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Questions and Answers
What is the primary focus of the Job Characteristics Model (JCM)?
How does Job Enlargement differ from Job Enrichment?
Which of the following is NOT a consequence of employee dissatisfaction according to the text?
What are some outcomes associated with high job satisfaction according to the text?
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Which of the following is a key component of employee engagement mentioned in the text?
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What does Job Rotation involve according to the text?
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What is the primary focus of the Job Characteristics Model?
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Which factor is NOT a key determinant of job satisfaction according to the text?
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What is a common outcome of high employee engagement?
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Which concept refers to an individual's emotional attachment to, identification with, and involvement in the organization?
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What does the Job Characteristics Model suggest can lead to increased motivation and satisfaction at work?
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How does job enrichment differ from job enlargement?
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Which of the following is a common outcome of perceiving an imbalance of rewards for effort, as per the equity theory?
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What does job involvement entail?
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What characterizes affective organizational commitment?
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According to the causes of job satisfaction, what role does work provide for individuals?
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How is employee engagement defined?
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What does normative organizational commitment entail?
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Study Notes
Job Characteristics Model
- Combines tasks to enhance job dimensions
- Increases skill variety and task identity
- Establishes natural work units and task significance
- Encourages client relationships and autonomy
- Provides open feedback channels
Job Design
- Job rotation: periodic shifting of employees between tasks
- Job enlargement: increasing the number and variety of tasks
- Job enrichment: increasing worker control over planning, execution, and evaluation of work
Motivation, Performance, and Job Satisfaction
- Job satisfaction is not a strong predictor of work performance
- Dissatisfaction can drive individuals to behave in certain ways (voice, loyalty, neglect, exit)
Alternate Work Arrangements
- Flextime
- Job sharing
- Telecommuting
- Employee ability, competence, and opportunities to show performance
- Willingness to make extra effort
Job Satisfaction Outcomes
- Better job and organizational performance
- Better organizational citizenship behaviors
- Greater customer satisfaction
- Lower absenteeism and turnover
- Lower levels of workplace deviance
Equity Theory
- People compare their work and rewards to others
- Inequitable perceptions lead to unhappiness, reduced work efforts, or exiting the organization
- Equitable perceptions maintain consistent work effort
- Generous perceptions lead to feelings of guilt and increased work efforts
Job Attitudes
- Positive job attitudes predict constructive behaviors
- Negative job attitudes predict undesirable behaviors
- Types of job attitudes: job involvement, organizational commitment, perceived organizational support, employee engagement, and job satisfaction
Job Involvement
- Identifying with a job and considering performance as important to self-worth
Perceived Organisational Support
- Belief that the organization values their contribution and cares about their well-being
- Rewards viewed as fair
- Employees participate in decision-making
- Supervisors are supportive of employees
Employee Engagement
- Involvement with, satisfaction with, and enthusiasm for work
Organisational Commitment
- Identifying with a particular organization and its goals
- Affective commitment: emotional attachment to the organization
- Continuance commitment: perceived economic value of remaining with the organization
- Normative commitment: obligation to remain with the organization for moral or ethical reasons
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Description
Test your knowledge on the Job Characteristics Model (JCM) and Job Rotation. Explore how job enrichment impacts factors like advancement, supervision, and co-worker relationships. Refer to articles by Bauer & Erdogan (2012), Robbins & Judge (2014), and Moerdyk et al. (2015) for in-depth study material.
