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Journal articles on the topic 'Job enrichment'

Author: Grafiati
Published: 4 June 2021
Last updated: 11 June 2025

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1

Upadhyay, Kapil Dev, and Dr Vijay Kumar Soni. "Job Enrichment." Indian Journal of Applied Research 1, no. 6 (2011): 107–8. http://dx.doi.org/10.15373/2249555x/mar2012/36.

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2

Paiste, Marsha Starr, and June Mullins. "Job enrichment for catalogers." College & Research Libraries News 51, no. 1 (1990): 4–10. http://dx.doi.org/10.5860/crln.51.1.04.

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3

Clakeley, Gail Lacey. "Designing Job Enrichment Projects." Occupational Therapy In Health Care 5, no. 2-3 (1988): 47–53. http://dx.doi.org/10.1080/j003v05n02_05.

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4

Clakeley, Gail Lacey. "Designing Job Enrichment Projects." Occupational Therapy In Health Care 5, no. 2 (1988): 47–53. http://dx.doi.org/10.1300/j003v05n02_05.

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5

Catanzaro, Diane. "Course Enrichment and the Job Characteristics Model." Teaching of Psychology 24, no. 2 (1997): 85–87. http://dx.doi.org/10.1207/s15328023top2402_1.

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This article describes how the job characteristics model, used by industrial-organizational psychologists to enhance the motivating potential of jobs in industry, can be applied to enhance the motivating potential of psychology courses. The job characteristics model describes the relation among the core job characteristics of skill variety, task identity, task significance, autonomy, feedback, and employee intrinsic job motivation. Empirical support for the job characteristics model has been established in organizational research. Application of this model to course design provides a framework for enriching course design to increase student motivation. This conceptual framework can be used to strengthen teaching methods, evaluation methods, policies, and other aspects of how a course is structured.
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Intan Hermila Utari and Sulastri Sulastri. "Job Rotation, Job Enrichment and Job Enlargement on Employee Performance." Human Resource Management Studies 2, no. 3 (2022): 110–23. http://dx.doi.org/10.24036/hrms.v2i3.147.

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This study aims to determine the effect of job rotation, job enrichment, and job enlargement on employee performance at PT. West Sumatra Regional Development Bank (Main Branch). The population and samples used in this study were employees of PT. West Sumatra Regional Development Bank (Main Branch) which opened 101 employees. The sample used in this study was 81 employees. The sampling technique is proportional cluster simple random sampling. The analytical technique used is multiple linear analysis with SPSS 25. The results of this study indicate that: (1) job rotation has a positive and significant effect on employee performance at PT. West Sumatra Regional Development Bank (Bank Nagari) Main Branch (2) job enrichment has a positive and significant effect on employee performance at PT. West Sumatra Regional Development Bank (Bank Nagari) Main Branch (3) job enlargement has a positive and significant effect on employee performance at PT. West Sumatra Regional Development Bank (Bank Nagari) Main Branch (4) job rotation, job enrichment, and job enlargement have a significant effect on employee performance at PT. West Sumatra Regional Development Bank (Bank Nagari) Main Branch.
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Roedel, Rita R., and Paul C. Nystrom. "Clinical Ladders and Job Enrichment." Hospital Topics 65, no. 2 (1987): 22–24. http://dx.doi.org/10.1080/00185868.1987.10543587.

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8

Rhee, Tae Sik, and Fusheng Zheng. "The Effects of Work-Family Enrichment on Job and Life Satisfaction of Korean Employees." International Journal of Financial Research 10, no. 5 (2019): 138. http://dx.doi.org/10.5430/ijfr.v10n5p138.

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This study emphasizes the importance of work-family enrichment and focuses on job satisfaction and life satisfaction to explain the effects of work-family enrichment. A questionnaire survey was conducted on employees of domestic companies and 280 responses were used for analysis. The analysis showed that work-to-family enrichment had positive effects on both job satisfaction and life satisfaction. And at the same time, family-to-work enrichment also showed positive effects on both job satisfaction and life satisfaction. Further, the results show that work-to-family enrichment had a greater effect on job satisfaction, and family-to-work enrichment had a greater effect on life satisfaction. Finally, the results also showed that the interaction between work-to-family enrichment and family-to-work enrichment did not have a significant effect on job satisfaction or life satisfaction.
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Haroon, Ayesha, and Tajjali Shakil. "Gauging the Effect of Job Enrichment on Employee Performance with the Mediating Role of Employee Motivation: Evidence from Private Banking Sector of Pakistan." Journal of Entrepreneurship, Management, and Innovation 3, no. 1 (2021): 135–46. http://dx.doi.org/10.52633/jemi.v3i1.56.

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The purpose of the study is to classify the effect of job enrichment on employee performance. Job enrichment has a fundamental tool of employee motivation for enhancing the performance of employee. The main objective is to motivate the employee by gauging the job enrichment effects on employee performance thus focuses on effect of job enrichment on job performance through motivation on employee performance. The study uses quantitative approach and use descriptive as well as inferential analysis through SPSS & SMART PLS.
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10

Olson, Ruth Esquivel. "Job Enrichment: Putting Motivators to Work." Nursing Management (Springhouse) 17, no. 6 (1986): 70. http://dx.doi.org/10.1097/00006247-198606000-00023.

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11

Mohamed, Fatma. "Relationship among Job Involvement, Job Enrichment, Organizational Commitment and Job Satisfaction of Nurses." Assiut Scientific Nursing Journal 3, no. 5.0 (2015): 120–28. http://dx.doi.org/10.21608/asnj.2015.182450.

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12

Rastogi, Mansi, and Richa Chaudhary. "Job crafting and work-family enrichment: the role of positive intrinsic work engagement." Personnel Review 47, no. 3 (2018): 651–74. http://dx.doi.org/10.1108/pr-03-2017-0065.

