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Weaver, Sallie. "CHARACTERISTICS FOR SUCCESS: PREDICTING INTERVENTION EFFECTIVENESS WITH THE JOB CHARACTERISTICS MODEL." Master's thesis, University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2697.
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The current study examines the effects of the five core job characteristics (skill variety, task significance, task identity, autonomy, and feedback) proposed by Hackman-Oldham (1974) at the team level by investigating whether the model variables are related to the effectiveness of a motivationally-based team-level productivity enhancement intervention. Previous literature has almost exclusively focused on the effects of these job characteristics at the individual level and their direct relationships with employee attitudes and subjective measures of performance. This thesis aims to further the job characteristics literature by exploring the effects of the characteristics at the team level, as well as the moderating effect of the team construct of value congruence, while simultaneously exploring boundary conditions of the Productivity Measurement and Enhancement System (ProMES) developed by Pritchard (1990). Hypotheses postulated a negative relationship between the characteristics and intervention effectiveness; such that effectiveness is negatively impacted when the characteristics already exist at high levels. Results, though non-significant, are tenatively suggestive of this counter-intuitive negative relationship between four of the characteristics and intervention effectiveness. Value congruence between team leaders and members was not a significant moderator of the relationship between the characteristics and effectiveness. Results suggest that a more powerful study to further parse out these relationships would be valuable. iii<br>M.S.<br>Department of Psychology<br>Sciences<br>Industrial Org Psychology MS
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Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.
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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.
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Montgomery, Andrew Ross. "IMPACT OF JOB CHARACTERISTICS AND RESOURCES ON PERSON-JOB FIT." CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/503.
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Certain job characteristics have been shown to be important for improving employee job fit. In particular, the degree of autonomy and feedback employees are afforded could allow them to more effectively manage job stressors, and acquire and/or uphold the requisite skills to maintain satisfactory work performance. These job characteristics may also lead to greater job satisfaction by supporting employees’ need for continuous growth, desire for social connectedness, and fulfillment of basic psychological needs. Accordingly, a model was proposed wherein the facets of person-job fit (demands-abilities fit and needs-supplies fit) are expected to mediate the relationship between both autonomy and feedback and both employee job satisfaction and task performance. The sample contained 228 individuals who were either working professionals or employed college students. Structural equation modeling (SEM) analysis was used to test the direct and indirect effects. Results indicated that both autonomy and feedback increase satisfaction, but not effectiveness, by improving job fit. In summary, the findings of this study could be used for developing and implementing organizational strategies to improve or maintain person-job fit.
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Boonzaier, William. "Revision of the job characteristics model." Thesis, Cape Technikon, 2001. http://hdl.handle.net/20.500.11838/1763.
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Thesis (DTech (Human Resources Management))--Cape Technikon, Cape Town, 2001<br>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 are based on studies testing the variables and the relationships between the variables as contained in the model. The reviewed evidence confirmed 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) were 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 the predictor of personal and work outcomes. Strong empirical support emerged for the relationships between the job characteristics and the personal outcomes. Much weaker relationships between the job characteristics and the work outcomes, however, materialized. Results failed 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 were 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 of the relationships between psychological states and personal and work outcomes, was seriously questioned.
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Robertson, James Kenneth. "A study of the job characteristics of the school principal's job /." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61714.
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Weaver, Sallie J. "Characteristics for success predicting intervention effectiveness with the job characteristics model /." Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002040.
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Jacobs, Charl Jacobus. "Once more : testing the job characteristics model." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86199.
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Thesis (MComm)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: The Job Characteristics Model (JCM) is one of the most widely used and researched models in the field of Industrial Psychology. It has provided industry with useful solutions for its people-related business problems through the rearranging of the physical and psychological characteristics of jobs in order to address demotivation, dissatisfaction and marginal performance.
The JCM has also endured a fair amount of criticism, however, specifically pertaining to the mediating role of the psychological state variables. Research findings on the model are divided into two camps. Some researchers argue that the model is empirically sound; while others believe the model should be discarded or adjusted. These studies were done circa 1990, however, when most of the advanced statistical analysis techniques utilised today were not available. Research related to the JCM has been decreasing steadily since then, and it seems that no final verdict was reached regarding the utility and validity of the model.
The overarching objective of this study is to provide closure regarding this discourse by testing the three major theoretical postulations of the JCM in the South African context on a sample of 881 students with an ex post facto correlational research design. This was achieved by utilising structural equation modelling via LISREL.
Three separate structural models were fitted and compared. The first model was a simplified version of the original model (Hackman & Oldham, 1980). The second model excluded the mediating psychological states proposed by Boonzaier, Ficker and Rust (2001). The final model had the same basic structure as the first model, but more causal paths were included between the job characteristics and the psychological states. The results show that more variance in the outcomes is explained with the inclusion of the psychological state variables. The psychological states are therefore a crucial component of the model. Although these findings corroborated the original model, the third model displayed superiority in terms of accounting for significant amounts of outcome variance in the dependent variables. These findings indicate that the job characteristics predict the psychological states in a more comprehensive manner than originally proposed in the literature. Job design interventions thus remain a useful tool and industry should utilise the suggested interventions. Furthermore, this study proposes preliminary equations (a Motivating Potential Score and resource allocation) that may be used to determine the relative importance attached to each job characteristic in the world of work.<br>AFRIKAANSE OPSOMMING: Die Taakeienskappe Model (Job Characteristics Model, JCM) is een van die Bedryfsielkunde-modelle wat die meeste gebruik en nagevors word. Dit het aan die bedryf bruikbare oplossings vir mensverwante besigheidsprobleme verskaf deur die herrangskikking van die fisiese en sielkundige eienskappe van werk om probleme soos demotivering, ontevredenheid en marginale prestasie aan te spreek.
Die JCM is egter ook al baie gekritiseer, spesifiek rondom die bemiddelende rol van die sielkundige toestand veranderlikes. Navorsingsbevindinge oor die model word in twee groepe verdeel. Die een groep argumenteer dat die model empiries foutvry is, terwyl die ander groep glo dat dit weggedoen of aangepas moet word. Hierdie studies is egter in die 1990’s gedoen, toe die meeste van die gevorderde statistiese tegnieke wat vandag gebruik word, nie bestaan het nie. Navorsing oor die JCM het sedertdien stadig maar seker afgeneem, en geen finale besluit oor die bruikbaarheid en geldigheid van die model is al geneem nie.
Die oorkoepelende doel van hierdie navorsing was om van die bogenoemde probleme te probeer oplos deur drie vername teoretiese uitgangspunte oor die JCM in die Suid-Afrikaanse konteks te toets deur middel van ‘n steekproef van 881 studente. Dit is met behulp van struktuurvergelykingsmodellering deur middel van LISREL gedoen. ‘n “Ex post facto” korrelasionele navorsings ontwerp is benut.
Drie aparte strukturele modelle is gepas en vergelyk. Die eerste model was ’n vereenvoudigde weergawe van die oorspronklike een (Hackman & Oldham, 1980). Die tweede model het die bemiddelende sielkundige toestande uitgelaat wat deur Boonzaier, Ficker en Rust (2001) voorgestel is. Die finale model het dieselfde basiese struktuur as die eerste een gehad, maar nuwe oorsaaklike weë is tussen die werkseienskappe en sielkundige toestande ingesluit. Die resultate toon dat meer variansie in die uitkomstes verduidelik word wanneer die sielkundige toestand veranderlikes wel ingesluit word. Die sielkundige toestande is dus ’n kritieke komponent van die model. Hoewel hierdie bevindinge die oorspronklike model staaf, het die derde model die noemenswaardige variansie in uitkomstes van die afhanklike veranderlikes beter verklaar. Hierdie bevindinge dui daarop dat die werkseienskappe die sielkundige toestande meer omvattend voorspel as wat aanvanklik in die literatuur voorgestel is.
Werksontwerp-intervensies is dus nog steeds ’n bruikbare hulpmiddel en die bedryf moet die voorgestelde intervensies gebruik. Hierdie studie stel ook voorlopige vergelykings voor (Motiverings Potensiaal Telling en hulpbrontoewysing) wat gebruik kan word om die relatiewe belangrikheid van elke werkskenmerk in die wêreld van werk te bepaal.
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RAJARAM, ARUN. "JOB CHARACTERISTICS OF A SUCCESSFUL SALES MANAGER." University of Cincinnati / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1137716164.
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Ray, Subrata. "The Impact of job characteristics in motivating customer orientation of service personnel." Thesis, University of North Bengal, 2011. http://hdl.handle.net/123456789/1122.
