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Gresakova, Emilia, and Darina Chlebikova. "A Global View of Psychology in the Manager´s Work." SHS Web of Conferences 74 (2020): 01006. http://dx.doi.org/10.1051/shsconf/20207401006.
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The aim of the paper is to define a global view of the role of psychology in the manager´s work. By analyzing managerial work in terms of psychology and research in the field of application knowledge of psychology between managers and employees of the world’s leading IT company. We reviewed their views on selected areas to improve their internal motivation and satisfaction, which leads to improvements in their work. To explore the motivation of our employees, we decided to use the knowledge of the International Model of Job Characteristics, which is one of the most popular in this area. This model and related survey method come from the 1970s. The model was designed by Richard Hackman and Greg Oldham. It is based on previous approaches called Job extensions based on adding responsibilities of the same difficulty. Oldham and Hackman tried to identify the global characteristics of internal motivation work in these older models and to explore their implications. Oldham and Hackman believed that employees were doing well under the influence of these factors while being internally motivated having a sense of happiness and happiness. This feeling motivates them to perform better. Characteristic model work presents five global aspects influencing internal motivation: skills variability, job identity, job importance, autonomy, feedback.
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van Dick, Rolf, Christiane Schnitger, Carla Schwartzmann-Buchelt, and Ulrich Wagner. "Der Job Diagnostic Survey im Bildungsbereich." Zeitschrift für Arbeits- und Organisationspsychologie A&O 45, no. 2 (April 2001): 74–92. http://dx.doi.org/10.1026//0932-4089.45.2.74.
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Zusammenfassung. Das Job Characteristics Model (JCM, Hackman & Oldham, 1975 , 1980 ) postuliert Beziehungen zwischen Tätigkeitsmerkmalen, psychologischen Erlebniszuständen und Arbeitszufriedenheit sowie intrinsischer Motivation. Der Job Diagnostic Survey (JDS) als operationale Umsetzung der Modellvorstellungen wurde häufig in Untersuchungen in Produktion und Management verwendet und hat sich in diesen Bereichen bewährt. Mit einer deutschsprachigen Weiterentwicklung des JDS soll in dieser Arbeit überprüft werden, ob die Modellvorstellungen des JCM außerhalb des gewerblichen Bereichs Gültigkeit besitzen. Der JDS wurde zwei Lehrerstichproben (N=201, N=190), Hochschulangehörigen (N=146) und Erzieherinnen (N=80) vorgegeben. Die Items wurden an die verschiedenen Berufe adaptiert, zum Teil modifiziert oder völlig neu konzipiert. Die faktorielle Struktur des JDS konnte nicht exakt repliziert werden. Mit den neu gebildeten Skalen wurden die Modellvorhersagen des JCM anhand von Strukturgleichungsanalysen (EQS) überprüft: Dabei war in allen Stichproben ein direkter Einfluss von den Tätigkeitsmerkmalen auf die Arbeitszufriedenheit einzuführen, um eine gute Modellpassung zu erreichen. Die Tätigkeitsmerkmale haben den vorhergesagten Einfluss auf die psychologischen Erlebniszustände Bedeutsamkeit bzw. Verantwortlichkeit und Wissen um die Resultate. Die letztgenannte Variable hängt nicht durchgängig mit den Auswirkungen der Arbeit zusammen, wie von Hackman und Oldham angenommen.
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Ali, Syukrina Alini Mat, Noor Azzah Said, Noor’ain Mohamed Yunus, Sri Fatiany Abd Kader, Dilla Syadia Ab Latif, and Rudzi Munap. "Hackman and Oldham's Job Characteristics Model to Job Satisfaction." Procedia - Social and Behavioral Sciences 129 (May 2014): 46–52. http://dx.doi.org/10.1016/j.sbspro.2014.03.646.
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Johns, Gary, Jia Lin Xie, and Yongqing Fang. "Mediating and Moderating Effects in Job Design." Journal of Management 18, no. 4 (December 1992): 657–76. http://dx.doi.org/10.1177/014920639201800404.
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A test of the complete Job Characteristics Model (Hackman & Oldham, 1976, 1980) was conducted, with particular emphasis on the little-investigated mediating and moderating effects specified by the model. Three hundred lower level managers provided questionnaire data. Results indicated that the model's psychological states generally mediated the relationship between job characteristics and outcomes. However; the correspondence between the job characteristics and the states was not precisely that specified by the model, all states were not needed to predict most outcomes, and common method variance was a concern. Moderator effects due to personal characteristics, context satisfaction, and petformance-reward contingencies were observed at several locations in the model, a number in an opposite direction from that predicted by the model.
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Tiegs, Robert B., Lois E. Tetrick, and Yitzhak Fried. "Growth Need Strength and Context Satisfactions as Moderators of the Relations of the Job Characteristics Model." Journal of Management 18, no. 3 (September 1992): 575–93. http://dx.doi.org/10.1177/014920639201800308.