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Purpose The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work-family enrichment. Design/methodology/approach The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modeling with the help of SPSS AMOS 20 was used for testing the study hypotheses. Findings The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment. Research limitations/implications The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy. Practical implications The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes. Originality/value The present study is one of the pioneer attempts to examine how employees themselves can influence work-family enrichment by enhancing their work engagement using job crafting.
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Dhamayantie, Endang, Eddy Suratman, and Sukma Indrahttps://orcid.org/0000-0003-3073-2387. "Family-Work Enrichment and Individual Outcomes Among Employees Public Sector Organization." Global Journal of Business and Social Science Review Vol. 2(4) 2014 2, no. 4 (2014): 28–35. http://dx.doi.org/10.35609/gjbssr.2014.2.4(4).

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Objective - This purpose of this present study is to examine the relationship between family-enrichment work and individual outcomes (job satisfaction, affective commitment, and career commitment). Methodology/Technique - Data were collected using self-administered questionnaire of 120 employees who work full time and married from the public sector organization (health service, financial, and telecommunications). Findings - The results indicate that family-enrichment work is a significant predictor of job satisfaction, but on the other hand, family-work enrichment is not a significant predictor of affective commitment and career commitment. Job satisfaction is also a significant predictor of affective commitment and career commitment. The results also indicate that job satisfaction mediates the relationship between family-work enrichment and affective commitment and career commitment. Novelty – Studies on individual outcomes of family-work enrichment have not been explicitly whether will improve the role in the sending domain (family/non work outcomes) or receiving domain (work outcomes). Furthermore, the number of studies that distinguish the outcomes of family-work enrichment is limited. This study examines the outcomes of family-work enrichment on receiving role domain (work outcomes). Type of Paper - Empirical Keywords: Family-Work Enrichment; Job Satisfaction; Affective Commitment; Career Commitment.
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14

Azeez, Rasheed Olawale, and Motunrayo Mutiat Abimbola. "Job Enrichment and Work-Related Attitudes of Non-Academic Staff of Selected Public Universities in Lagos State." International Journal of Human Resource Studies 6, no. 1 (2016): 89. http://dx.doi.org/10.5296/ijhrs.v6i1.9061.

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This study investigated effects of job enrichment on work-related attitudes in selected public universities in Lagos State. It noted that job enrichment is that type of development in the job environment which may give a worker more challenge, more complete task, more obligation, more prospect for progression, and more effort to contribute his or her ideas for the betterment of the organization. It explores the connection between job enrichment, satisfaction, motivation and performance of employees using the descriptive survey design and utilizing the correlational and regression statistical tools. The study drew its sample from the non-academic staffs of Lagos State University and the University of Lagos which are the public university in Lagos State.The findings revealed that job enrichment is a strong predictor of work-related attitudes (employee satisfaction, motivation, and performance). This study concludes that job enrichment provides skill variety, job identity, feeling important in the eyes of others, responsibility, challenge, realizing ones competence, freedom, participation in decision making, performance feedback from the job done, growth and sense of achievement which leads to internal motivation, satisfaction, and high performance of the non-academic staff.
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15

Muneer, Saqib, Khalid Jamil, and Muhammad Idrees. "A Study of Casual Relationship of Job Design and Employee’s Behavior." Information Management and Business Review 9, no. 6 (2018): 26–35. http://dx.doi.org/10.22610/imbr.v9i6.2039.

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Some factors other than higher salaries, compensation benefits and conducive workplace seem to have strong impact on employee’s performance i.e. organization citizenship behavior and counterproductive work behavior. Purpose of this study is to examine the impact of job design elements i.e. job enlargement, job enrichment and job rotation on employee’s organizational citizenship behavior and counterproductive work behavior in the banking sector of Faisalabad and extent to which this relationship is mediated by motivation. Data was collected from 170 frontline managers of banks. After analysis of data, it was found that that there is a positive and significant relationship between job enlargements, job enrichment on OCB while negative and significant relationship between job rotation and OCB. Negative and significant relationship between job enlargement and CWB, negative but insignificant relationship between job enrichment and CWB while positive and significant relationship was found between the job rotation and CWB. Motivation was partially mediating the relationship between job enlargement, enrichment, rotation and organizational citizenship behavior, while motivation was partially mediating the relationship between job rotation and counterproductive work behavior. This study enhances the existing literature of job design and contributes to research by finding how job design influences the OCB & CWB.
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16

OHTSU, Youko. "A Study of Job Components and Job Enrichment of Secretarial Work." Japanese Journal of Administrative Science 10, no. 2 (1996): 121–30. http://dx.doi.org/10.5651/jaas.10.121.

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17

Ondrack, Daniel A., and Martin G. Evans. "Job Enrichment and Job Satisfaction in Greenfield and Redesign QWL Sites." Group & Organization Studies 12, no. 1 (1987): 5–22. http://dx.doi.org/10.1177/105960118701200102.

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18

Budi Aulia, Fikri. "Efek Job Enrichment Pada Kinerja Individu: OCBI Sebagai Mediasi." JURNAL EKONOMI DAN BISNIS DIGITAL (EKOBIL) 1, no. 2 (2022): 68–76. http://dx.doi.org/10.58765/ekobil.v1i2.56.