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Elomami, Asaad. "Job satisfaction and employees' turnover in Libyan oil companies : the application of the Job Characteristics Model in a different cultural setting." Thesis, Abertay University, 2015. https://rke.abertay.ac.uk/en/studentTheses/66fa3e68-7cf1-47c5-ab6c-18d02dc2f209.
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The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employees’ motivation, dissatisfaction and organisational performance. Therefore, this study attempts to apply Hackman and Oldham Job Characteristics Model (JCM) by among the five core dimensions of autonomy, skill variety, task identity, task significance and feedback and job satisfaction and employees’ turnover in the Libyan oil companies located in Benghazi city. Also, to explore the current situation of organisational determinants of job satisfaction in the Libyan oil companies and to investigate its correlation with employees’ job satisfaction. These factors (pay/rewards, supervision, promotion opportunity, relationship with co-workers and work conditions) are tested empirically in the companies studied. A total of 400 questionnaires were collected and 20 interviews were conducted in four oil companies. The main findings of the study confirm the positive correlations among the five core dimensions of the JCM and job satisfaction. Also, organisational factors were found to influence employees’ job satisfaction as the employees were satisfied with their pay/rewards, supervision, promotion opportunity, relationship with co-workers and working conditions. Moreover, employees have shown more concern for factors such as job security and change in the social status. Also, it was found that employees’ turnover increased in relation to security and social factors such as the absence of safety and security in the oil fields after the Libyan uprising, especially those oil fields located in the Eastern region. It was also found that the correlations among job satisfaction and employees’ turnover was negative and the correlation among the five core dimensions of the JCM model and employees’ turnover were negative too. The study makes a significant contribution to knowledge in theory and practice. Among such contributions are identification of gaps in the literature on job satisfaction and the core dimension of job characteristics model. Also, the study contributes to the redesign of jobs and working relationships in the Libyan oil companies.
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Fournier, Nicole Marie Lucille. "Job motivation of secondary school teachers : an application of the job characteristics theory." Thesis, McGill University, 1990. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=59281.
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The general purpose of the study was to assess the motivation for a sample of anglophone school teachers using the complete "Job Characteristics Model" designed by Hackman and Oldham (1980).<br>The findings revealed that the schools were very homogeneous. In the core job characteristics, autonomy was the most important motivating factor for teachers, followed by task significance, skill variety, feedback from the job and lastly task identity. In the critical psychological states, experienced meaningful of the work was the highest degree, followed by experienced responsibility for outcomes of the work, and knowledge of results of the work activities. Other dimensions revealed that dealing with others had a relatively high score, followed closely by internal work motivation, an outcome factor of the theory, and finally that feedback from agents was the lowest score. The motivating potential score of 174, out of a possible 343, reflected the overall potential of a job to foster internal work motivation on the part of the teacher.
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Worren, Nicolay A. M. "Organizational characteristics and personnel managers' job applicant preferences." Thesis, McGill University, 1994. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=68148.
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Personnel managers in different firms, industries and countries do not hold the same preferences for job applicant attributes. This research was aimed at understanding the cause of some of these differences. Survey questionnaires were sent to personnel managers in Norway (N = 195) and Quebec (N = 172). The personnel managers were asked to rate: (1) aspects related to their firms' organizational characteristics (business environment, strategy, and structure), and (2) the importance of different personality traits for applicants to managerial and professional positions. Consistent with earlier research (Rynes & Gerhart, 1990) the results indicate that preferences for different applicant attributes represent shared perceptions due to common organizational membership. These preferences are to some degree related to company strategy, organizational structure and national culture. In general, it was found that personnel managers currently seek candidates who can adapt to change and generate new ideas. The results are discussed in light of theories from industrial/organizational and cross-cultural psychology, and suggestions for further research are offered.
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Swearingen, Sandra. "NURSING LEADERSHIP CHARACTERISTICS: EFFECT ON NURSING JOB SATISFACTIO." Doctoral diss., University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4092.
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ABSTRACT The purpose of this research is to determine the degree to which a positive experience with nursing leadership increases nurse's job satisfaction. The different values and norms of the generational cohorts result in each cohort perceiving leadership characteristics differently. Factors such as length of exposure to leadership, location, shift worked, clinical versus non-clinical positions and the presence or absence of Servant-Leadership, all have the potential to impact nursing satisfaction. Nursing satisfaction, or dissatisfaction impacts retention, further modifying nursing leadership practices. Conflict, Cohort, Servant-Leadership, and Self-Discrepancy theories were utilized to identify the relationships of generations to each other and to the leadership characteristics existing in their organizations. Two Central Florida healthcare organizations were utilized to obtain data regarding leadership characteristics, generational cohort and nursing satisfaction indicators. A total of 440 survey questionnaires were distributed, 182 were returned, a response rate of 41%. Factor Analysis utilizing principal component analysis was performed to reduce the 57 variables contained within questionnaires to one construct that represented a leadership characteristics variable. This variable was utilized to test 3 of the hypotheses. Principal component analysis was utilized to reduce 10 characteristics of Servant-Leadership, to a construct that represented a Servant-Leadership variable. Qualitative data was collected from 25 interviewees and was used to enrich and supplement the quantitative data from the survey questionnaires. Nursing leadership characteristics affect nursing satisfaction as demonstrated by this research. The more positive the perception or experience of nurses in relation to nursing leadership, the more job satisfaction increases. Even though literature states that Generation X employees exhibit less job satisfaction, due to generational specific values and norms, generational cohort did not demonstrate significance in this study. A positive perception of nursing leadership characteristics demonstrated a positive impact on nursing retention within an organization. Nurses who are satisfied with leadership characteristics tend to stay with that organization. The presence of Servant-Leadership characteristics also demonstrated a positive impact on nursing job satisfaction and retention. Leaders that demonstrate Servant-Leadership characteristics engender increased job satisfaction for their employees and increased retention of nurses for their organizations.<br>Ph.D.<br>Department of Health Professions<br>Health and Public Affairs<br>Public Affairs: Ph.D.
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Unuvar, Gokhan Tahir. "An Integrative Model Of Job Characteristics, Job Satisfaction, Organizational Commitment, And Organizational Citizenship Behavior." Phd thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/12607347/index.pdf.
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Existing literature indicates that job characteristics, job satisfaction, organizational commitment, and organizational citizenship behavior are very important for effective organizational functioning. Previous research on citizenship behaviors made limited contribution to the literature, since it ignored the relationships between job characteristics and citizenship behaviors together with the influences of job satisfaction and organizational commitment. The present study attempted to test a new integrative model of the relationships among job characteristics, job satisfaction, organizational commitment, and organizational citizenship behaviors. The main purpose of the present study was to examine the effects of job characteristics on organizational citizenship behaviors. While examining the role of job characteristics, the mediating roles of job satisfaction and organizational commitment were taken into account in order to better understand how job characteristics affect the exhibition of citizenship behaviors. The secondary purpose was to investigate the effects of job characteristics on job satisfaction and organizational commitment, and the effects of job satisfaction and organizational commitment on citizenship behaviors.
A sample of 300 employees from 60 companies was selected. The data was collected at the location of the firms by using a survey instrument. The employees rated the items that measured task characteristics, job satisfaction, and organizational commitment. Later, the information on organizational citizenship behavior of employees was collected from the employees&rsquo<br>supervisors. Hierarchical regression analyses were performed on the data.
In general, the findings showed that some job characteristics might be the antecedents of job satisfaction and the aggregate variable job scope was positively associated with organizational commitment, and these work attiudes predicted organizational citizenship behaviors positively. Specifically, in line with the expectations, the job characteristics of task identity, autonomy, and aggregate job scope were positively associated with the work attitude of job satisfaction. The aggregate job scope was positively associated with the work attitude of organizational commitment although no single job characteristic was significantly associated with organizational commitment. In turn, job satisfaction and organizational commitment were positively associated with the citizenship dimensions of courtesy and sportsmanship. In addition to these, organizational commitment was positively associated with the citizenship dimension of conscientiousness and aggregate citizenship behavior. However, no significant direct association was found between job characteristics and citizenship behaviors. Therefore it was not possible to test the intervening effects of work attitudes on the relationships between job characteristics and citizenship behaviors.
The study&rsquo<br>s results are discussed together with the implications, strengths and limitations. Some suggestions for future research are made.
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Raboroko, Ntswaki Julia. "Does social support moderate between job characteristics, management communication and job satisfaction? / Raboroko N.J." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7561.
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The South African mining industry is facing rising levels of skills shortage. According to reports, there are a number of reasons for this, one being the low number of graduates who enrol for engineering related qualifications versus the number of graduates who eventually graduate with an engineering qualification. More emphasis needs to be placed on bursaries for university candidates, as well as training in organisations, to groom graduates in this field.
