capacity). We also identify three longer-term pathways (cognitive preservation, accumulated knowledge, and ill-health impairment). Based on the emerging evidence for the role of work design in promoting cognition, we propose an integrative model suggesting that the short-tomedium term processes between work design and cognition accumulate to affect longertermcognitive outcomes, such as the prevention of cognitive decline as one ages. We also identify further directions for research and methodological improvements. [ABSTRACT FROM AUTHOR]

The nature of work is changing at a rapid pace with entrepreneurial firms playing a critical role as they create the jobs of tomorrow. Although work design research has a rich history, contemporary work environments remain understudied. In this research, we explore the connection between job satisfaction and work design within new ventures, including firms that have redefined their respective industries. To do so, we took an exploratory approach, leveraging several methods including content coding, machine learning, and hierarchical linear modeling, across a multi-level dataset of entrepreneurial firms, with employee data extracted from Glassdoor.com. [ABSTRACT FROM AUTHOR]

A major threat to data quality in online surveys is careless responding (CR; Meade & Craig, ) or insufficient effort responding (e.g. Bowling, Huang, Bragg, Khazon, Liu, & Blackmore, ). In three studies, we use social psychological theories to develop and test three prevention strategies (Ward & Pond III, ) related to increasing respondent motivation to respond carefully. Study 1 presented control, scripted, or video‐recorded instructions designed to increase the social influence of survey administrators on survey participants. Participants in the control group were significantly more likely to admit to CR than the script and video groups. Compared with the control, scripted instructions decreased interest, and had no effect on objective indicators of CR. Study 2 found that instructions designed to induce cognitive dissonance increased logical consistency of responses and survey interest. Instructions to create a sense of hypocrisy increased accuracy on instructed‐response items. Study 3 showed that leveraging social exchange theory in survey instructions generally had no effect on CR. Similar results were found for both continuous and dichotomous scoring of indicators of CR across the three studies. Results demonstrate that facets of CR can be influenced via survey design. Future studies are needed to develop a more thorough understanding of best practices in survey design with respect to preventing CR. [ABSTRACT FROM AUTHOR]