18 Questions
What is the primary focus of the Job Characteristics Model (JCM)?
Enhancing job dimensions to improve motivation and performance
How does Job Enlargement differ from Job Enrichment?
Job Enlargement involves increasing tasks, while Job Enrichment gives workers more control over their work
Which of the following is NOT a consequence of employee dissatisfaction according to the text?
Loyalty
What are some outcomes associated with high job satisfaction according to the text?
Lower levels of absenteeism and turnover
Which of the following is a key component of employee engagement mentioned in the text?
Willingness to make extra effort for the job
What does Job Rotation involve according to the text?
Shifting employees between different tasks periodically
What is the primary focus of the Job Characteristics Model?
Job Enrichment
Which factor is NOT a key determinant of job satisfaction according to the text?
Employee Engagement
What is a common outcome of high employee engagement?
Higher Job Satisfaction
Which concept refers to an individual's emotional attachment to, identification with, and involvement in the organization?
Organizational Commitment
What does the Job Characteristics Model suggest can lead to increased motivation and satisfaction at work?
High Task Significance
How does job enrichment differ from job enlargement?
Job Enlargement focuses on increasing the number of tasks, while Job Enrichment focuses on adding variety and autonomy.
Which of the following is a common outcome of perceiving an imbalance of rewards for effort, as per the equity theory?
Unhappiness and reduced work efforts
What does job involvement entail?
Actively participating in the job and considering performance important to self-worth
What characterizes affective organizational commitment?
Emotional attachment to the organization and its beliefs
According to the causes of job satisfaction, what role does work provide for individuals?
Provides meaning
How is employee engagement defined?
Involvement with work, satisfaction with work, and enthusiasm for the job
What does normative organizational commitment entail?
Moral or ethical obligation to remain with the organization
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
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.
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