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Tujuan–Penelitian ini bertujuan mengembangkan dan menguji Hackman and Oldham’s Job Characteristics Model melalui efek Job Enrichment (Task Significance, Task Identity, Skill Variety) pada Individual Performance dengan Organizational CitizenshipBehavior directed towards to Individual (OCBI) sebagai variabel mediasi. Desain/Metodologi/Pendekatan–Penelitian menggunakan klasifikasi kecukupan minimal sampel sebanyak 123 karyawan perusahaan swasta di Yogyakarta dengan berbagai bidang pekerjaandan level jabatan. Metode pengumpulan data dengan kuesioner dan observasi. Metode analisis data menggunakan kuantitatif. HasilPenelitian–Job enrichment mempunyai peran positif signifikan pada OCBI dan individual performance, sedangkan organizationalcitizenship behavior direct toward to individual (OCBI) mempunyai peran positif signifikan pada individual performance, dan OCBI bukan variabel mediasi peran job enrichment pada individual performance. Orisinalitas–Pengembangan Hackman and Oldham’s Job Characteristics Model masih perlu dilakukan. Oleh karena itu penelitianini menawarkan penggunaan variabel Organizational Citizenship Behavior directed towards to Individual (OCBI) serta Individual Performance dalam penelitian lingkup individu.Kata kunci : Job Enrichment, OCBI, Individual Performance
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19

Zainal, Siti Khadijah. "Job Characteristics as the Antecedents of Work-to-family Enrichment: A Literature Review." Journal of Social and Development Sciences 4, no. 8 (2013): 394–401. http://dx.doi.org/10.22610/jsds.v4i8.777.

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Work-to-family enrichment refers to the work and family interdependency which is beneficial to the human being. It is a positive construct which views the work-family relationship in a positive perspective. Work-to-family enrichment is a situation where the positive experience in work helps to enrich the participation in family domain. Previous literature suggest that job characteristics are among the relevent predictors of work-to-family enrichment. Job Characteristic Model (JCM) is a popular model which explains the impact of work design towards an various psychological state and outcome. JCM consists of five predictive core job dimensions which are skill variety, task identity, task significance, autonomy and feedback.The current paper discusses the role of five core job dimension in JCM as antecedents to the work-to-family enrichment. Specifically, it includes the past literatures which discusses the relationship between the five core job dimensions and work-to-family enrichment. The paper also includes implications of the study to the future researcher.
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20

Öztürk, Havva, Nefise Bahcecik, and Steven L. Baumann. "Nursing Satisfaction and Job Enrichment in Turkey." Nursing Science Quarterly 19, no. 4 (2006): 360–65. http://dx.doi.org/10.1177/0894318406293122.

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21

Pennington, Martha C. "Motivating English language teachers through job enrichment." Language, Culture and Curriculum 5, no. 3 (1992): 199–218. http://dx.doi.org/10.1080/07908319209525126.

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22

Louhenapessy, Florensia, Rita Markus Idulfilastri, and P. Tommy Y. S. Suyasa. "PERAN JOB DEMANDS DAN JOB RESOURCES TERHADAP WORK-FAMILY ENRICHMENT PADA GURU DI SEKOLAH X." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 4, no. 2 (2020): 458. http://dx.doi.org/10.24912/jmishumsen.v4i2.8818.2020.

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The teacher plays two main roles in his life, namely the role in work and in the family. The implementation of these two roles does not always cause conflict, but can improve the quality of life of teachers. Teacher job conflicts are closely related to job demand and job resources. Therefore, the purpose of this study is to see how the role of job demands and job resources on work-family enrichment in teachers. Work-family enrichment is enrichment obtained from individual experiences at work towards the welfare of family life, or vice versa. Job demands are defined as identical job demands with various pressures on the job (job stressor). Examples of job demands on teachers are the number of students who exceed the capacity in the classroom, the addition of subject matter outside of the teacher's interest / competence, the demand to adjust science to the times. Job resources are physical, social, and organizational aspects that serve as support or resources to achieve work goals. With the existence of job resources, job demands can be resolved. Psychologically, solving work demands based on available resources will stimulate the individual to grow and develop personally, in this case the personal growth of the individual has implications for increasing his welfare in working / family life. Participants in this study were 43 teachers in School X. Analysis of research results using multiple regression showed that job demands and job resources together played a role in predicting an increase in work-family enrichment by 12.5%. The implication of the results of this study is that various demands on work supported by resources at work can improve welfare in working life / family life. Guru menjalankan dua peran utama dalam kehidupannya yaitu peran di pekerjaan dan keluarga. Menjalankan dua peran tersebut tidak selalu menimbulkan konflik, namun justru bisa meningkatkan kualitas hidup guru. Konflik pekerjaan guru sangat berhubungan dengan job demand dan job resources. Oleh karena itu, tujuan penelitian adalah untuk melihat bagaimana peran job demands dan job resources terhadap work-family enrichment pada guru. Work-family enrichment merupakan pengayaan yang diperoleh dari pengalaman-pengalaman individu di pekerjaan terhadap kesejahteraan kehidupan berkeluarga, atau sebaliknya. Job demands didefinisikan sebagai tuntutan-tuntutan pekerjaan yang indentik dengan berbagai tekanan dalam pekerjaan (job stressor). Contoh dari job demands pada guru adalah jumlah siswa yang melebihi kapasitas di dalam kelas, penambahan materi pelajaran di luar minat/kompetensi guru, tuntutan untuk menyesuaikan ilmu pengetahuan dengan perkembangan zaman. Job resources adalah aspek-aspek fisik, sosial, maupun organisasi yang berfungsi sebagai pendukung atau sumber daya untuk mencapai tujuan pekerjaan. Dengan adanya job resources maka job demands dapat terselesaikan. Secara psikologis, penyelesaian job demands berdasarkan job resources yang dimiliki akan menstimulasi individu untuk bertumbuh dan berkembang secara personal, dalam hal ini pertumbuhan personal yang dimiliki individu berimplikasi pada work-family enrichment. Partisipan pada penelitian ini adalah guru yang berjumlah 43 orang di Sekolah X. Analisis hasil penelitian yang menggunakan multiple regression menunjukan bahwa job demands dan job resources bersama-sama berperan memprediksi peningkatan work-family enrichment sebesar 12,5%. Implikasi dari hasil penelitian ini bahwa berbagai tuntutan dalam pekerjaan yang di dukung dengan sumber daya dalam pekerjaan dapat meningkatkan kesejahteraan dalam kehidupan berkerja dan berkeluarga.
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Kalliath, Parveen, Thomas Kalliath, Xi Wen Chan, and Christopher Chan. "Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers." Personnel Review 49, no. 9 (2020): 2055–72. http://dx.doi.org/10.1108/pr-06-2018-0219.