The main purpose of this study was to determine the relationship between job characteristics, communication with the manager, organisational commitment, social support and job satisfaction for a sample of employees in South Africa, and specifically to determine whether social support plays a moderating role in this relationship. The participants were a convenience sample of trainees in a mining training academy, in the North–West Province. Participants’ informed consent was sought by explaining what the general purpose of the study is as well as including on the cover page of the questionnaire information around details of the study. Participants had the option of either posting the questionnaires after completing it in their own time (stamped envelope was supplied) or handing the completed questionnaire into their human resource department. This method allowed everyone to complete the questionnaire in their own time.
Regarding the relationship between job characteristics (i.e. job autonomy, job challenge, and communication with the manager); all were positively correlated to the outcome variable, namely job satisfaction. None of the interaction terms were significant predictors of the outcome variable (job satisfaction). A conclusion can be drawn from this that social support does not have a moderating effect on the relationship between the measured independent variables (job characteristics and manager communication) and the outcome variable (job satisfaction). However, when only social support from supervisor and colleagues and the job characteristics were considered, it was seen that job autonomy, feedback and social support from colleagues are significant predictors of job satisfaction. This finding indicates that it is not only important for trainees to experience autonomy in the execution of their tasks, but that they also need collegial support and good feedback about such performance in order to experience job satisfaction.
In conclusion, recommendations for future research were made.<br>Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.
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Meredith, Ronnie. "Relations Between Job Analysis Questionnaire Responses and Incumbent Characteristics." TopSCHOLAR®, 2005. http://digitalcommons.wku.edu/theses/463.
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A properly conducted job analysis can aid in the development of selection tests, performance appraisals, job evaluations, compensation systems, and training programs. Federal court decisions, employment law, and professional practice emphasize the importance of collecting job analysis information from a representative sample of incumbents. Unfortunately, research has been scarce and inconclusive in determining whether rater race and tenure is associated with job analysis task ratings. In this study a job analysis questionnaire was developed and administered to incumbents. Race based rating differences were found in only three of the 16 analyses. Associations between rater tenure and dimension scores were also found on only three of the 16 analyses. Thus, our hypotheses were not supported. Finally in an exploratory analysis, we investigated rating differences between Spanish and English speaking raters and failed to find any.
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Parsons, Eric W. "Using knowledge of job characteristics in multiprogrammed multiprocessor scheduling." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape16/PQDD_0013/NQ28033.pdf.
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Goosen, Christian Johan. "The impact of job and organisational characteristics on engagement at work in a petrochemical company / Christian Johan Goosen." Thesis, North-West University, 2010. http://hdl.handle.net/10394/4614.
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In today's tough economic environment, companies are forced to work more efficiently and effectively with the resources they have at their disposal. At the same time companies are struggling to attract and retain good people with the necessary attributes and skills in order for them to remain competitive. The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. Further, employee engagement can be a deciding factor in organisational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value.
The purpose of this study is to determine whether job and organisational characteristics have an impact on work engagement. Weak correlation was found between the four aspects of Job and organisational characteristics namely: the Position the company holds in the industry, Own and company objectives, Environmental factors and Commitment or social responsibility position the company takes and the three aspects of Engagement namely Vigour, Dedication and practically significant correlation coefficients of large effect between Vigour on the one hand and Dedication and Absorption on the other hand. Practically significant correlation coefficients of large effect between Dedication on the one hand and Absorption on the other hand. Practically significant correlation coefficients of medium effect between Absorption on the one hand and Own and company objectives was found.
After controlling for work engagement at baseline, only four of the dimensions tested between Job and organisational characteristics and Engagement were statistically significant. No positive association could be found between Job and organisational characteristics and Work Engagement. The findings are noteworthy in that all the aspects of Job and organisational characteristics do not lead to Engagement thus no evidence was found that Job and organisational characteristics could stimulate Work Engagement.<br>Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
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Garpetun, Robert. "Så kan arbetsegenskaper påverka de anställdas arbetstillfredsställelse inom en svensk matgrossist." Thesis, Halmstad University, School of Business and Engineering (SET), 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-1801.
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<p>It exists today a widespread interest for employee satisfaction, much effort are used in companies to achieve job satisfaction within their employees. One theory that has received a great deal of publicity is Hackman & Oldhams Job characteristics model which addresses the </p><p>question of how companies can provide job satisfaction through organizational change. The foundation of the theory is that five core job characteristics are responsible for creating job satisfaction. The purpose of this paper is to study these characteristics through the employees and their boss and to determine how they believe these characteristics to affect employee satisfaction. The paper focuses on a company located in a branch widely known for low employee satisfaction. Through interviews with both employees and their boss certain </p><p>discrepancies has emerged. One of these discrepancies concern a job characteristic which in </p><p>the theory is acknowledged for having a big impact on employee satisfaction, however </p><p>employees rated this characteristic to be of very little importance for overall employee </p><p>satisfaction. Another discrepancy was found when the boss was to give his take on how to </p><p>create employee satisfaction. Both the theory and the employees rated one characteristic to be </p><p>of high importance for overall employee satisfaction, this view was not shared by the boss </p><p>which drastically downplayed the importance of that job characteristic on overall employee </p><p>satisfaction.</p>
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Hamilton, John R. Herman Robert D. "Problem-oriented policing does it affect police officers' job motivation and perception of job characteristics? /." Diss., UMK access, 2004.
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Thesis (Ph. D.)--Henry W. Bloch School of Business and Public Administration and School of Education. University of Missouri--Kansas City, 2004.<br>"A dissertation in public affairs and administration and education." Advisor: Robert D. Herman. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed Feb. 24, 2006. Includes bibliographical references (leaves 125-131). Online version of the print edition.
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PI-YUAN, YEH, and 葉碧苑. "Personality characteristics、job characteristics、job satisfaction and turnover intention’s correlation." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/73u2y7.
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碩士<br>東海大學<br>企業管理學系高階企業經營碩士在職專班<br>103<br>The employee turnover is a big issue for human resource management. Moderate personnel turnover rate may bring a fresh air to an organization and avoid it’s stiff. However, the turnover rate is too high to increase a lot cost for an organization. All the top management hopes to know the employee’s turnover intention’s possibility.
This research is to investigate the correlation among personality characteristics, job characteristics, job satisfaction and turnover intention in Technical Service Industry of on job and leave employees. In order to investigate above each item’s correlation, adopt questionnaire which is random and no name’s way to proceed.
As a result, personality characteristics, Job Characteristics-task identity and turnover intention is no correlation, but found Job Characteristics-skill variety, task significance, feedback and autonomy with turnover intention have a significant correlation, even more will through job satisfaction influence turnover intention. Research results submitted 3 suggestions:
1.Suggest personality characteristics can be use as assistance tool of recruiting selection
2.Suggest rising new employee’s job characteristics’ perception
3.Emphasis employee’s job satisfaction
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Tsao, Ya-Chuan, and 曹雅娟. "The Relationship between Job Satisfaction, Job Characteristics and Personality." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/61339653398352548128.
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碩士<br>國立中興大學<br>科技管理研究所<br>100<br>Employees are important asset to the company. Company has to rely on employees to create core competence in order to survive in this fierce environment. Satisfactions of employees not only influence the company performance but also the profitability. Therefore, job satisfaction is getting more important.
This research aims to explore the relationship between job satisfaction, job characteristics and personality. Theoretical constructs comes from exhaustive literature of research on job satisfaction, job characteristics and Five Factors model (Big Five). The five factors (Big Five) of personality are agreeableness, conscientiousness, extraversion, neuroticism and openness to experience.
In order to achieve the objective, this research adopts two empirical samples from semiconductor manufacturing and service industries. Besides, it conducts 363 valid questionnaires, which comes from Integrated Silicon Solution, Inc. (ISSI) in semiconductor manufacturing industry and True Yoga in service industry. Semiconductor manufacturing company is located at Science-based Parks. True Yoga has six subsidiary companies in Taiwan. The result shows that conscientiousness and openness to experience influence the job satisfaction of employee in semiconductor manufacturing industry significantly. Furthermore, conscientiousness, extraversion and openness to experience influence the job satisfaction of employee in service industry. Base on the result, company can take this conclusion of this study as a suggestion for their recruiting. We hope it can help company to find the employees efficiently.
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FANG, TAI HSAIO, and 戴筱芳. "The research of relationship between Job Characteristics、Job Pressure and Job Satisfaction." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/87053763314201935195.
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碩士<br>佛光大學<br>管理學研究所<br>95<br>Abstract
In the competition environment, for the sake of successful, every hire always keep innovates in the technology as well as adopts the correct strategy in mind, everything they done is for the purpose of enterprise can long life. However, if has neglected person’s factor that the advanced equipment and the perfect strategy had just as the daydream. The hire always concerned about the human resources, no matter how technology progress and environment change. It is important to the enterprise that the human resources are no matter how technology progress and environment change. In order to make staff to do their best and make more profile for the company, the boss will try to enhance their job satisfaction.