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Empirical investigations of the job characteristics model (JCM; Hackman & Oldham, 1980) have failed to systematically explore the moderating effects of growth need strength (GNS) and context satisfactions (viz., pay, job security, co-worker, and supervision) on the relations among the core job characteristics, critical psychological states, and work outcomes. Previous studies also are criticized for the use of subgroup analytic techniques, low statistical power resulting from small sample sizes (i.e, often less than 200) and/or samples consisting of individuals of relatively homogeneous jobs/occupations. As an attempt to address these deficiencies in the literature, this study examined the moderating effects of GNS and each of the four context satisfactions using a large sample (N = 6405) of employees from a variety of jobs and occupations. Overall, the results of univariate and multivariate hierarchical moderated multiple regression analyses suggest that none of thefive individual difference factors appeared to be viable moderators of any of the relations among job characteristics, psychological states, and three work outcomes (viz., growth satisfaction, overall job satisfaction, and internal motivation). Also, there was no supportive evidence for potential joint moderating effects between GNS and each context satisfaction on the relations of the JCM.
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Han, Seung-Hyun, Eunjung Grace Oh, and Sung “Pil” Kang. "The link between transformational leadership and work-related performance: moderated-mediating roles of meaningfulness and job characteristics." Leadership & Organization Development Journal 41, no. 4 (April 24, 2020): 519–33. http://dx.doi.org/10.1108/lodj-04-2019-0181.
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PurposeBased on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.Design/methodology/approachBased on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.FindingsUnderstanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.Originality/valueThis study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.
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Cleave, Shirley. "Applicability of Job Diagnostic Survey to Administrative Positions in University Physical Education and Sport." Journal of Sport Management 7, no. 2 (May 1993): 141–50. http://dx.doi.org/10.1123/jsm.7.2.141.
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Although administrators of physical education and sport programs have been the focus of considerable research, one area that has been neglected is the design of administrative positions and its influence on the levels of satisfaction and motivation experienced by administrators. This study was undertaken to address this deficiency. The relationship between job design and worker attitudes and behaviors has been examined in business and industry for many years and a number of models have been developed. The Job Characteristics Model of job design developed by Hackman and Oldham (1976, 1980) provided the theoretical framework for the study. The sample for the study consisted of administrators in physical education, intercollegiate athletics, and recreation/intramural programs in selected Canadian and American universities. The analyses showed significant differences between this sample and the general working population with respect to perceptions of job design and levels of satisfaction and motivation. Gender and nationality had minimal effect on the administrators' perceptions.
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Boonzaier, Billy, Bernhard Ficker, and Braam Rust. "A review of research on the Job Characteristics Model and the attendant job diagnostic survey." South African Journal of Business Management 32, no. 1 (March 31, 2001): 11–34. http://dx.doi.org/10.4102/sajbm.v32i1.712.
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The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employee demotivation, dissatisfaction and marginal performance. The validity of the Job Characteristics Model (Hackman & Oldham, 1980) was assessed by reviewing relevant studies of the model. The review and evaluation is based on studies which test the variables and the relationships between variables as contained in the model. The evidence confirms that the dimensionality of the job characteristics is best represented by the five-factor solution as proposed by the model. The subjective self-report measures of the five job characteristics as formulated by the theory and measured by the revised Job Diagnostic Survey (JDS) are also supported. No evidence was found for the multiplicative Motivating Potential Score (MPS) and as a result the use of a simple additive index of job complexity is recommended as predictor of personal and work outcomes. Strong empirical support exists for the relationships between the job characteristics and the personal outcomes. Strong relationships between the job characteristics and the work outcomes, however, fail to materialize. Results fail to support the mediating effect of psychological states on the job characteristics/outcomes relationships as specified by the model. The postulated relationships between job characteristics and psychological states are also not confirmed by empirical evidence. The role of growth-need strength, knowledge and skill, and work environment characteristics as moderators of the relationships between job characteristics and psychological states, as well as the relationships between psychological states and personal and work outcomes, are seriously questioned. Directions for future research on the Job Characteristics Model and the attendant Job Diagnostic Survey are proposed.
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Siruri, Marwa Moses, and Stephen Cheche. "Revisiting the Hackman and Oldham Job Characteristics Model and Herzberg’s Two Factor Theory: Propositions on How to Make Job Enrichment Effective in Today’s Organizations." European Journal of Business and Management Research 6, no. 2 (April 13, 2021): 162–67. http://dx.doi.org/10.24018/ejbmr.2021.6.2.767.
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In the increasingly competitive business landscape of today’s world, human resource management ought to optimize on the organization’s most important resource, the human resource, to maintain competitiveness. Such is possible through continually building into the motivation and job satisfaction of employees. While attaining both motivation and job satisfaction would ordinarily require different approaches, one of the most fundamental of approaches is through job enrichment interventions. This paper thus sequentially argues from propositions of two widely acclaimed theories viz the job characteristics model and the Herzberg’s two factor theory that the creation of good work environments, regularly enhancing employee’s skills and applying inspirational motivation and individual consideration could lead to success of job enrichment interventions, thereby leading to enhanced employee motivation, enhanced job satisfaction, and enhanced organizational performance.
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Sakamoto, Akiko, and Melanie Foedisch. "“No news is good news?”." Translation Spaces 6, no. 2 (December 4, 2017): 333–52. http://dx.doi.org/10.1075/ts.6.2.08sak.
