Job Characteristics Model Quiz

Equity Theory

• People compare their work and rewards to others, and perceive an imbalance of rewards for effort, leading to:
  • Inequitable: unhappy, reduced work efforts, and exit organization
  • Equitable: maintain consistent work effort
  • Generous: feelings of guilt and increased work efforts

Job Attitudes

• Types of job attitudes:
  • Job involvement
  • Organisational commitment
  • Perceived organisational support
  • Employee engagement
  • Job satisfaction
• Job involvement:
  • Identify with a job, actively participate in it, and consider performance as important to self-worth
• Perceived organisational support:
  • Belief that the organisation values their contribution and cares about their well-being
  • Rewards viewed as fair
  • Employees participate in non-binding decisions
  • Supervisors are supportive of employees

Employee Engagement

• Employees' involvement with, satisfaction with, and enthusiasm for the work they do
• Defines the level of emotional, cognitive, and behavioural state of being fully engaged in work

Organisational Commitment

• Identify with a particular organisation and its goals; wishing to maintain membership in the organisation
• Types of organisational commitment:
  • Affective: emotional attachment to the organisation and its beliefs
  • Continuance: perceived economic value of remaining with an organisation vs leaving
  • Normative: obligation to remain with the organisation for moral or ethical reasons

Job Satisfaction

• Enjoyable or positive emotional state based on the evaluation of one's job or job experiences
• Causes of job satisfaction:
  • Work provides meaning
  • Pay
  • Advancement
  • Supervision
  • Co-workers

Job Characteristics Model

• Activity enhances job dimension:
  • Combine tasks
  • Skill variety
  • Task identity
  • Establish natural work units
  • Task significance
  • Create client relationships
  • Autonomy
  • Feedback
• Job design strategies:
  • Job rotation
  • Job enlargement
  • Job enrichment

Motivation, Performance, and Job Satisfaction

• Job satisfaction is not a strong predictor of work performance
• Dissatisfaction at work drives individuals to behave in a certain way:
  • Active vs passive
  • Positive vs negative
• Consequences of dissatisfaction:
  • Voice
  • Loyalty
  • Neglect
  • Exit

Job Satisfaction Outcomes

• Better job and organisational performance
• Better organisational citizenship behaviours
• Greater levels of customer satisfaction
• Generally lower absenteeism and turnover
• Lower levels of workplace deviance