There are many factors to affect job satisfaction. I believed that directly factors are job character and job pressure. And, the individual characteristics has the significant difference in job characteristics、job pressure and job satisfaction. Therefore, this research that put them together, in order to understand the real relationship between the individual characteristics VS. job characteristics、job pressure and job satisfaction. It is hope that the research outcome can be used in business management.
This survey research took 510 samples from the Taipei city 、the Taipei county and the Ilan County area. The SPSS software was used to data analysis. The method of analysis have descriptive statistic analysis、One-way ANOVA、Pearson correlation analysis. All of these methods can help us to know the difference and influence between the individual characteristic VS. job characteristics、job pressure and job satisfaction.
The findings discovered that, first, the jobholders of different individual characteristics have significant difference in job characteristic、job pressure and job satisfaction. Second, there are significant correlation between job characteristic、job pressure and job satisfaction.
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Li, Ya-Chi, and 李雅琪. "Job Characteristics, Job Burnout and Job Engagement of Civil Servants：The Moderating Effect of Job Rotation." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/s9547k.
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碩士<br>國立中山大學<br>人力資源管理研究所<br>104<br>The main purpose of this study is to investigate whether the job characteristics of civil servants will influence their job burnout and job engagement, through the moderating effect of job rotation. The subjects of this study are civil servants in all agencies and schools in Kaohsiung City, who received official approval by the Ministry of Civil Service, excluding police, fire authorities, public utilities and other special authorities.
The results showed that job characteristics had significant negative effects on job burnout, and a significant positive effect on job engagement. The “awareness and willingness” to job rotation showed no moderating effects on the relationship between job characteristics and job burnout; but job rotation significantly moderates the relationship between the “autonomy” dimension of job characteristics and job burnout. The “awareness and willingness” to job rotation significantly moderates the relationship between the “task variety” dimension of job characteristics and job engagement; and job rotation moderates the relationship between the “task variety” dimension of job characteristics and job engagement. Therefore, if public units can improve their training and education for civil servants to gain their understanding about job rotation, thus implementing job rotation, it will be able to reduce job burnout and enhance their job engagement, thereby improving the public image for civil servants.
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HUA, WENG JUNG, and 翁榮華. "The study of the job relationship between the job characteristics and job stress." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/65622744029856211224.
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碩士<br>國立高雄師範大學<br>成人教育研究所在職專班<br>94<br>ABSTRACT
The main purpose of this study was to investigate the relationship between job characteristic and job stress for the police.The purp-ose was to understand the current situations of job characteristic and job stress,the differences of job for police analysis with vario-us background,job characteristic and job stress,and also to the stre-ss a policeman might face and prediction between job characterris-tics and job stress. Therefore,conclusions based on this research p-rovided the police administration to make policy decisions.
The questionnaire survey was used as the primary research meth-od.Samples were distributed to police officers below the rank of p-olice precinct chief in ten precincts,public safety Corps , Criminal Investgation corps,Women and Children Protection Brigade,Juvenile Delinquency Prevention Brigade and Foreign Affairs Service Cent-er.A total of 650 questionnaires were sent out.There were 618 res-ponders,for a return rate of 95%.The data was analyzed by SPSS10.0,and the analysis methods including item analysis,factor analysis,reliability analysis,frequency distribution,percentage, mean,SD,produ-ct-moment correlation,one-way ANOVA,multiple stepwise T-test p-earson regression
The conclusions could be made as followeded：
1.The police perceived the characteristics of job at the middle level.Their perception towards the aspect of”diversity”was at the highest level.And “feedbacks” was the lowest.
2.The senior male patrol police(Sergeants、detective Sergeants）with over 26 work years and the ages of 41- 50 perceived highest in“job characteristics” of police work.
3.Traffic police perceived “job characteristics” the highest ,but “job stress” was perceived highest by police Station,Criminal Investigation Brigade and Special Assignment Brigade .
4.The police perceived“job stress” at the medium level.espcially“outer organization” the highest.Their perception towards the aspect of organization demand was the lowest.
5.The senior male patrol police with 26 work years and over the age of 51 have the highest level of feeling towards the general aspect of job stress.
6.The higher the awareness of the specific job characteristics ,the lower the job stress .
7.The number of fatalities among police has a significant impact on the amount of stress and job stress.
8.There were significant prediction strenghth of background variables , job characteristics to “job stress”,especially“danger”
According to the above conclusions,this study could provide as a reference for police administrators ,chief, and future researchers.
KEYWORDS: job characteristics, job stress, police officers.
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Hsu, Chia-Chun, and 徐嘉均. "The Study of the Relationships among Job Characteristics, Job Stress and Job Involvement." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/51054040650798519664.
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碩士<br>大葉大學<br>人力資源暨公共關係學系碩士在職專班<br>97<br>The participants chosen for the current study were forensic policemen from the metropolitan areas of Taipei County and Taoyuan County. In comparison with other types of employees, the stress level of these forensic policemen appears far higher. Therefore, they need to adjust certain job characteristics accordingly in order to enhance their job devotion. The study aims to explore the dimensions of job characteristics, job stress level, and job characteristics using questionnaires and fundamental statistical tools. The types of data analyzed include gender, age, education, marital status, number of children, average daily working hours, job shifts, office function, and income. The results of the study are summarized as follows:
1. Appositive correlation was detected among the dimensions of job characteristics (e.g. variety, identity, significance, autonomy, and feed back), job stress level, and job in-volvement.
2. Based on the results of the statistical analysis, no significant difference exists be-tween the variables of gender, age, education, and marital staus. However, significant or highly significant differences were found between the variables of number of children, average daily working hours, job shifts, office function, and income.
3. Based on the results of a regression analysis, it was discovered that between the ele-ments of job stress level and job involvement, the regression was significant with the value of R (the deterministic coefficients), 0.2174. In this model, there exists a posi-tive correlation between the elements of job stress level and job involvement. This means that the higher the job stress level, the higher the job involvement.
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Lee, Wang-Hsi, and 李旺錫. "The Effects of Firefighters’ Job Characteristics, Job Stress, Work Values on Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/59732248753625063422.
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碩士<br>大葉大學<br>工業工程與管理學系碩士在職專班<br>103<br>With the rapid changes of climate in recent years, comes more and more disasters. And there are different kinds of disasters that can be seen no matter domestically or internationally, which also cause massive injuries and casualties. Rescue operations of firefighters have become much more complex and diverse, in which it explains that fire and rescue operations make some big changes as the times go by. As the increasing workload and changes of job characteristics in firefighters, all of which cause them an increasing amount of pressure, thus effecting firefighters’ work values and job satisfaction. In this case, we can conclude there are very close correlations among job characteristics, work pressure, and job values. If the authorities concerned could enhance firefighters’ job satisfaction at work, it may also help improve the efficiency of disaster prevention and rescue.
This research uses questionnaire survey, in which respondents are firefighters of Yunlin Fire Bureau, to look into their job satisfaction affected respectively by job characteristics, job stress and work values. The result indicates firefighters from varying backgrounds have part of prominent diversities in the perspective on job characteristics, job stress and work values. Besides, job characteristics and work values have positive effects upon job satisfaction whereas job stress shows negative. This can be explained as follows: First of all, there are subsidiary factors, such as “the importance of work”, “the feedback from work”, and “the appropriateness of workload”, that have prominent impact on job characteristics, in which the factor“ feedback from work” affects most. Secondly, among subsidiary factors of job stress there’s “workload” that has positive correlation. That is to say, the heavier the workload is, the lower the job satisfaction would be. Thirdly, among subsidiary factors of work values there are “internal work values” and “external work values” that have positive effect, in which the “internal work values” affects most.
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Chen, Wei-Yueh, and 陳維岳. "The Study of Job Characteristics, Job Satisfaction, and Organizational Commitment." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/44896609165181816930.
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Machado, Luis Miguel Porto Romão. "MINDFULNESS, JOB RELATIONAL CHARACTERISTICS AND CREATIVITY." Doctoral thesis, 2020. http://hdl.handle.net/10316/95346.
