Job Design and Enrichment PDF
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This document explores job design and enrichment, focusing on Herzberg's two-factor theory and the Job Characteristics Model (JCM). It analyzes the relationship between task attributes and employee satisfaction and performance. The document mentions various job attributes and psychological states that influence employee well-being.
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Job Design and Enrichment ● ● Herzberg's two-factor theory - validity and theory challenged, but still pretty influential in directing attention to Job Design Turner and Lawrence (1965): ○ Developed systematic classification of task attributes ■ Behavioral, technical, organizational, social, person...
Job Design and Enrichment ● ● Herzberg's two-factor theory - validity and theory challenged, but still pretty influential in directing attention to Job Design Turner and Lawrence (1965): ○ Developed systematic classification of task attributes ■ Behavioral, technical, organizational, social, personal ○ 6 multidimensional task attributes (performance related attributes): variety, autonomy, required interaction, optional interaction on and off the job, required knowledge and skill, and responsibility ○ Examined associated task attributes (part of the job but not essential to its performance): task identity, pay, working conditions, cycle time, level of mechanization, and capital investment ● Research findings: ○ Task attributes predict higher satisfaction and attendance in small towns, not urban settings ○ Cultural backgrounds shape employees' task preferences ● Job Characteristics Model (JCM) ○ A scoring system for level of enrichment in a job ○ 5 core job characteristics (task significance, task identity, skill variety, autonomy, and job feedback) ○ 3 critical psychological states (experienced meaningfulness, responsibility, and knowledge of results) ○ Moderated by employees' growth need strength (Employees with strong growth needs depend on enriched job characteristics to experience meaningfulness, responsibility, and knowledge of results) ○ Based on expectancy theory (Expectancy* Instrumentality*Valence -> behavior is based on making conscious choice from a set of possible alternative behaviors) Extensions to the JCM ● ● ● ● ● Positive association - core job characteristics and employee outcomes, stronger for psychological-attitudinal outcomes than behavior/performance outcomes Mixed results for moderating role of growth need strength Distinction between enriched tasks and enriched jobs Task-level characteristics influence job-level characteristics, which affect attitudinal reactions JCM conceptually extended by incorporating a broader range of job characteristics, outcomes, mediators, moderators, and antecedents