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PurposeDrawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE) and family-to-work enrichment (FWE) to perceived supervisor support and ultimately, job satisfaction among social workers.Design/methodology/approachData were collected from members of a social work professional body (n = 439) through an internet-based questionnaire and analysed using confirmatory factor analysis and structural equation modelling.FindingsPerceived supervisor support mediated the relationships between work–family enrichment (specifically, WFE-Development, WFE-Affect and FWE-Efficiency) and job satisfaction.Research limitations/implicationsSocial workers who worked in a positive work environment that uplifts their moods and attitudes (WFE-Affect), have access to intellectual and personal development (WFE-Development) and felt supported by their supervisors reported higher levels of job satisfaction. Those who possessed enrichment resources were found to be more efficient (FWE-Efficiency) also perceived their supervisors to be supportive and experienced higher job satisfaction. Future studies should consider other professional groups and incorporate a longitudinal design.Practical implicationsPromoting work–family enrichment among social workers can contribute to positive work outcomes such as perceived supervisor support and job satisfaction. HR practitioners, supervisors and organisations can promote work–family enrichment among social workers through introduction of family-friendly policies (e.g. flexitime, compressed workweek schedules) and providing a supportive work–family friendly environment for social workers.Originality/valueAlthough several work–family studies have linked work–family enrichment to job satisfaction, the present study shows how each dimension of WFE and FWE affects social workers' job satisfaction.
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Carvalho, Vânia Sofia, and Maria José Chambel. "Work–Family Conflict and Enrichment Mediates the Relationship Between Job Characteristics and Well-Being at Work With Portuguese Marine Corps." Armed Forces & Society 44, no. 2 (2017): 301–21. http://dx.doi.org/10.1177/0095327x17698121.

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This study of 175 military employees working in three units of the Portuguese Marine Corps tested the mediated effect of work–family conflict and enrichment on the relationship between job characteristics and well-being at work (i.e., burnout; engagement). Using job demands, job autonomy, and supervisor support as job characteristics, and consistent with the assumptions of acclaimed work well-being models (i.e., job demands–control and support, job demands–resources model, and conservation of resources theory), the structural equation modeling analysis revealed that job characteristics are related to both work–family conflict and enrichment, which, in turn, explain militaries’ burnout and engagement. Work–family enrichment mediated the relationship between job characteristics (i.e., autonomy and supervisor support) and engagement, and work–family conflict not only mediated the relationship between job characteristics (i.e., demands and supervisor support) and burnout but also acted as a mediator between these variables and engagement.
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Muktafia, Nafilatul, and Tatik Suryani. "PENGARUH JOB ENRICHMENT, JOB ENLARGEMENT DANKESEJAHTERAAN PSIKOLOGI TERHADAP KEPUASAN KARYAWAN DENGAN KINERJA KARYAWAN SEBAGAI VARIABEL INTERVENING." Jemasi: Jurnal Ekonomi Manajemen dan Akuntansi 20, no. 1 (2024): 87–100. http://dx.doi.org/10.35449/jemasi.v20i1.683.

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Kajian ini mencoba mengevaluasi sekaligus mencari tahu pengaruh penerapan job enrichment, enlargement dan kesejahteraan psikologi terhadap kepuasan kerja baik secara langsung maupun dimediasi oleh faktor kinerja karyawan di PT. X Cabang Cibitung. Populasi penelitian sebanyak 119 karyawan PT. X Cabang Cibitung Bekasi menggunakan sampel jenuh. Pengumpulan data dengan kuesioner, namun kuesioner yang kembali berjumlah 70 kuesioner jadi sampel yang digunakan adalah 70 responden. Analaisis data menggunakan Smart Partial Least Square (Smart-PLS). Hasil penelitian menunjukkan Job enrichment berpengaruh positif dan tidak signifikan terhadap kepuasan, Job enrichment berpengaruh positif dan tidak signifikan terhadap kinerja, Job enlargement berpengaruh negatif dan tidak signifikan terhadap kepuasan, Job enlargement berpengaruh positif dan signifikan terhadap kinerja, Kesejahteraan psikologis berpengaruh positif dan signifikan terhadap kepuasan, Kesejahteraan psikologis berpengaruh positif dan signifikan terhadap kinerja, kinerja karyawan berpengaruh positif dan tidak signifikan terhadap kepuasan kerja, Job enrichment berpengaruh positif dan tidak signifikan terhadap kepuasan kerja melalui kinerja karyawan, Job enlargement berpengaruh positif dan tidak signifikan terhadap kepuasan kerja melalui kinerja, Kesejahteraan psikologis berpengaruh positif dan tidak signifikan terhadap kepuasan kerja melalui kinerja.
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Sarwar, Farhan, Siti Aisyah Panatik, Mohammad Saipol Mohd Sukor, and Noraini Rusbadrol. "A Job Demand–Resource Model of Satisfaction With Work–Family Balance Among Academic Faculty: Mediating Roles of Psychological Capital, Work-to-Family Conflict, and Enrichment." SAGE Open 11, no. 2 (2021): 215824402110061. http://dx.doi.org/10.1177/21582440211006142.