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Tese no âmbito do Doutoramento em Gestão de Empresas, especialização em Marketing, apresentada à Faculdade de
Economia da Universidade de Coimbra.<br>The growth of services industries has stimulated intense competition. In response, frontline employees must seek innovative ways to create value, maintain high customer service levels and develop customers’ relationships. Therefore, creative frontline employees play an important role in delivering customer satisfaction and, ultimately, in contributing to organizational performance. In this thesis, we firstly present the conceptual models that support the studies, and the general methodological guidelines (chapter 1). In Chapter 2 we develop the theoretical background, focused on creativity, and on the focal constructs of this thesis (i.e., mindfulness and job relational characteristics). We also discuss the dissemination mechanisms studied in the conceptual models (i.e., organizational commitment, emotional labor strategies, intrinsic motivation and creative process engagement). Three conceptual models (chapter 3 to 5) were developed. These studies explain how employee creativity in Portuguese service industry is affected by both, individual and organizational job’s characteristics, through different dissemination mechanisms. Overall, the findings support that employee creativity is driven by both individual and job’s organizational characteristics. The first study (chapter 3) proposes organizational commitment and emotional labor strategies as mediators of the relationship between mindfulness and creativity. Results reveal that mindful employees exhibit higher levels of creativity at work and that organizational commitment and emotional labor strategies has mediational effects on the relationship between mindfulness and creativity. The results also indicate that emotional labor strategies mediate the relationship between organizational commitment and creativity. The second study (chapter 4) innovates by proposing that intrinsic motivation and creative process engagement mediates the relationship between mindfulness and creativity. The results indicate that that mindful employees exhibit higher levels of creativity at work and that intrinsic motivation and creative process engagement have a mediational role on the relationship between mindfulness and creativity. Moreover, results also suggest that creative process engagement mediates the relationship between intrinsic motivation and creativity. The third study (chapter 5) adds value to the literature by proposing that relational job characteristics contribute to service employees’ creativity. The results suggest that job relational characteristics are important drivers of creativity at work and that intrinsic motivation has a mediational role on the relationship between job relational characteristics and creativity. These studies, altogether, offer new insights for the creativity and the services marketing literature. In particular, this work reveals, for the first time, that the effects of mindfulness on service employee creativity are mediated by organizational commitment, emotional labor strategies, intrinsic motivation, and creative process engagement. In addition, the study also innovates by demonstrating that job relational characteristics relate to employee creativity. The results from this thesis suggest a number of managerial interventions. In particular, they reveal that if managers aim to improve employee creativity, they should encourage mindfulness practices at the workplace, as well as improve employees’ intrinsic motivation, organizational commitment, and influence employees’ emotional labor strategies in specific ways. Furthermore, the results also suggest that by improving the relational architecture of job, managers should have payoffs in terms of service employees’ creativity.<br>O crescimento dos serviços tem sido acompanhado por uma intensa competição. Neste contexto, os empregados de contacto procuram formas inovadoras de criar valor, manter altos níveis de serviço e desenvolver vínculos estáveis com os clientes. Portanto, os empregados de contacto desempenham um papel importante na satisfação dos clientes e, consequentemente, no desempenho organizacional. Nesta tese, apresenta-se no capítulo 1, os modelos conceptuais que suportam os estudos desenvolvidos, assim como os aspectos metodológicos gerais. No capítulo 2, desenvolve-se uma revisão de literatura centrada na criatividade e nos constructos centrais da tese, designadamente, mindfulness e características relacionais do trabalho. Os efeitos mediadores examinados nos três estudos são também discutidos, nomeadamente, o comprometimento organizacional, as estratégias de trabalho emocional, a motivação intrínseca e o envolvimento dos empregados nos processos criativos. Nos capítulos 3 a 5 desta tese foram desenvolvidos três modelos conceptuais. Estes estudos explicam como a criatividade dos empregados nos serviços em Portugal é influenciada pelas características individuais e organizacionais do trabalho, através de diferentes efeitos mediadores. O primeiro estudo (capítulo 3) contribui para a literatura, apresentando o comprometimento organizacional e as estratégias de trabalho emocional como variáveis mediadoras na relação entre mindfulness e criatividade. Os resultados sugerem que empregados mindful demonstram maiores níveis de criatividade no trabalho, e que o comprometimento organizacional e as estratégias de trabalho emocional, medeiam a relação entre mindfulness e criatividade. Os resultados indicam também que as estratégias de trabalho emocional explicam a relação entre comprometimento organizacional e criatividade. O segundo estudo (capítulo 4) propõe uma nova abordagem teórica definindo uma relação mediadora entre mindfulness e criatividade através da motivação intrínseca e do envolvimento dos empregados de contacto nos processos criativos. Os resultados revelam que empregados mindful exibem maiores níveis de criatividade no trabalho e que a motivação intrínseca e o envolvimento dos empregados de contacto nos processos criativos, medeiam a relação entre mindfulness e criatividade. O terceiro estudo (capítulo 5) apresenta um contributo relevante para a literatura, uma vez que apresenta a motivação intrínseca como mecanismo mediador entre as características relacionais do trabalho e a criatividade. Os estudos apresentados oferecem novas oportunidades de investigação para a criatividade e para o marketing de serviços. Especificamente, esta tese demonstra, pela primeira vez, que os efeitos de mindfulness na criatividade são mediados pelo comprometimento organizacional, estratégias de trabalho emocional, motivação intrínseca e envolvimento nos processos criativos. Outro resultado inovador prende-se com o facto de as características relacionais do trabalho explicarem a criatividade dos empregados de contacto. Os resultados obtidos com esta tese sugerem, igualmente, um conjunto de implicações para a Gestão. Os gestores podem, especificamente, incrementar a criatividade nas organizações, desenvolvendo práticas de mindfulness, promovendo a motivação intrínseca, o comprometimento organizacional e influenciando as estratégias de trabalho emocional. Finalmente, os resultados desta tese sugerem também que os gestores, ao melhorarem a arquitetura das características relacionais do trabalho, estão, igualmente, a contribuir para melhorar a criatividade dos empregados de contacto nos serviços.
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LIANG, HSIU-JU, and 梁綉汝. "The Effects of Personality Traits, Job Characteristics, Job Stress on Job Burnout of Agencies." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/72916912806894674226.
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碩士<br>大葉大學<br>休閒事業管理學系碩士班<br>104<br>The purpose of this research is to understand the influence of job characteristics, job stress and personality traits on agencies’ job burnout. This study used multi research structures. Its predictable variables included job characteristics, job stress and personality traits and the objective variable was job burnout.
The subjects in this study mainly included agencies’ in Taiwan. The data were collected through questionnaires. Total 400 questionnaires were sent, and 342 copies were retrieved. In this questionnaire, subjects were requested to answer following questions: personal information, job characteristics, job stress, personality traits and job burnout scale. The data were analyzed by t-test, one-way ANOVA, Pearson correlation analysis and Regression with SPSS.
The results of this study indicated that there was a distinguished correlation between job characteristics and job burnout. Job stress and job burnout was correlation. The results also revealed that personality traits and job burnout has a correlation. Furthermore, the correlation happened between job involvement and personality traits on job stress
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Liu, Han-Chung, and 劉漢中. "The Effects of Job Characteristics and Emotional Labor on Job Stress." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/28245355061859844280.
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碩士<br>明道大學<br>管理研究所<br>95<br>In the age of knowledge and Economy, instead of lands and capital, human resources became the most important asset in enterprises. At the same time, enterprises focus more on the quality of services, rather than that of the products. Therefore, workers' emotional problems during their service became a new issue for every enterprise. And thus, studies related to emotional labor had begun to arouse.
As the service industry grows, the primary service personnels is the key role of delivering the quality of their service. During the trading with customers, they must express certain emotions, deal with the so-called "emotional labor", and create the value of the emotions. Emotional labor has become a part of the organizational service. The quality of service labor plays a considerably important role in promoting the competence of the enterprise.
This study intends to discuss the relationships between job characteristics, emotional labor and job stressors. In this study, job characteristics and emotional labor are independent variables, job stressors is dependent variables. To test the hypotheses, were collected data from securities salesmen through questionnaires. Grant 350 questionnaire altogether, retrieve 250 effectively, the result is as follows:
1. The hypothesis that job characteristics was negative correlation with job stressors was partially valid.
2. The hypothesis that emotional labor was positive correlation with job stressors was partially valid.
3. The hypothesis that interaction of job characteristics and emotional labor was negative correlation with job stressors was partially valid.
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LIN, HSIAO-CHI, and 林小琪. "The Effect of Leadership Behavior and Job Characteristics on Job Satisfaction." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/n72jaj.
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碩士<br>南臺科技大學<br>企業管理系<br>106<br>While the economic development of Taiwan is dominated by technology industries, in the face of fierce global competition, high-tech industries must recognize that the more they rely on professional knowledge education and technology industries, the more emphasis they have to put on employees within the enterprise. The purpose of this study is to explore the relationship between supervisor leadership, job characteristics and employees’ job satisfaction in science and technology industry. The main research purposes are as follows:
1.To understand the difference between the leadership behavior, job characteristics and job satisfaction under different background variables.