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Abstract Professional translation is now predominantly carried out in virtual-team-style production networks where communication between language service providers (LSPs) and freelance translators’ practice is increasingly restricted to computerised methods. Although some literature deals with interactions between different participants in the translation production network, little attention has been paid to the ways in which they exchange feedback on translation products. Using observation and interview methods, this article examines how feedback is perceived and dealt with by freelance translators and LSPs’ project managers. Our results suggest that, although both groups share the value of feedback to some extent, feedback does not always reach translators and the translators are not always aware of the rationale behind it. By drawing on the Job Characteristics Model (JCM) (Hackman and Oldham 1980), which was developed in organisational psychology, we argue that incorporating feedback in the job constructs of freelance translators’ work may help to enhance translators’ motivation.
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Cleave, Shirley. "A Test of the Job Characteristics Model with Administrative Positions in Physical Education and Sport." Journal of Sport Management 7, no. 3 (September 1993): 228–42. http://dx.doi.org/10.1123/jsm.7.3.228.
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This study examined the appropriateness of using Hackman and Oldham's (1976, 1980) Job Characteristics Model with a sample of university physical education and sport administrators (NV = 217). The Job Characteristics Model specifies certain relationships between the design characteristics of a job and the levels of motivation, satisfaction, and productivity experienced by the worker. It also considers the effect of individual differences in moderating the relationships. The results of this study showed strong support for only some components of the theoretical model. In particular some relationships involving growth satisfaction and autonomy were not as predicted by the model. In addition, individual differences did not function as moderators of the relationships in the model. While theoretical models can be useful in helping to explain phenomena in the field of sport management, researchers in the field must continue to test the applicability of models developed in other fields.
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Muku, Abu Zafar Ahmed. "Job Characteristics Model of Hackman and Oldham in Garment Sector in Bangladesh: A Case Study in Savar Area in Dhaka District." International Journal of Economics, Finance and Management Sciences 1, no. 4 (2013): 188. http://dx.doi.org/10.11648/j.ijefm.20130104.12.
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Mohammed Ismael, Zhiyar. "Analyzing the Role of Motivation as a Moderate Factor on the Relationship between Personality and Organizational Commitment." Academic Journal of Nawroz University 10, no. 3 (August 31, 2021): 355–65. http://dx.doi.org/10.25007/ajnu.v10n3a1113.
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This article examines the moderate role of motivation on the relationship between the big five model of personality traits and organizational commitment as an attempt to understand the influence of multitude psychological and motivational factors on employees’ behavior towards their organizational commitment.
In general, the idea of this framework is taken from personality aspect and Theory of Commitment of (Allen & Meyer, 1996) which focus on how well the job is being performed by employees rather than only asking if they are doing their job. The basic foundation for forming and developing this new framework is: (1991) Allen & Meyer’s model of Organizational Commitment, Job Characteristics model of employee motivation for Hackman & Oldham (1975), and Big Five Model of Personality for Cost & McCrae.
In this study, data has been collected from surveying 241 employees of one of the private universities in Turkish Republic of Northern Cyprus (TRNC), results indicate that personality has a significant negative relationship with organizational commitment (r= -.729).
The importance of this framework is epitomized in deeply understanding the work and personnel psychology aspects according to the interrelated effects of personality and extrinsic motivation on employees’ behavior that will help organizations to seek and tailor best solutions to their problems and to achieve organizational development, effectiveness, and employees’ well-being.
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Lee-Ross, Darren. "The reliability and rationale of Hackman and Oldham’s Job Diagnostic Survey and Job Characteristics Model among seasonal hotel workers." International Journal of Hospitality Management 17, no. 4 (December 1998): 391–406. http://dx.doi.org/10.1016/s0278-4319(98)00034-6.
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Abdel-Ghany, Mohamed M. M. "MEASURING JOB CHARACTERISTICS OF AGRICULTURAL EXTENSION CENTERS' PERSONNEL IN ASSIUT GOVERNORATE USING HACKMAN AND OLDHAM’S MODEL." Arab Universities Journal of Agricultural Sciences 21, no. 2 (September 1, 2013): 133–41. http://dx.doi.org/10.21608/ajs.2013.14814.
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Brown, Dannie L. "What Students Want: Elements of Job Satisfaction Expectations among Multicultural Cohorts." Industry and Higher Education 29, no. 3 (June 2015): 185–96. http://dx.doi.org/10.5367/ihe.2015.0252.
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The purpose of this research was to assess students' expectations of future job satisfaction. Data were collected from 484 students enrolled in the BBA programme at Cape Breton University, Nova Scotia, Canada. Locke's job satisfaction theory and Hackman and Oldham's job characteristics model provided the theoretical foundation for the study. Kendall's W was used to determine the degree of agreement between the current results and earlier research results and mean ranking was applied to determine the respondents' Top 10 expectations. One Way Anova was used to determine the differences among the multicultural cohorts. While each cohort had similar expectations by ranking, some cultural differences were evident. The results also indicate that today's students have different expectations for job satisfaction than employees of a generation ago. These findings may help employers prepare for the new employees they will hire through a foreknowledge of the new recruits' expectations of job satisfaction.
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Zaheer, Muhammad. "Faculty: A success factor in improving quality of distance learning." Asian Association of Open Universities Journal 8, no. 1 (March 1, 2013): 71–81. http://dx.doi.org/10.1108/aaouj-08-01-2013-b007.