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Using data from 450 public sector faculty members, a job demand–resource model of antecedents of satisfaction with work–family balance (balance satisfaction) was tested using PLS SEM. To understand the factors and processes that shape up balance satisfaction, the mediating variables in the model were psychological capital, work-to-family conflict, and work-to-family enrichment. Hypothesized partial mediation model was a better fit when we added cross-over paths between job demands and work-to-family enrichment and between job resources and work-to-family conflict. Job demands had both direct effect as well as an indirect effect on balance satisfaction via work-to-family conflict and work-to-family enrichment but not via psychological capital as a single mediator or one of the two serial mediators. Job resources had a direct effect and an indirect effect on balance satisfaction via work-to-family enrichment and work-to-family conflict and psychological capital. However, cross-over indirect effect was lower than differential salient hypothesized relationships. Importance performance analysis revealed work-to-family enrichment, job demands, psychological capital, and job resources as the most important predictors of balance satisfaction, work-to-family conflict, work-to-family enrichment, and psychological capital, respectively. The study found the importance of psychological capital as a developable personality resource along with contextual factors in shaping work–family outcomes. Several implications for theory and practice are also discussed.
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Arinaitwe, Judith, Adrian Mwesigye, and Basil Tibanyendera. "Human resource development practices and job performance of academic staff of Bishop Stuart University." Interdisciplinary Journal of Management Sciences 1 (July 8, 2024): 1–15. http://dx.doi.org/10.38140/ijms-2024.vol1.09.

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This study examined human resource development practices and their impact on academic staff performance. Specifically, it investigated whether training, promotion, job enrichment and organisational policies significantly influence the job performance of academic staff. The study surveyed 158 academic staff members at Bishop Stuart University in Uganda using a quantitative approach and a correlational research design. Data were collected through self-administered questionnaires and analysed using partial least squares structural equation modelling (PLS-SEM). The findings revealed that job enrichment and organisational policies had a positive and significant impact on academic staff performance. In contrast, training had a negative but significant influence on academic staff performance, and promotion had a positive but insignificant influence on the job performance of academic staff. The study concluded that effective human resource practices, specifically job enrichment and organisational policies, play a crucial role in enhancing academic staff performance. However, limited training opportunities hindered the performance of academic staff. Furthermore, unsatisfactory promotion practices minimally contribute to the job performance of academic staff. The study recommended that university managers implement human resource development practices, namely job enrichment, organisational policies, training, and promotion, to promote job performance.
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Martinez-Sanchez, Angel, Manuela Perez-Perez, Maria-Jose Vela-Jimenez, and Silvia Abella-Garces. "Job satisfaction and work–family policies through work-family enrichment." Journal of Managerial Psychology 33, no. 4/5 (2018): 386–402. http://dx.doi.org/10.1108/jmp-10-2017-0376.

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PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.
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Harbani, Indria, Taufik Hidayat, and Achmad Fauzi. "Job Enrichment, Job Enlargement, Job Rotation, Dan Job Satisfaction (Suatu Kajian Literatur Review Ilmu Manajemen Sumber Daya Manusia)." Jurnal Ilmu Multidisplin 1, no. 1 (2022): 243–50. http://dx.doi.org/10.38035/jim.v1i1.35.

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Variasi pekerjaan perlu diperhatikan dalam melakukan desain pekerjaan. Hal ini bertujuan untuk mengurangi tingkat kejenuhan dan kebosanan karyawan yang dapat menyebabkan kesalahan dan berujung pada kerugian bagi perusahaan. Terdapat tiga jenis variasi pekerjaan yaitu job enrichment (selanjutnya disebut pengayaan pekerjaan), job enlargement (selanjutnya disebut perluasan pekerjaan), dan job rotation (selanjutnya disebut rotasi pekerjaan). Dalam artikel ini dibahas mengenai pengaruh variasi pekerjaan berupa pengayaan pekerjaan, perluasan pekerjaan, dan rotasi pekerjaan terhadap kepuasan kerja. Hasil literature review ini yaitu bahwa variasi pekerjaan dalam bentuk rotasi pekerjaan lebih berpengaruh terhadap kepuasan kerja, dibandingkan pengayaan pekerjaan maupun perluasan pekerjaan.
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KIVIMÄKI, M., P. VOUTILAINEN, and P. KOSKINEN. "Job enrichment, work motivation, and job satisfaction in hospital wards: testing the job characteristics model." Journal of Nursing Management 3, no. 2 (1995): 87–91. http://dx.doi.org/10.1111/j.1365-2834.1995.tb00086.x.

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Wahyono, Teguh. "PENGARUH JOB ENRICHMENT, REWARD DAN TEAMWORK TERHADAP EMPLOYEE ENGAGEMENT PADA PT NUSANTARA BERLIAN MOTOR." Journal of Community Research and Service 6, no. 1 (2022): 18. http://dx.doi.org/10.24114/jcrs.v6i1.32805.

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This study aims to determine the effect of Job Enrichment, Reward and Teamwork on Employee Engagement at PT Nusantara Berlian Motor. The sample in this study were all employees of PT Nusantara Berlian Motor, totaling 45 employees. This research was conducted from July to November 2020. Sources of data were collected through questionnaires. This study uses quantitative data with multiple linear regression analysis model. The results showed that Job Enrichment and Reward had a positive and significant effect on Employee Engagement at PT Nusantara Berlian Motor partially. Teamwork does not have a significant effect on Employee Engagement at PT Nusantara Berlian Motor partially. Job Enrichment, Reward, and Teamwork simultaneously have a positive and significant effect on Employee Engagement at PT Nusantara Berlian Motor. Keywords: Job Enrichment, Reward, Teamwork, Employee Engagement
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Abdullah, Dayang Nailul Munna Abg, and Nor Fadzilah Salleh. "Non-financial Compensation as Determinant of Job Retention." GATR Global Journal of Business Social Sciences Review 1, no. 1 (2013): 70–77. http://dx.doi.org/10.35609/gjbssr.2013.1.1(8).