2. To explore the relationship between supervisor leadership behavior, job characteristics and employees’ job satisfaction.
3. To explore the job satisfaction forecast of supervisor leadership behavior,and job characteristics.
Tainan Science Park high-tech companies as the research object.
A total of 160 questionnaires were distributed and 155 copies were returned, including
151 valid questionnaires and 97.40% of valid questionnaires. The information
collected from the questionnaire was archived and analyzed by statistical software SPSS. The results show that:
1. Different gender has no effect on job satisfaction.
2. Different age have an impact on employee job satisfaction.
3. Different degrees of education have no effect on job satisfaction.
4. Different marital status has no effect on job satisfaction.
5. Different service years have no effect on job satisfaction.
6. Different positions have no effect on job satisfaction.
7. Leadership behavior will affect employee job satisfaction.
8. Job characteristics can affect employee job satisfaction.
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Huang, Chiu-ping, and 黃秋萍. "A Study of the Worker’s Preference on Industry Characteristics, Organizational Characteristics and Job Characteristics." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/02414371405658827939.
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碩士<br>國立中山大學<br>人力資源管理研究所<br>104<br>This study takes serving employees as subjects, exploring employees of different genders, ages and educational backgrounds, and their work preferences differences in industrial, organizational and occupational characteristics, in order to realize employees’ preferences and provide planning and reference orientations for Human resource management of enterprises and organizations nowadays. This study uses questionnaire method to collect and analyze statistics, which collected 63 valid questionnaires and uses frequency distribution statistics to conduct research.
Results found that, in industrial characteristics, different genders and educational backgrounds have different work preferences. But in age periods of 20-30, 31-40 and 41-60, employees with different ages have same preference in industrial characteristics, which prefers high uniqueness product of industrial characteristics and also dislike industrial characteristics with great changing of consumer preference the most. In the part of organizational characteristics, except employees in the age periods of 20-30, 31-40 and with master degrees who prefer high performance reward of organizational characteristics, other employees with different factors have significant different preferences in organizational characteristics. In the part of job characteristics, male and female have the same preference. No matter male or female employees, they all prefer high autonomy among all job characteristics and dislike simple repeating of job characteristics the most. In addition, employees with different ages and educational backgrounds have significant different preferences in job characteristics.
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Chiao-Che, Wang, and 王教哲. "Transformational Leadership, Job Characteristics and School Performance." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/49295654280385716722.
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碩士<br>大葉大學<br>管理學院碩士在職專班<br>98<br>This study empirically examines the relationship between transformational leader-ship, job characteristics and school performance. Questionnaire is adopted as the re-search method in this research. This thesis took Datong Junior High School in Changhua County as the study sample and research on the relationships among the transformational leadership, job characteristics and school performance. By using the software SPSS 12.0 to processs factor analysis, reliability analysis, descriptive statistics, Pearson correlateion analysis and regretssion analysis, I managed to test the hypothesis in this thesis with these methods of statistics.
The conclusions of this research were as follow:
1. There are apparent and positive relationships between transformational leadership and job characteristics.
2. There were positive and strongly significant correlations among transformational leadership and school performance.
3. There were positive and strongly significant correlations among job characteristics and school performance.
4. Transformational leadership and job characteristics had predicative efficacy for school performance.
Findings and conclusion in this research could be used as a reference for school, board of education and researchers to promote practice in operation and future research.
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Rodríguez, Ketty. "Job characteristics, motivation and job satisfaction of academic catalogers a diagnostic approach /." 1992. http://books.google.com/books?id=0qngAAAAMAAJ.
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Lai, Tzu-Lin, and 賴姿伶. "Study on Job Characteristics, Organizational Justice, and Job Satisfaction of University staff." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/qk5638.
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碩士<br>國立東華大學<br>教育行政與管理學系<br>100<br>This study aims to probe into the relation between the job characteristics, organizational justice, and job satisfaction of university staff. In light of that, a theoretical model was built up according to relevant literature as well as empirical research, incorporating different variables, such as backgrounds, job characteristics, organizational justice, job satisfaction, etc., distributing questionnaires to the staff of two universities in eaetern Taiwan (one national university and one private university), and analyzing as well as testing the data collected via several statistic methods, such as descriptive statistics, reliability test, factor analysis, multiple regression analysis, etc. This study has found:
1. In terms of job characteristics, the “Skill Variety” is most satisfying.
2. In terms of organizational justice, the “Fair Interaction” is most satisfying.
3. In terms of job satisfaction, the “Work Contribution” is most satisfying.
4. The impact of “Job Importance” of the “Job Characteristics” is significant upon “Work Achievement” of the “Job Satisfaction”.
5. The impact of “Fair Allocation” of the “Organizational Justice” is significant upon “Adminisation and Environment” of the “Job Satisfaction”.
6. The impact of “Fair Allocation” of the “Organizational Justice” is significant upon “Work Contribution” of the “Job Satisfaction”.
7. The impact of “Fair Allocation” of the “Organizational Justice” is significant upon “Work Itself” of the “Job Satisfaction”.
8. The better “Fair Allocation” the staff feel, the better “Fair Interaction”.
9. The better “Fair Allocation” the staff feel, the better the “Work Contribution”.
10. The lower the independence as well as completeness the staff feel, the lower the “Job Satisfaction”.
11. The higher “Job Importance” as well as “Fair Interaction” the staff feel, the higher the “Work Achievement”.
Concrete suggestions are given by this study based on the abovementioned finding as references for education administration authorities, university staff, and future studies.
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Cheng, Wen-Hsin, and 程文信. "Exploring the Relationship between Job Characteristics, Five Senses Horoscopes to Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/79406724694811678490.
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碩士<br>國立中興大學<br>科技管理研究所<br>103<br>In Taiwan, the rate of unemployment was 3.69 percent by National Statistics, R.O.C. in 2015. The people who never had jobs is about 48 percent, and the main reason is never met the right vacancies. Furthermore, the people who had jobs before is about 52 percent, but they quitted the job. The main reason is not satisfied with the work.
This purpose of this research is to explore the five senses horoscopes, to find which elements for certain jobs have a higher satisfaction. In the future, it may be the guideline that people can find their suitable job. Further, employee is very important for the organization, high dissatisfaction causes high turnover rate. This study is expected to use job characteristics to enhance job satisfaction. Figure out what kind of job characteristics on a particular employee has a higher incentive. The research samples were the people who must have been at work and provide a valid birthday date. We collected 245 valid samples by means of online and offline survey. Data were analyzed by ONE-WAY ANOVA and multiple regression analysis. The results indicated that the people of the fire worked on service industry had the highest job satisfaction, the people of the wood worked on manufacturing industry or be a manager had the highest job satisfaction, and the people of the metal and earth had highest job satisfaction when they worked on military and government industry. Moreover, the results of the study also pointed out in service industry that job significance influence the job satisfaction of wood and fire, job feedback influence the job satisfaction of earth, skill variety influence the job satisfaction of metal, and task identify and autonomous influence the job satisfaction of water. Based on the result, company can take this conclusion of this study as a suggestion to understand the job characteristics of each employee. We hope it can help the employee to enhance job satisfaction.
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Chuang, Ya-Wen, and 莊雅雯. "A Research on Relationship Among Work Value, Job Characteristics and Job Attitude." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/38604048521102854634.
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碩士<br>東海大學<br>工業工程研究所<br>86<br>The research discussed about the influence of personal factors, work value and job characteristics on job attitude. In order to analyze the relation of job characteristics and job attitude, this research regarded personal factors and work value as interfering variable. According to the research framework being referred and sample of 261 industry employees in the Taichung Area, this investigation was taken by using the questionnaires which includes the work value inventory, job characteristics inventory, job1. Some personal attributions (gender, age, seniority, job title, job nature, education, marriage) had significant differences on the part-dimension of work value.2. Some personal attributions (gender, age, company organization , seniority, job title, job nature) had significant differences on the part-dimension of job characteristics.3. Some personal attributions (age, company organization, seniority, job title, job nature, education, marriage, family) had significant differences on the part-dimension of job attitude.4. There was a significant relationship between work value and job attitude.5. There was a significant relationship between job characteristics and job attitude.6. The correlation of work value and job attitude would be disturbed by personal attributions.7. The correlation of job characteristics and job attitude would be disturbed by personal attributions.8. The correlation of job characteristics and job attitude would be disturbed by work value variable.-1 -aA Research on Relationship Among Work Value, Job Characteristics and Job Attitude
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Chou, Cheng-Chong, and 周正中. "Personality, Job Characteristics and Job Satisfaction - A study of new army volunteer." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/71995800918340706690.