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The quality of the output (students) of any educational institution depends on many factors like curriculum, technology, infrastructure, assessment, students and its faculty. The most important of all these factors is faculty. If faculty members are satisfied, motivated and committed then students' learning is going to be much better. No matter how advanced technology and infrastructure may be, how well designed the curriculum is and how delicate the assessment mechanism is, faculty is a variable that supersedes all. Teaching, whether in conventional or distance learning, is the single variable that can be a decisive factor in students' learning. Teaching in distance mode, where there is no or very little teacher-student interaction may become a boring, routine and unattractive job. Too much research is being conducted on factors like technology and media, whereas the faculty of distance education remains a neglected area. In this study, the Job Characteristic Model developed by Hackman and Oldham (1976) has been used as the theoretical basis and the Job Diagnostic Survey has been used to collect data from teachers of distance learning and traditional universities by using an online link which was sent via email to all the faculty members. The purpose of the study was to gather empirical data about faculty satisfaction in both modes of teaching (traditional and distance learning), compare both modes and explore which factors are considered to be more important by the faculty members. The results show that faculty members in distance education and traditional education systems differ in their perceptions towards their jobs. Higher mean scores have been recorded for skill variety, task identity, autonomy, feedback from work, experienced meaningfulness, job security and growth satisfaction by faculty of the traditional education system as compared to distance education faculty.
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Ott, Molly, and Jesus Cisneros. "Understanding the changing faculty workforce in higher education: A comparison of non-tenure track and tenure line experiences." education policy analysis archives 23 (September 21, 2015): 90. http://dx.doi.org/10.14507/epaa.v23.1934.
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Non-tenure track faculty are a growing majority in American higher education, but research examining their work lives is limited. Moreover, the theoretical frameworks commonly used by scholars have been critiqued for reliance on ideologically charged assumptions. Using a conceptual model developed from Hackman and Oldham’s (1980) Job Characteristics Model (JCM) and prior research on faculty workplace experiences, this study considers the extent to which full-time non-tenure track and tenure line faculty share a professionalized approach to their jobs, working conditions, and how this is associated with their organizational commitment. Findings demonstrate important consistencies in full-time faculty views of their workplaces and jobs across appointment type. Satisfaction with resources, rewards, autonomy and feedback had a significant positive relationship with odds of organizational commitment for all faculty groups. Overall, the results suggest being removed from the tenure track is not associated with faculty viewing their jobs in a substantially different way than those in tenure line positions, which underscores the importance of conceptualizing full-time faculty work as an integrated whole.
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Sawyers, L., C. Anderson, M. Boyd, P. Williams, and L. S. Toh. "Astropharmacy: Exploring the Pharmacist’s Role in Space travel." International Journal of Pharmacy Practice 29, Supplement_1 (March 26, 2021): i9—i10. http://dx.doi.org/10.1093/ijpp/riab016.012.
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Abstract Introduction Significant alterations occur in human physiology and the way medications function in space (1). Understanding the efficacy and pitfalls of pharmacological intervention and developing space-related pharmacy services is therefore integral to ensuring a sustained presence for human spaceflight. In contemporary society, the pharmacist plays a significant role in a person’s health. However, pharmacist input towards the spaceflight participant’s health is minimal to nil. Aim: T o explore stakeholder perspectives towards the role of Astropharmacy in the space sector. Methods Pharmacists (n = 18) across the globe and space sector participants (n = 18) from governmental, commercial, and space tourism sectors participated, via 27 qualitative interviews and three focus groups. Participants were recruited via purposive and snowball sampling. A six-step thematic analysis was used and mapped into the Job Characteristics Model (JCM). JCM is a theory within work design, aiming to promote work experiences and personal outcomes. There are five job dimensions – skill variety, task identity, task significance, autonomy, and feedback which influence three psychological states required for a well-designed job. The three psychological states are meaningfulness, responsibility, and knowledge of work results, which lead to positive work and personal experiences (2). Results Three key themes were generated: medication management, medication research, and regulation/licensing. Medication management encompassed safeguarding the space traveller’s health, like space tourists, by conducting medication reviews (pre-and post-flight), medication advice (digital astro-telepharmacy information services during spaceflight) and developing personalised medication. Medication management also included ensuring shelf-life and continuous medication supply for deep space exploration. Medication research included novel drug development, innovative manufacturing, and understanding clinical applications of the pharmacokinetic and pharmacodynamic changes of medications in space. Innovative manufacturing like 3-D printing raises questions regarding the need for regulations/licensing of medications use and manufacturing in space. Based on the JCM our findings indicate that Astropharmacy possesses diverse duties eliciting meaningfulness, with clear responsibility and observable workplace results promoting task significance, and both the medication and patient focus promoting task identity. Autonomy was blurred within Astropharmacy as a degree of autonomy is needed due to the field’s novelty, but workforce regulations by governmental space agencies are expected. Lastly, workplace feedback can be achieved in Astropharmacy through performance reviews. Conclusion The Astropharmacy role is perceived to involve medication management, medication research and regulation/licensing of medications for space. The work design of astropharmacy is well-reflected in the JCM, implying that a novel and energising opportunity for the pharmacy profession is forthcoming. Although the data generated by qualitative research are not generalizable to other settings, these themes represent the first study to investigate the space sector qualitatively in the context of pharmacy, providing rich foundational data for future research. Consequently, the amalgamation of two previously distinct workplace domains may be a conceivable reality for the future of pharmacy practice. References 1. Blue RS, Bayuse TM et al. Supplying a pharmacy for NASA exploration spaceflight: challenges and current understanding. Npj Microgravity. 2019;5(1):1–12. 2. Hackman RJ, Oldham G. Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance. 1976;16(2):250–279.