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Objective- This study was conducted to identify the relationship between non-financial compensation and job retention. The non-financial compensation elements are recognition, job enrichment and pay equity. Methodology/Technique- A total of 131 respondents from Jabatan Penjara Simpang Renggam, Johor were chosen as a sample using simple random sampling method. A survey questionnaire was used as a research instrument to collect the data from respondents. Findings - The results from Pearson correlation analysis revealed that there were significant relationship between non-financial compensation elements, namely recognition, job enrichment, pay equity and job retention. Pay equity was identified as the dominant factor that influences job retention. Novelty - This study was carried out to find out the variable that makes the strongest unique contribution to explain the job retention using multiple regression analysis. The organization should put more concern on the non-financial compensation when designing the pay structure to help organization retaining their employees. Type of Paper - Empirical paper Keywords - Job Enrichment, Pay Equity and Job Retention.
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Katja Mihelič, Katarina. "Work-family interface, job satisfaction and turnover intention." Baltic Journal of Management 9, no. 4 (2014): 446–66. http://dx.doi.org/10.1108/bjm-09-2013-0141.

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Purpose – The purpose of this paper is to examine the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country. Design/methodology/approach – This study examined the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country. Findings – While work-family enrichment was significantly and positively related to job satisfaction, family-work enrichment was not. A similar pattern was observed for conflict, whereby only work-family conflict exhibited a positive relation to job satisfaction. Moreover, job satisfaction partially mediated the relationships between work-family interface and turnover intentions. The results revealed indirect effects of work-family enrichment and work-family conflict on turnover intentions. Originality/value – This study is unique because it tested the relationships among the negative and positive sides of the work-family interface and job attitudes in a transition country in CEE, an underrepresented cultural context in the work-family literature. Furthermore, it tested the direct and indirect effects of work-family interface on turnover intentions. In addition, it provided evidence of the significance of same-domain effects and insignificance of cross-domain effects.
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Ahmed, Mohammed Mustafa, Mohamed Khudari, Abbas Mohammed Hussein, and Juraifa Jais. "Quality of Work Life, Job Enrichment and their Impact on Employee Retention: Exploratory Research in Private Colleges in Baghdad." WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS 20 (April 13, 2023): 848–58. http://dx.doi.org/10.37394/23207.2023.20.78.

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Quality of work life (QWL) can be impacted by a variety of factors, including organizational structure, the physical environment, job security, and the opportunity for personal growth and development. As job enrichment is a key component of QWL, it can play an important role in employee retention. The main objective of this research is to determine the dimensions of QWL and job enrichment that promote employee retention and how those dimensions significantly impact employee retention. The research was based on a questionnaire survey with (358) faculty members representing 10 private colleges in Baghdad, the questionnaires’ reliability and validity were examined, and data were described and analysed using a descriptive and analytical approach by using SmartPLS to test the hypothesises. The findings assert both quality of working life and job enrichment had a significant impact on employee retention. The study urges employers to offer highly desirable working conditions, and by utilizing a job enrichment strategy, faculty staff roles are created to keep them.
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Loghmani, Mohsen, Tracy Taylor, and Rahim Ramzaninejad. "Job characteristics and psychological states of football referees: implications for job enrichment." Managing Sport and Leisure 22, no. 5 (2017): 342–57. http://dx.doi.org/10.1080/23750472.2018.1426488.

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Nguyen, Khanh-Linh, Massoud Moslehpour, Hania Aminah, and Jovi Sulistiawan. "HUMAN RESOURCE PRACTICES AND ORGANIZATIONAL SUPPORT AS THE DETERMINANTS IN ENHANCING VIETNAMESE RETAIL EMPLOYEE ENGAGEMENT: THE MEDIATING ROLE OF JOB ENRICHMENT." Business: Theory and Practice 25, no. 1 (2024): 295–307. http://dx.doi.org/10.3846/btp.2024.19008.

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Although employee engagement has become a vital issue in business, research on how different bundles of Human Resource (HR) practices affect employee engagement remains insufficient. This study addresses two primary aims: firstly, to investigate the direct and indirect effects of general HR practices and organizational support on employee engagement in the Vietnamese retail sector; secondly, to assess the mediating role of job enrichment in these relationships. Using Partial Least Square-Structural Equation Modeling (PLS-SEM) analysis on a sample of 796 retail employees in Vietnam, this study contributed to such a gap by investigating the mechanisms connecting different HR practices with job enrichment and engagement. Firstly, our findings confirm the direct positive impacts of organizational support and job enrichment on engagement and of organizational support and general HR practices on job enrichment itself. Secondly, although general HR practices are not found to influence employee engagement directly, their indirect influence is still significant via the full mediation of job enrichment. This research makes a substantial contribution to the current body of knowledge by enhancing our comprehension of the mechanisms that link HR practices and employee engagement. The study provides practical insights for Vietnamese retail organizations, emphasizing the importance of job enrichment, well-designed HR practices, and strong organizational support in promoting long-term employee engagement. This ultimately leads to the development of a more dedicated and committed workforce in Vietnam’s dynamic retail industry.
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Harisa Putri, Wika, and Andreas Ronald Setianan. "Job enrichment, organizational commitment, and intention to quit: the mediating role of employee engagement." Problems and Perspectives in Management 17, no. 2 (2019): 518–26. http://dx.doi.org/10.21511/ppm.17(2).2019.40.

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In human resource accounting, personnel recruitment cost is an important issue. High turnover of employees triggers this charge. This research focused on the non-financial issue in employee turnovers for various professions. This study examines the effect of job enrichment, a self-development process on the working environment, to the employee’s engagement and organizational commitment, as well as the intention to quit in a different profession. The respondents of this research are 154 workers who have worked at their institution for at least two years. Using moderate regression analysis and testing two models, the first with linear regression, and the second with moderate regression analysis, this research shows that in the first model, job enrichment and employee engagement affect organizational commitment directly. However, in the second model, this study shows that employee engagement cannot moderate the effect of job enrichment on organizational commitment or the intention to quit. This research also finds that employee engagement affects negatively the intention to quit at work. The research findings strengthen the theory that a self-development process capable of generating employee engagement can assist management in controlling employee turnover rates.
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Shakya, Aman, and Subhash Paudel. "Job-Candidate Matching using ESCO Ontology." Journal of the Institute of Engineering 15, no. 1 (2019): 1–13. http://dx.doi.org/10.3126/jie.v15i1.27699.

