Job Characteristics Theory

Job Characteristics Theory

• Enriched jobs are the most satisfying, according to Hackman and Oldham's (1975, 1976) theory.
• Characteristics of enriched jobs include:
  • Variety of skills used
  • Completing entire tasks rather than parts
  • Tasks with meaning or importance
  • Decision-making autonomy
  • Feedback about performance
• Job Diagnostic Survey (JDS) measures the extent to which these characteristics are present in a job.

Job Enrichment Methods

• Giving workers more responsibility over their jobs
• Showing employees that their jobs have meaning and contribute to a worthwhile goal
• Using self-directed teams or quality circles to increase job satisfaction and commitment

Integration of Theories

• Individual-difference theories suggest that each person brings an initial tendency to be satisfied with life and work to a job.
• Maslow's theory emphasizes the need for growth and challenge (self-actualization) after low-level needs are met.

Satisfying Self-Actualization Needs

• Job rotation: learning to use several different machines or conduct several different tasks within an organization, with tasks changing over time.
• Job enlargement: giving employees more tasks to do at one time, with two types:
  • Knowledge enlargement: allowing employees to make more complex decisions
  • Task enlargement: giving employees more tasks of the same difficulty level
• Job enrichment: assuming more responsibility over tasks, which is a more effective way to satisfy self-actualization needs.

Job Satisfaction and Life Satisfaction

• High levels of life satisfaction are associated with high levels of job satisfaction, and vice versa.
• Satisfaction with one's job can "spill over" into other aspects of life, and vice versa.

Meeting Employee Needs

• Employees have needs, values, and expectations that can be met through various means, including non-work activities like hobbies and volunteer work.
• Organizations should try to fulfill the needs they can and help employees find alternative avenues to meet their other needs.

Discrepancy Theory

• Employees become dissatisfied and less motivated when there is a discrepancy between their needs, values, and expectations and the reality of the job.
• If an employee's expectations are not met, the results are lower job satisfaction, decreased organizational commitment, and an increased intent to leave the organization.

Test your knowledge of the Job Characteristics Theory by Hackman and Oldham, which explains how enriched jobs can lead to employee satisfaction. Learn about the key characteristics of enriched jobs and how they affect performance.