Work Matters_ Job Design in Classic and Contemporary Perspectives-part-3.pdf

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