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Skills management is one of the key factors to address the increasing competitiveness among different companies. Suitable knowledge representation and approach for matching skills and competences in job vacancies and candidate profiles can support human resources management automation through suitable matching and ranking services. This paper presents an approach for matchmaking between skills demand and supply through skill profiles enrichment and matching supply and demand profiles over multiple criteria. This work builds upon methods for profile modeling, information enrichment and multi-criteria matching. The main contribution of this work is a methodology for harmonization and enrichment of heterogeneous profile models and skill set description by making use of the standard ESCO ontology. Secondly, an algorithm is proposed for similarity matching across multi-criteria for discovering set of profiles that best fits the job description criteria. A prototype web-based system has been developed to implement the proposed approach and deployed online. The system has been tested with real IT jobs related dataset and validated against relevance scores provided by human experts. Experimental results show consistent correspondence between the similarity ranking scores produced by the system and scores provided by the human users.
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Chandra, Andoko, Andreas Saputra, Anto Broto, Dorotea Pamungkas, and Khomensyah Nasution. "Factors in Building Employee Commitment: Mediating Role of Job Satisfaction at Bank Central Asia." IJHCM (International Journal of Human Capital Management) 5, no. 1 (2021): 42–58. http://dx.doi.org/10.21009/ijhcm.05.01.4.

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This study aims to establish an understanding of specific factors in HR practices in BCA upon employee commitment and the role of job satisfaction as a mediating role. The study analyzed four factors with a sample of 409 employees in Bank Central Asia, Tbk. The researchers used regression analysis to investigate the hypothesis. The findings revealed that job enrichment and job training in Bank Central Asia were positively related to job satisfaction and employee commitment. Salary and job stability were found to be insignificant factors in job satisfaction. Job satisfaction mediates the effect of salary, job enrichment, and job training but not job stability. We hope to provide insight into the role of HR best practices in Bank Central Asia, Tbk, as one of the top-performing banks in Indonesia.
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NAKATSUKA, Nobuhiro, Mi Kyong PARK, Seiko TAKI, Kimihiro YAMANAKA, and Mitsuyuki KAWAKAMI. "A Study on Job Enrichment Using Psychophysiological Parameters." TRANSACTIONS OF THE JAPAN SOCIETY OF MECHANICAL ENGINEERS Series C 78, no. 791 (2012): 2583–91. http://dx.doi.org/10.1299/kikaic.78.2583.

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Ternikov, Andrei A. "Company Name Matching Using Job Market Data Enrichment." IT Professional 26, no. 2 (2024): 76–82. http://dx.doi.org/10.1109/mitp.2024.3371179.

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42

Dewi, I. Gusti Ayu Manuati, Ismi Rajiani, I. Gede Riana, Ni Made Dwi Puspitawati, Muafi Muafi, and I. Gede Rihayana. "Women’s Risk-Taking Behaviour during COVID-19 Pandemic: Will Work–Family Enrichment and Work Satisfaction Prevent Turnover Intention?" Administrative Sciences 13, no. 3 (2023): 67. http://dx.doi.org/10.3390/admsci13030067.

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The COVID-19 pandemic has impacted all employment conditions as working during the pandemic is a risk to employees’ health. This study investigates women’s intentions to leave their job during times of crisis. However, opportunities for job selection were quite limited, and there are better ways to deal with job insecurity than leaving an organisation. The questionnaires were tested on valid data from 593 female employees of four-star hotels, and structural equation modelling (SEM) was employed. Cultural characteristics and the macroenvironment in Indonesian society cause different practices for women to achieve work–family enrichment, job satisfaction, and turnover intention than in developed Western cultures. Female employees will not be inclined to leave their job even though they are not satisfied. Moreover, work–family enrichment has an essential role in enhancing work satisfaction because it can improve women’s quality of life. Work–family enrichment was also found to reduce the intention of women to leave an organisation. However, work–family enrichment has a more substantial influence on intensifying work satisfaction than on deflating the choice to quit during a crisis. Therefore, the research findings revealed that work–family enrichment is essential in improving work satisfaction, increasing employees’ likelihood of remaining in the organisation. This study contributes to filling the research gap within work–family enrichment by digging into the practical lessons of women’s work behaviour in the service sector, specifically in the hotel industry.
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S., Chitra, and Vanitha Allavaram. "Study on Job Autonomy and Job Proficiency of Private School Primary Teachers in Chennai Region." Management Insight - The Journal of Incisive Analysers 16, no. 01 (2020): 18–25. http://dx.doi.org/10.21844/mijia.16.1.4.

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In earlier days, employers felt the job satisfaction component is the only avenue to make employees happy. A lot of research studies proved that internal motivation/drive is also needed for improving employees, thereby giving way for enrichment avenues. One such enrichment avenue is autonomy given in job areas. This study focuses on job enrichment aspects for school-level teachers concentrating primary level teachers in the Chennai region. The enrichment tool analyzed in this paper is job autonomy for teachers that can have a significant effect on task crafting and curriculum analysis. The job proficiency level is compared after skill set improvement. This study is carried out to check the job level independence given to teachers and certain decentralization areas based on interest level. The study is also done to identify the related factors of the job proficiency level of teachers. The method used for collecting data is a convenient sampling method using a well-designed questionnaire. Two hundred samples are collected that are used for the data analysis section. Data analysis is done using statistical methods using Statistical Package for the Social Sciences (SPSS) software and analysis of a moment structures (AMOS) software. Statistical techniques used for this study are linear regression and confirmatory factor output used to check the model fit. Research findings are teacher’s work-based competency levels that significantly affect students’ creativity using mind-mapping techniques. Task autonomy has a significant relationship with curriculum analysis and task crafting. This study recommends analyzing hidden factors of learner’s behavior to improve reflective teaching, leading to the teachers’ proficiency level in their job.
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Tanoto, Sherly Rosalina, Raynard Liko, and Kenny Laurence Gunawan. "The Effect of Harmonious Passion on Work Satisfaction and Life Satisfaction through Work-Life Enrichment Among Entrepreneurs." Jurnal Manajemen dan Kewirausahaan 11, no. 2 (2023): 104–14. http://dx.doi.org/10.26905/jmdk.v11i2.10671.