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Lashari, Aamir Ali, Imran Ahmed Shah, Sahira Malkawy, and Shahdma Parveen. "“Measuring the factors affecting Job Characteristics with Personal outcomes” (A Case Study of Khairpur Sugar Mill)." Archives of Business Research 7, no. 11 (December 3, 2019): 104–18. http://dx.doi.org/10.14738/abr.711.7428.
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The fundamental purpose behind this research was to find out the association amongst job characteristics and personal outcomes of the representatives of Khairpur sugar factory. The quantitative and qualitative methods have been used to analyze the data and interpret the results. In this research personal outcome, such as satisfaction, internal work motivation and growth were the dependent factors and independent variables were job characteristics like skill variety, task identity, task significance, autonomy, feedback, policy practices and benefits. The present studies led to the laborers of Khairpur sugar mill and total workers were 394 and only 78 workers were randomly selected for this study. Essential information gathered through sample received from the employment indicative overview survey (Hackman & Oldham, 1975) . The secondary sources incorporate journals, annual reports and unpublished research works. Statistical software for social science (SPSS version 21) and descriptive survey was used to analyze data and multiple regressions were applied to establish the correlation between independent and dependent variables. After analyzing the results, it is concluded that job characteristics such as skill variety shows the significant relationship with personal outcomes which is at the level of .000 as well as task identity, task significance and benefits have a positive relationship with personal outcomes such as (internal work motivation, satisfaction and growth) but autonomy, feedback and policy & practices shows less significant impact on personal outcomes.
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Mohamed, A. H. "Using the job characteristics model to compare patient care assignment methods of nurses." Eastern Mediterranean Health Journal 10, no. 3 (May 13, 2004): 389–405. http://dx.doi.org/10.26719/2004.10.3.389.
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The aim of this study was to use Hackman and Oldman’s job characteristics model to compare 2 methods of patient care assignment as perceived by nurses in 12 inpatient units of Alexandria Main University Hospital. The job diagnostic survey was used to determine nurses’ perceptions toward the components of the model in relation to their performance in utilizing the case and functional methods of patient care assignment. The jobs of intensive care unit nurses who utilized the case method were more enriched than those who utilized the functional method of assignment in the general care units, in terms of their perception scores towards all parts of the model [core job characteristics, critical psychological states, affective and personal outcomes, context satisfaction and individual growth-need strength]
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Veigel, Maarika. "ORGANIZATIONAL FACTOR AS BASIC ELEMENTS OF THE ESTONIAN YOUTH WORKERS´ PROFESSIONAL GROWTH." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 5 (May 20, 2020): 302. http://dx.doi.org/10.17770/sie2020vol5.5030.
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The issue of the Estonian youth workers´ professionality has been relevant for many years. Organizational factors are important in the youth worker´s professional growth. Youth worker is a promoter of non-formal education. Research explained the issues related to the youth workers professional growth, including organizational factors. The theoretical framework of the research created Ruohotie, Tamm concepts of professional growth and Hackman, Oldham job satisfaction characteristics. The purpose of this research was brought to the light youth work specialists´ opinions about the organizational factors of the professional growth. For qualitative data collection semi-structed interviews were conducted with 35 Estonian youth work specialists in 2016-2018. The results showed that in eight key-topics important opinions were received. Most attention should be given further to the beginner youth workers´ support for efficient and faster adaptation with work. Mostly were explained interviewees high satisfaction with team and colleagues. Interviews revealed a different commitment to work, which depends of the employee´s professional awareness and involvement in initiatives, that could have resulted from different education, professional training or personal characteristics. The quality of the feedback is important for the employee's professional growth. Individualisation of the work may create a threat to versatility. For further clarification: youth workers´ professional identity.
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Ahmadi, Freyedon. "Job involvement in Iranian Custom Affairs Organization: the Role of Organizational Justice and Job Characteristics." International Journal of Human Resource Studies 2, no. 1 (January 5, 2012): 40. http://dx.doi.org/10.5296/ijhrs.v2i1.1249.
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Job Involvement (JI) is defined as employee’s psychological identification with current job. Some researchers argue that JI is explained only by intrinsic variables. In contrast, others use organizational variables as drivers of JI. The purpose of Current research is to explain JI using simultaneously two important but ignored organizational drivers, as organizational justice (OJ) and job characteristics (JC). OJ is conceptualized by three dimensions as distributive, procedural, and interactional justice. Also, JC model is divided, as Henchman and Oldham (1976) suggested, into five dimensions as task variety, task identity, task significance, job autonomy, and feedback. The question is: do OJ and JC dimensions can explain and predict variance of JI? By selecting systematically random 140 employees from Iranian custom affairs organization (ICAO), standard questionnaire is sent in order to fill it based on self-report. Structural equation modeling approach results show that distributive and procedural justices, task variety task identity, autonomy, and feedback have significantly positive impacts on JI, but interactional justice and task significance do not. Some practical and theoretical suggestions and recommendations are presented at the end of report. Key words: job involvement, organizational justice, job characteristics, ICAO.