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碩士<br>淡江大學<br>管理科學研究所企業經營碩士在職專班<br>98<br>Recent economic downturn, the public careers has become very popular. It is difficult to take the national examination. Some people don''t understand themselves. They seems to work for money, they does not know the military life. Therefore, this study only for new staff of volunteers service, and survey their own personality. Everyone has their own personality and characteristics, relative, and its own attributes and characteristics. How to put on people on the workplace? It is not easy. This study also wanted to know whether the characteristics of the work force volunteer labor characteristics of new staff itself.
This study used 350 questionnaires.After remove the invalid questionnaires, the study obtained 206 valid questionnaires. The analysis of the recovery reliability and this study use five-point Likert scale to measure the variables. The analysis of reliability, using the Cronbach α coefficient of internal consistency level. In this study, the reliability of personality value α = 0.721, in the working relationship between characteristics of some of the reliability value of α = 0.881, they were more than 0.70. They are a high reliability. Part in the relationship between job satisfaction, the reliability of the value α = 0.648.Therefore, personality traits, job characteristics and job satisfaction variables within the three parts of reliability are consistent with the general standard. The study questionnaire has a high degree of consistency and stability.
The study enhances the force proposed voluntary labor force new staff job satisfaction, they should know more about the minds of their own staff. All units are full of dangers and challenges of work. The general office workers are not easy to adapt. Develop a good soldier; the state paid a lot of training costs. Shall continue to maintain a high level of staff satisfaction, and continued efforts to have momentum. Accordance with different operating characteristics, place the right people to work. It will achieve maximum efficiency. Each military personnel is training target member, New staff also should realize that in order to spur their own!
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Liu, Ching-Hsuan, and 劉璟萱. "An Survey Study of Translators’ Job Characteristics and Job Burnout in Taiwan." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/72f34f.
Full textAbstract:
碩士<br>國立臺灣師範大學<br>翻譯研究所<br>105<br>Practitioners engaged in translation are often faced with challenges such as demand of professional knowledge, deadline pressure, and unstable work load and income. These challenges and difficulties may become stressors for translators, which can lead to exhaustion and job burnout in the long run. In the past 40 years, subject of job burnout research has included human service workers, medical workers, teachers, and employees across different occupations; however, research regarding translators’ burnout status is yet to be done.
The purpose of the study is to examine the status of job characteristics and job burnout among translators in Taiwan. The research was conducted with a questionnaire based on the “Job Content Questionnaire” and the “Copenhagen Burnout Inventory”. A total of 140 valid responses were collected. The data were analyzed with t-test, one-way ANOVA, Pearson product-moment correlation, Spearman rank-order correlation, and qualitative analysis. Primary findings include:
1.Translators are at low risk of job burnout.
2.There is no significant relationship between translators’ background and their burnout level.
3.Different job characteristics would result in varying degrees of job burnout. Translators with lower job control, higher job demands and higher level of job insecurity are at higher risk of job burnout.
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Lee, Li-Hua, and 李麗華. "a study of the job characteristics, job values, and job satisfaction relationship among public health nurses." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/75875643165393345084.
Full textAbstract:
碩士<br>國立臺灣大學<br>護理學研究所<br>88<br>The major purpose of this study was to investigate the job characteristics, job values and job satisfaction of public health nurses, and to examine the relationship between them. This study was a cross-sectional research, using structured questionnaires to collect data on a purposive sample of 379 public health nurses from 5 counties’ health stations in northern Taiwan. These data were analyzed by descriptive statistic, t-test, one-way ANOVA, Pearson product moment correlation and stepwise multiple regression.
The major results of this study showed that:
1. The overall level of the job characteristics among the public health nurses was “moderate”. It was found that “dealing with others” was the most obvious feeling about their work, whereas “feedback from job” was the least. The overall level of the job values among the public health nurses was “good”. The “intrinsic values” of the job was their major concern, but the “attitude toward earning” was the last thing they care. The overall level of the job satisfaction among the public health nurses was “moderate”. It revealed that they are most satisfied with the “co-worker” and “supervisor”, while the “promotions” and “work” were the least.
2. The public health nurses’ tenure, position and the type of health station had significant influence on partial of the job characteristics. The public health nurses’ educational background and the type of health station had significant influence on partial of the job values. The public health nurses’ marital status, tenure, position, the population of their district, and the type of health station had significant influence on partial of job satisfaction.
3. The “work satisfaction”, “pay satisfaction”, “promotion satisfaction” and the “total job satisfaction” were significantly positive correlated to partial job characteristics. Furthermore, the “pay satisfaction” and the “promotion satisfaction” had significant negative correlation with partial job values.
4. The “job autonomy”, “population of their district”, “tenure”, “type of health stations”, “job feedback” and “marital status” were significant predictors of “work satisfaction”. The “attitude toward earning”, “upward striving”, “job variety”, “job autonomy”, “population of their district”, “the type of health station” and “tenure” was significant predictors of “pay satisfaction”. The “tenure”, “job feedback”, “intrinsic values” and “upward striving” were significant predictors of “promotion satisfaction”. The “job autonomy”, “tenure” and “marital status” were significant predictors of “overall job satisfaction”.
Based on these findings, several recommendations made to public health nursing practice and administration:
In order to promote the quality of nursing and job autonomy, the public health nurses should work on self-growth to enhance nursing ability. Non-professional nursing tasks should be excluded so that public health nurses can be dedicated to professional nursing. According to the type of health stations, different manpower standard should be set to adjust public health nursing practice models to meet modern social system. A nursing department and nurse specialist system should be established in health stations to make the most of the nursing professions. Furthermore, promotion can thereby be established to improve public health nurses’ job satisfaction and esteem.
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Chan, Jui-Hung, and 詹瑞宏. "A Correlational Study on Job Motivation, Job Characteristics, Job Satisfaction and Organizational Commitment of IT Professionals." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/23950792656433001890.
Full textAbstract:
碩士<br>淡江大學<br>資訊管理學系碩士在職專班<br>100<br>The purpose of this study is to investigate the relationships among job motivation, job characteristics, job satisfaction and organizational commitment of IT professionals. Using survey method and questionnaires as a primary survey tool, this study sent 220 copies of questionnaire to IT professionals. A total of 182 valid responses were received and used in the analysis, a response rate of 82.73 percent.
The statistical packages used for data analysis were SPSS 19.0 for Windows and AMOS 19.0. The internal consistency and confirmatory factor analysis were used to test the reliability and validity of this research. The result of the confirmatory factor analysis shows that the hypothetical model relationships among intrinsic motivation, job characteristics, job satisfaction and organizational commitment fit well. The analysis of the structure model shows that IT professionals’ intrinsic motivation has direct influence on job satisfaction and organizational commitment, the stronger the intrinsic motivation, the higher the job satisfaction and organizational commitment. Besides, IT professionals’ job characteristics have direct influence on job satisfaction and organizational commitment, the higher level of the job characteristics, the higher of job satisfaction and organizational commitment will be. Finally, job satisfaction has no impact on organizational commitment.
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Chu, Kuei-Lin, and 朱癸霖. "A Study of the Relationships among Training Satisfaction, Job Performance, Job Characteristics and Person - Job Fit." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/07748261454199339129.
Full textAbstract:
碩士<br>義守大學<br>管理學院管理碩博士班<br>101<br>The Enterprises facing environmental changes about funds, talents and technology at the present time. Enterprises must to find the competitive advantages through the accumulation of high-quality human capital by means of investment, development, and continuous learning and growth. If enterprises can implement effective job training, employees not only can enrich management knowledge and professional skills, but also to change staff attitude ,and then improving overall organizational performance.
The purpose of this paper is to discuss the relationships among job training satisfaction, job performance, job characteristics and personal - job fit. In this study, questionnaires object is employees who were received job training, and collected 343 effective sample
According to the result of this study, The job training satisfaction, job characteristics and personal-job fit with job performance is positively relationship. job characteristics and personal-job fit interference effect between job training satisfaction and job performance. Finally, according to the research results and to give advice, as managers and future researchers as a reference.
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Su, Chiu-Yun, and 蘇秋云. "A study of the relationship among personality characteristics, job characteristics and job satisfaction - A case of congress liaison staff." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/17515815820678712046.
