EXPLORING JOB DESIGN 2
Exploring Job Design, Staffing, and Christian Worldview
The way people view work has changed due to technological and social forces. Hardy
(1990) examined the historical philosophy of the existence of work from a Christian perspective
and placed it in the reformed tradition. He also elucidated how the reformed doctrine of work, a
significant aspect of the Christian worldview, aligns with contemporary management theory,
shedding light on the compatibility of these two perspectives. Hardy (1990) believes society's
feelings about work are vastly diverse and uncertain. Analysis of an organization’s revenue
streams shows that it depends too much on the American market to remain operational and that if
anything were to happen to this market, the organization could suffer enormous losses.
Human life is a created order with multiple outlooks, whether psychological, social,
ethical, or political (Willen et al., 2021). The best work design recognizes and addresses each
work dimension because work is not entirely a vocation; as a citizen, one must remain informed
during the political course (Hardy, 1990). Finding fulfillment and enjoyment at work while
maintaining a positive outlook on life corresponds to vocation, a term that, in the context of the
Christian worldview, refers to work that man has been called to by God (Keller & Alsdorf,
2012).
HR Practices
Employee dissatisfaction leads to high turnover, low productivity, low motivation, low
innovation, and poor teamwork. Motivation, for example, determines the quantity and quality of
work, affecting meaningful work (Pak et al., 2019). Organizations can also address these issues
by providing exceptional benefits and encouraging moral leadership and management practices.
Employee feedback surveys and sessions, integral parts of HR practices, play a crucial role in
EXPLORING JOB DESIGN 3
this process, making each feel valued and integral to the improvement process. Life satisfaction
often necessitates job satisfaction. Motivation is one way to achieve job satisfaction.
Research indicates that companies that value their workers' opinions on work-related matters
have higher retention rates. For instance, an organization that regularly seeks employee feedback
on job design and work environment is more likely to retain its employees. Respect and
appreciation in the workplace can help boost motivation and job satisfaction. Feeling valued by
the organization can boost motivation and job satisfaction by offering job security, good
management, benefits, training, and employee feedback. Job satisfaction also affects employee
engagement and loyalty. Employers look for loyalty in their workers because it reduces job
stress. Talent retention is another indicator of job satisfaction. For example, a company that
invests in training and development programs is more likely to retain its talented employees.
Conclusion
Work and rest are not just personal fulfillment but also to demonstrate to people how they
should live. Using one's vocation, calling, or spiritual gifts appropriately equips people to live an
obedient, God-centered life. The book of Ephesians reminds man to live a life worthy of the
vocation or calling they have been given (NIV Bible, 2024/1978, Ephesians 4:1-3). The human
resource department must provide employees with the tools to achieve this balance while
enjoying their work. A robust human resource team guarantees meaningful work, a sense of
value, and employee engagement (Pak et al., 2019). Work is not only a vocation but also a
powerful way to show others God's love, a concept that should inspire and motivate people in
their professional roles.
Meaningful work, feeling valued, and employee engagement are three human resource
indicators that impact job satisfaction and retention. These indicators help us understand the
EXPLORING JOB DESIGN 4
universal concerns of job satisfaction and work-life balance. Work, both paid and unpaid, is an
essential part of our lives and a way to show others God's love. Work is only part of our
vocation, which helps us maintain a balance. In light of this, HR professionals or students of HR
management can find ways to integrate Christian values into our practices to enhance job
satisfaction and retention.
According to Hardy (1990), the specific call to love one's neighbor comes with social
position or 'station' in the earthly kingdom. To be truly happy, we must find a balance between
all the stations we thrive in (Keller &Alsdorf, 2012). When Hardy described the Christian mind's
evolution of work, its origins were distinct from spirituality and God's commandments, but
Martin Luther realized that work and faith are intertwined. However, it is essential to
acknowledge that integrating Christian values into HR practices may face challenges, such as
conflicts with secular laws or differing interpretations of Christian principles.
EXPLORING JOB DESIGN 5
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Keller, T., & Alsdorf, K. L. (2012). Every good endeavor: Connecting your work to god's work.
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