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Mohamad, Noor Azmi, Wan Faridah Akmal Wan Ismail, and Siti Zaleha Omain. "Ciri Kerja dan Prestasi Profesional Teknologi Maklumat Sektor Awam Malaysia." Jurnal Teknologi, January 20, 2012. http://dx.doi.org/10.11113/jt.v35.621.
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Kajian ini mengkaji ciri kerja dan prestasi profesional Teknologi Maklumat di Unit/Bahagian Perkhidmatan Maklumat sektor awam Malaysia. Ciri kerja dianalisis melalui Model Ciri Kerja oleh Hackman dan Oldham. Prestasi kerja pula dianalisis berpandukan Borang Pengenalpastian Perlakuan yang dipermudahkan, asalnya dibina oleh Botterbusch pada tahun 1985. Hubungan ciri kerja dengan prestasi diselidiki menggunakan ujian Mann–Whitney U. Ciri kerja menunjukkan tahap tinggi dalam kepentingan tugas dan keperluan bekerjasama dalam menjalankan tugas tetapi dengan tahap rendah dalam autoriti tugas. Prestasi kerja yang tinggi ialah dalam produktiviti dan perlakuan sosial dan yang rendah pula dalam tabiat/sikap kerja. Kajian ini mendapati terdapat hubungan bererti antara ciri kerja dan prestasi di kalangan profesional Teknologi Maklumat sektor awam Malaysia. Kata kunci: Ciri kerja; prestasi kerja; teknologi maklumat; sektor awam This study analyzed job characteristics and performance of Information Technology professionals at the Information Technology centers of the public sector of Malaysia. Job characteristics were analyzed based on the Job Characteristics Model by Hackman and Oldham. Performance on the other hand was analyzed using a simplified Behavior Identification Form, originally developed by Butterbusch in 1985. The relationship between job characteristic and performance was determined using the Mann–Whitney U test. Job characteristics showed a high score on job significance and dealing with others but low on task authority. Job performance showed high productivity and high social behavior but low on work habit and attitudes. This research found that there is a significant relationship between job characteristics and performance of Information Technology professionals of the Malaysian public sector departments. Key words: Job characteristics; job performance; information technology; public sector departments
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Vorster, M., C. Olckers, M. A. Buys, and P. Schaap. "The construct equivalence of the job diagnostic survey for diverse South African cultural groups." SA Journal of Industrial Psychology 31, no. 1 (October 29, 2005). http://dx.doi.org/10.4102/sajip.v31i1.185.
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The Job Diagnostic Survey (JDS) and the Job Characteristics Model (JCM) have been widely used in South African organisations. The purpose of this study was to determine whether the JDS is useful if it is applied to a particular population or to groups from highly dissimilar backgrounds. Cultural diversity research has revealed differences between the values, attitudes and leadership styles of people from different cultural groups. In this study, Hackman and Oldham’s JDS was applied to Black and White employees (n=66) to determine construct equivalence for these two cultural groups. Confirmatory factor analysis confirmed that there were no significant differences between the Black and White groups tested, suggesting that the JDS could be applied to different population groups. Opsomming Die Pos-diagnostiese vraelys (JDS) en die Pos-kenmerke Model (JCM) word wydverspreid deur Suid-Afrikaanse organisasies gebruik. Die doel van hierdie studie was om te bepaal of die JDS van toepassing is op verskillende kultuurgroepe. Navorsing rakende kultuurdiversiteit het aangetoon dat daar verskille bestaan rakende die waardes, houdings en leierskapstyle van verskillende kultuurgroepe. In hierdie studie is die (JDS) van Hackman en Oldham toegepas op Swart- en Blanke werknemers (n=677) ten einde die konstruk-ekwivalensie daarvan bepaal. ’n Bevestigende faktorontleding het aangetoon dat daar geen betekenisvolle verskille bestaan tussen die Swart- en Blankegroepe wat getoets is nie. Die aanname word dus gemaak dat die JDS toegepas kan word op verskillende populasiegroepe.
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Hussein, Ammar. "Test of Hackman and Oldham's Job Characteristics Model at General Media Sector." International Journal of Academic Research in Business and Social Sciences 8, no. 1 (February 18, 2018). http://dx.doi.org/10.6007/ijarbss/v8-i1/3813.
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Davani, Peyman Pourmomen. "The Impact of Job Nature on Job Involvement of the Teachers of Second grade of the Secondary School of 5th District of Tehran." International Journal of Learning and Development 6, no. 3 (July 28, 2016). http://dx.doi.org/10.5296/ijld.v6i3.9793.