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碩士<br>元智大學<br>管理研究所<br>97<br>Because parliament liaison played a very important role in the environment of Congress and the relationship between Executive Yuan and Legislative Yuan, the mechanism in Congress was important platform and intermediation linking the department of Executive with the department of Legislative. It was also the push of policy legalization and the epitome of party politics’ history. Besides the electoral systems, the regulation of the change in the redrawn constituencies, critical issues in legislator involvement and so on, the work of parliament liaison became more challenging, diversified and special than ordinary public jobs. Therefore, liaison faced the unstable environment and unstructured and non-routine work. It was consider the most special task in the publics. Then job satisfaction would not only affect the willing to stay in the same company, but also have influence on teams’ morale and efficiency. So this research tried to distinguish the relationships among personality traits, job characteristics and job satisfaction. In this research, we collected the data from questionnaire and the valid samples were 249 and used SPSS13.0 to analyze these data. From the result of analysis, the personality traits of parliament liaison would influence job characteristics and job satisfaction at the same time. Besides that, job characteristics also had influences on job satisfaction. In addition, personality traits also had impact on job satisfaction through job characteristics. It revealed the personality traits of employees would affect the choice of job characteristics and the result of job, including job satisfaction. We could give five suggestions from analyzing the data. The first was using personality traits to match different jobs and suggesting personality homogeneous team to operate. The second was increasing job satisfaction through job characteristics. The third was preventing the hierarchy organization structure. The fourth was constructing learning organization and strengthening education and training. The fifth was building the mechanism of motivation.
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Hung-JenHsu and 徐鴻仁. "The Effect of Job Characteristics on Job Satisfaction for Younger and Older Employees." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/90059360782001581405.
Full textAbstract:
碩士<br>國立成功大學<br>企業管理學系碩士在職專班<br>104<br>In recent years, aging of the populations is an international trend and has become an issue for human resource management for many countries. Taiwan is a country that will encounter huge impacts from the aging workforces in the next few decades. In order to mitigate the pressure of aging society, it is crucial to understand the differences between the employees of different ages and how to motivate their job satisfaction. This research is designed to investigate the effect of job characteristics on job satisfaction among the employees of different ages. To eliminate the potential influence of types of industry and business, this study choose maintenance department of the China Steel Company (CSC) as the research samples. There are total 238 valid samples in this study. The results from the analyses show that younger blue collar employees attach more importance to the opportunity of promotion and relationship with colleague comparing to the older employees. On the other hand, older blue collar employees prefer the job with higher job security. Meanwhile, performance-contingent reward is a significant job characteristic for both younger and older employees when considering job satisfactions. These findings can be taken into consideration for the future human resource management strategy.
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Huang, Feng-Hsuan, and 黃楓琁. "A RESEARCH ON THE RELATIONS AMONG TRANSFORMANTIONAL LEADERSHIP,JOB CHARACTERISTICS AND JOB PERFORMANCE." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/76765689236399296777.
Full textAbstract:
碩士<br>國立中正大學<br>企業管理所<br>93<br>Abstract
Employees are the most important assets of an organization. How to lead employees effectively to increase their performance is the key successful factor of an organization. Moreover, job characteristics influence employees’ behavior. Therefore, the study is aimed to investigate the correlation of transformational leadership and job
characteristics on job performance.
In order to reach the above objective, this study used questionnaires to gather 247 valid questionnaires. The data was analyzed by a number of statistical techniques such as T-test analysis, one-way-ANOVA , two-way-ANOVA, Pearson correlation analysis, regression analysis . The results are showing as following:
1. Individualized consideration and inspirational motivation have significantly positive correlation on task performance; Idealized influence, individualized consideration and inspirational motivation and intellectual stimulation all have significantly positive correlation on contextual performance.
2. Individualized consideration and inspirational motivation have significantly
positive effect on job performance.
3. Except there was no significant correlation between task identity and job performance, all the dimensions of job characteristics correlated positively with all the dimensions of job performance.
4. Job cooperation and job friendship, job autonomy and job feedback have significantly positive effect on job performance.
5. Transformational leadership and job characteristic interrupted have significant difference on contextual performance
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Lai, Wei-Tzu, and 賴威慈. "A Study of the Relationships among Leadership Styles, Job Characteristics and Job Satisfaction." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/52960912308017232766.
Full textAbstract:
碩士<br>中國文化大學<br>國際企業管理研究所<br>92<br>In the dramatic environment, the organization can affect effectively employees to complete tasks, and then promote the job satisfaction because of the leadership style. In this study, I attempt to explore the relationships among leadership style, job characteristics and job satisfaction from the viewpoint of employees. Besides, this study uses one way anova and regression analysis to testify the hypothesizes. The result are as follow.
Employees perceptive the job characteristics differently because of their manager’s different leadership styles, particularly transformational leaders much affect on the perception of job characteristics than transactional leaders. The degree of perception of job characteristics would affect the degree of job satisfaction, particularly the perception of job variety, job autonomy and job feedback impact positively on intrinsic satisfaction； the perception of job variety, job feedback impact on extrinsic satisfaction. And, I explore that transformational leaders and transactional leaders impact indirectly on intrinsic satisfaction through the perception of job variety, job autonomy and job feedback. The transformational leaders and transactional leaders impact directly on extrinsic satisfaction without the perception of job characteristics.
We obtain these results in the research extracting helpful conclusion for managerial tasks, and delivery reference for investigator in the future.
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Lin, Chuan-Kai, and 林傳凱. "The Relationship among Personality Traits, Job Characteristics and Job Satisfactions for Customs Officers." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/767bw9.
Full textAbstract:
碩士<br>國立臺中教育大學<br>管理學院國際經營管理碩士在職專班<br>104<br>The purpose of this study is to investigate current situation and the relations
among Personality Traits, Job Characteristics and Job Satisfactions for
Customs Officers. This research took the Customs Officers as the population.
This questionnaire was delivered to 200 Customs Officers. However, of these
returned,199 were valid. The data of this research was analyzed by using SPSS.
The statistical methods used for data analysis included factor analysis,
reliability analysis,descriptive statistics, T-test, one-way ANOVA, Regression
Analysis. The conclusions of the study are summarized as the following：1.
Personality traits tend to customs officers open, rigorous self-discipline,
outgoing, goodness personality；2.Junior customs officers in Personality traits
rigorous self-discipline is greater than elementary customs officers ；3.
Operating Characteristics customs officers within the skill of change is high,
you must be able to work independently to do a complete piece-work For,
rather than part of the work, substantial influence, have substantial freedom to
decide and independence and acknowledge that the characteristics of their job
performance ； 4."Immediate supervisor" got the highest degree of
satisfaction ； "promotion" got the minimum satisfaction ； 5.Goodness
personality traits is most obvious in their job satisfaction.The more goodness Personality customs officers whose job satisfaction is higher.
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Gam, Trinh Thi, and 鄭氏錦. "The relationships among job characteristics, job attitude, and behaviorual intention of Vietnamese employees." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/71006508507223757015.
Full textAbstract:
碩士<br>南台科技大學<br>企業管理系<br>96<br>Because of the important role of employees in the organization, as well as, the emerged need of psychology issue, and the need of understanding about Vietnamese employees, who have been developed in quantities and qualities with harder and poorer lives than employees in the South-east Asian.
The purpose of this study is to gain a better understanding of the relationships among Job characteristic and Job attitude, and behaviour intention represented by turnover intention of employees in Vietnam. In this study, Job characteristic is utilized with two variables which are job autonomy and task interdependence. Job attitude is utilized with three variables which are Job satisfaction, affective commitment and attitude toward change. Behaviour intention is utilized with turnover intention.
This study also focuses on revealing homogenous demographic characteristics these employees exhibit that affect the relationship among job characteristic, job attitude and behavioural intention. Research was conducted through a survey instrument consisting of demographic, Job autonomy, Task interdependence, Job satisfaction, Affective commitment, Attitude toward change, and turnover intention questions adopted from the validated questionnaires of the previous authors. The study generated an 84.5 percent response rate from 265 employees who had worked at the organizations which located in North, South, and Middle of Vietnam. Responses from the survey were statistically analyzed with reliability, multiple regression, t-test and one-way ANOVA analyses and correlation among 14 variables.
Results of the study indicate that in general the job characteristics statistically affected on job attitude, however task interdependence and attitude toward change was not related to each other. The relationship within the variables of job attitude itself also indicated the job satisfaction has a significant relationship to affective commitment, but attitude toward change was not related with two others. Further, the relationship between Job attitude and behavioural intention was showed in the influence of affective commitment and job satisfaction on turnover intention, except attitude toward change on turnover intention.
Further, There was a statistically significant difference in task interdependence scores between Government section and Foreign section; difference in affective commitment scores for groups of foreign section & Government section; the difference in turnover intention score between group of Government section & Private section, and between foreign section and Government; the difference score of job autonomy for groups of High school & Group of Un-graduate.
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WANG, WIN-JING, and 王信景. "The study of relationship among job characteristics, job stress and intention of turnover." Thesis, 1992. http://ndltd.ncl.edu.tw/handle/29229891520617367183.
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