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<p>The present study was conducted by the aim of investigating the impact of job nature on job involvement of teachers. The research method was of applied purpose and the data gathering method was descriptive survey. The population of the study included 650 teachers of second grade of the secondary school in 5<sup>th</sup> district of Tehran, among which 242 individuals were selected as the sample through Jessie and Morgan table and stage cluster sampling. For gathering the data, job involvement questionnaire of Kanungo (1982) and the questionnaire of job nature based on Hackman and Oldham model (1980) were used. After collecting the questionnaires, investigation of the data and testing the hypotheses were done via structural equation modelling and by the help of SPSS PLS 2 in the measurement model and structural sections. In the first section, technical characteristics of the questionnaire, including reliability, convergent validity and divergent validity, specified to PLS were examined. In the second section, significance coefficients of the software were used to investigate the research hypotheses. Results confirmed the research hypotheses, that is, the effectiveness of job nature on its components on job involvement of the teachers. </p>
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Chidi, Onwuchekwa, Faith, Okoli, Chibuokem Helen, and Ifeanyi, Titus Tochukwu. "Job Design and Sustainability of Tertiary Institutions in South East, Nigeria." Asian Journal of Education and Social Studies, September 19, 2020, 37–45. http://dx.doi.org/10.9734/ajess/2020/v11i130282.
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Tertiary institutions in southeast Nigeria have in the past been bedeviled with the challenge of achieving optimal performance as a result of seemingly poor job structure as exemplified by low skill variety and poor task identity which has lead to various industrial actions. Therefore, this study examined the relationship between job design and sustainability of tertiary institutions in South East, Nigeria. The study was anchored on Hackman and Oldham's (1975) Job Characteristics Model (JCM). The population of the study consisted of 9240 academic and non-academic staff of six tertiary institutions in South East, Nigeria. Taro Yamane formula was used to determine the sample size of 383. Hypotheses were tested using Pearson Product Moment Correlation Coefficient at 5% significance level. The findings confirmed that there was a significant correlation between skill variety and employee empowerment and between task identity and workplace flexibility. It was therefore recommended among others, that managers of tertiary institutions in the South-East should take a proactive role in designing jobs that take care of the main job characteristics in the institutions.
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"واقع تطبيق نموذج خصائص العمل من وجهة نظر العاملين في الكلية الجامعية للعلوم التطبيقية بالمحافظات الجنوبية – فلسطين." مجلة كلية فلسطين التقنية للأبحاث والدراسات 7, no. 1 (September 2020): 265–300. http://dx.doi.org/10.47641/2020-7-1.09.
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تهدف الدراسة إلى التعرف على واقع تطبيق نموذج خصائص العمل الخمس الواردة في نموذج هاكمان أولدهام وهي (الاستقلالية، وتنوع المهارات، وهوية الوظيفة، والشعور بأهمية الوظيفة، والتغذية الراجعة) من وجهة نظر العاملين في الكلية الجامعية للعلوم التطبيقية بالمحافظات الجنوبية. تكون مجتمع الدراسة من العاملين الأكاديميين والإداريين بالكلية الجامعية والبالغ عددهم (580) موظفاً، وتمثلت عينة الدراسة بـ(120 (موظفاً باستخدام طريقة العينة العشوائية البسيطة بنسبة (20.68%). استخدم الباحثان في هذا البحث المنهج الوصفي التحليلي، وتم تحليل استبانات البحث باستخدام عدد من الأساليب الإحصائية بواسطة حزمة البرامج الإحصائية للعلوم الاجتماعية “SPSS” ، وتوصلت الدراسة للنتائج الآتية: يوجد موافقة بدرجة كبيرة من قبل أفراد العينة على فقرات خصائص العمل حيث بلغت درجة الموافقة 74.47%، فقد احتل بعد تنوع المهارات المرتبة الأولى بوزن نسبي 79.76%، تلا ذلك بُعد أهمية العمل الذي احتل المرتبة الثانية بوزن نسبي 74.67%، أما بعد التغذية الراجعة فقد احتل المرتبة الثالثة بوزن نسبي 74.61%، ثم جاء بعد وحدة العمل في المرتبة الرابعة بوزن نسبي 72.73%، بينما جاء في المرتبة الخامسة بعد الاستقلالية بوزن نسبي 70.49%. أيضا توجد فروق ذات دلالة إحصائية عند مستوى معنوية 0.05 بين متوسطات إجابات المبحوثين حول تطبيق نموذج خصائص العمل تعزى إلى العمر. لا توجد فروق ذات دلالة إحصائية عند مستوى معنوية 0.05 بين متوسطات إجابات المبحوثين حول تطبيق نموذج خصائص العمل تعزى إلى (الجنس، المؤهل العلمي، سنوات الخدمة، المسمى الوظيفي). أوصت الدراسة بالتالي: زيادة الاهتمام بتنوع المهارات وتكليف العاملين بعدد أكبر من أجزاء العمل ضمن مجال التخصص فضلاً عن حاجتهم لمزيد من الاستقلالية لإنجاز اعمالهم؛ السعي إلى إيجاد وصف وظيفي واضح ومتكامل يشتمل على المهام والاختصاصات والأدوار الوظيفية لكافة العاملين في الكلية الجامعية؛ العمل على منح وتحديد الصلاحيات الوظيفية للعاملين بالكلية كافة، كلّ وظيفة حسب مستواها الإداري وبما يتلاءم مع طبيعة العمل الوظيفي؛ بالإضافة إلى التركيز على اتباع التدرج الهرمي الوظيفي في اتخاذ القرارات وتنفيذ الأعمال والإجراءات، مما يساهم في توحيد الإجراءات والقضاء على الازدواجية في استقبال الأوامر والتعليمات. This study aims to identify the status of applying the job five characteristics that contained in the Hackman – Oldham model which are: (independence, diversity of skills, job description, job loyalty and feedback) from the employee’s point of view at the university college of applied sciences in the Gaza Strip. The population of the study consists of (580) academic and administrative employees. Sample random method is used in this study that is (20.68%). Descriptive and analytical approach is used; in addition of using SPSS program to analyze the study questionnaires. The results of the study are as following: there is a high agreement on job characteristics’ paragraphs according to the point of view of the sample, which is (74.47%). The arrangement of the five job characteristics are as follow: the first one is diversity of skills with a relative weight of 79.76%, then job loyalty with a relative weight of 74.67%, the third one is the feedback with a relative weight of 74.61%, and the fourth one is job description with a relative weight of 72.73%, while independence is the fifth one with a relative weight of 70.49%. There are statistically significant differences at significance level of 0.05 for applying job characterize model due to age. There are no statistically significant differences at significance level of 0.05 for applying job characterize model due to (gender, educational level, years of service and career level). The study recommends that: there is a need to increase the skills diversity and to assign employees with many tasks within their specialization, in addition of providing independence in order to accomplish employee’s tasks; there is a need to seek for a clear and integrated job description that includes employee’s tasks, specializations and job roles in the University College; defend and clarify functional job to all employees according to their job’s description and their administrative level; make decisions, procedures and tasks according to the career hierarchy; to contribute standardizing procedures and preventing duplication of receiving orders and instructions.
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"The Impact of Work Characteristics on Bank Employees' Motivation in Hanoi: Application of Job Characteristics’ Theory of Hackman and Oldham (1980)." European Journal of Business and Management, September 2019. http://dx.doi.org/10.7176/ejbm/11-27-11.
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Syed Zainal Abidin, Sharifah Noraida, Mohd Shaladdin Muda, Fauziah Abu Hasan, and Ahmad Munir Salleh@Embat. "Organisational Commitment in Malaysian Public Sector." International Journal of Management Studies, June 30, 2010. http://dx.doi.org/10.32890/ijms.17.1.2010.9986.
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This paper describes a research project that aims to determine the level of civil servants’ organisational commitment and the factors associated with it. The instruments used to measure organisational commitment, empowerment, job characteristics, and organisational communication were adapted from Allen and Meyer (1990), Spreitzer (1995), Hackman and Oldham (1975), and Downs and Hazen (1977). The findings demonstrated that civil servants appeared to have a higher level of affective commitment with mean value of 3.88 compared to continuance 3.58 and normative commitment 2.92. The study also found that civil servants were psychologically empowered in the department with mean value of 3.71, had experienced a variable opportunity in job with mean 3.51 and were reported to be satisfied with the existing communication in the department with mean value of 3.68. Research findings also showed that there is a correlation between organisational commitment (affective, continuance, and normative commitment) with empowerment, job characteristics, and organisational communication variables. The stepwise regression exhibited that empowerment variable is the most dominant predictor of civil servants’ organisational commitment. Meanwhile, organisational communication variable appeared to be the most significant factor to influence civil servants’ affective commitment. Civil servants with continuance commitment were found to be best predicted by empowerment variable. Finally, civil servants with normative commitment tend to be mostly influenced by job characteristics variable.
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Wibowo, Tony Susilo, and I. Made Bagus Dwiarta. "PENGARUH KARAKTERISTIK PEKERJAAN TERHADAP TURNOVER INTENTION PADA BEBERAPA RESTORAN MASAKAN ORIENTAL DI KOTA SURABAYA." PERFORMANCE " Jurnal Bisnis & Akuntansi" 5, no. 1 (March 1, 2015). http://dx.doi.org/10.24929/feb.v5i1.125.
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Culinary industry competition getting tougher to make some employers continue to innovate at a restaurant for some things like menu, places, atmosphere and service that became the mainstay of the restaurant. In so doing, it needs one innovation ability of human resources quality and competence in their field. Innovation will be a reminder for consumers who feel the restaurant services and in turn will increase the revenue thus achieved profit restaurant that is optimal.The selected researchers research object was 3rd Restaurant Oriental cuisine i.e. Kapin, X O Cuisine and Paradise Dynasty which respectively have 3 and 2 branches of the restaurant. This research uses the concept of job characteristics expressed by Hackman and Oldham (1976), which are further subdivided into 5 independent variables namely a diversity of tasks, task identity, task meaningful, autonomy and feedback as well as the dependent variable turnover intention, while the analysis on research using multiple linear regression with the respondent an amount of 120 people that consists of all the employees of the restaurant. Data processing results shows that the diversity of the variable assignments and most influential task ID with a value of beta X1 0,676 and the beta X 2 of 0,538 so that these two variables have a positive and significant impact on the turnover intention because the variable is greater than 0.05 alpha. While the 3 other variables i.e tasks meaningful, autonomy and feedback does not affect significantly to turnover intention. Keywords: Job Characteristics, Turnover intention.