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Becoming a successful entrepreneur requires passion. Although there has been much research on passion, little has explored the role of passion in work-life enrichment and, in particular, its impact on entrepreneurial life and job satisfaction. This study aimed to examine the influence of harmonious passion on job satisfaction and life satisfaction through work-life enrichment among entrepreneurs. The research method used in this study is quantitative. The total number of respondents was 310 entrepreneurs. The sampling technique used was a purposive sampling technique with data collection methods in the form of a questionnaire. The results of the study show that harmonious passion has a direct effect on job satisfaction with work-life enrichment. However, harmonious passion has no direct impact on life satisfaction. Indirectly, harmonious passion influences job satisfaction and life satisfaction through work-life enrichment. This research adds to the existing body of knowledge by demonstrating that entrepreneurs’ work-life enrichment can mediate the relationships between harmonious passion and work and life satisfactions. Moreover, it also addresses a notable gap in entrepreneurial passion research, particularly in non-Western, emerging contexts, and represents the inaugural investigation of this subject matter in Indonesia.
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Roche, Maree, and Jarrod Haar. "Motivations, work–family enrichment and job satisfaction: an indirect effects model." Personnel Review 49, no. 3 (2019): 903–20. http://dx.doi.org/10.1108/pr-06-2019-0289.

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Purpose Increasingly, leaders are faced with complex, difficult and demanding situations that challenge their very sense of self, including their workplace wellbeing. It has been suggested that this challenge can be mitigated for leaders by pursuing goals and activities that reflect their beliefs, interests and values. As such, leaders whose motivations reflect intrinsic and self-congruent beliefs and values are likely to experience beneficial wellbeing, yet, reviewing this from a self-determination theory (SDT) lens, the authors find this assertion remains to be fully tested. Concurrently, the work–family enrichment (WFE) literature highlights that potential positive synergies exist between work and home. The authors further argue that this synergy may also provide greater insight and understanding into the quality of leaders’ motivation and wellbeing, and as such also requires attention. As such, the purpose of this paper is to examine the path to wellbeing for leaders and includes leaders’ “whole lives” (including enrichment) and not just their work lives (motivations). Design/methodology/approach Quantitative research including two studies of 386 junior/senior leaders and 205 CEOs, investigated the role of motivation as defined by SDT and WFE towards leaders’ job satisfaction. Hypotheses were tested using SEM in AMOS to assess the direct and meditational effects of the study variables. Findings A partial mediation model was found to best fit the data for both studies. In study 1, the effects of self-determined motivation dimensions on job satisfaction were fully mediated by WFE and family–work enrichment (FWE). However, the non-self-determined dimensions of SDT motivations were directly and negatively related to job satisfaction and enrichment. In study 2, self-determined forms of motivation were positively related to WFE and FWE and job satisfaction, while only WFE was positively related to job satisfaction. The non-self-determined dimensions of SDT motivations were directly and negatively related to WFE and job satisfaction. Research limitations/implications Overall, both studies show that the influence of motivations on job satisfaction of leaders is better understood through enrichment. As such organisations are encouraged to enhance both leader’s motivations, and enrichment, in order to facilitate a path to job satisfaction. Originality/value This paper is the first to test over two studies and levels of leadership, motivation and enrichment for leaders. As such this paper provides a novel “path” to wellbeing that includes aspects of the leaders’ motivation, as well as the importance of leaders’ enrichment and home domain. Overall the authors suggest that leaders’ “whole” lives play a role in their job satisfaction, and this is important to understand as the authors try to resource leaders, who work in an increasingly demanding workplace environment.
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Puspitawati, Ni Made Dwi, and Ni Putu Cempaka Dharmadewi Atmaja. "The Effect of Work-Family Enrichment on Job Satisfaction of Working Mothers." Journal of International Conference Proceedings 3, no. 2 (2020): 32–40. http://dx.doi.org/10.32535/jicp.v0i0.902.

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Job satisfaction is a crucial problem for working mothers because they must be able to manage two roles well so that it does not impact their work. Role accumulation theory explains how the dual role of a woman in managing their role so that the work they carry out can improve the quality of family life. This study aims to determine the effect of work-family enrichment on work engagement and job satisfaction of working mothers at private universities in Bali. The population is all working mothers who work as lecturers at universities in Bali, totaling 153 people with predetermined population criteria. The sample in this study is the same as the population, but only 145 questionnaires can be used. The analysis tool uses SEM-AMOS. The results showed that (1) work-family enrichment has a positive and significant effect on job satisfaction, (2) work-family enrichment has a positive and significant effect on work engagement (3) work engagement has a positive and significant effect on job satisfaction. The implication of this research is to increase job satisfaction of working mothers, a high work-family enrichment is needed to encourage an increase in employee work engagement.
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Srivastava, Abhishek, and John W. Adams. "Relationship between Cynicism and Job Satisfaction: Exploration of Mechanisms." Psychological Reports 108, no. 1 (2011): 27–42. http://dx.doi.org/10.2466/02.07.09.14.pr0.108.1.27-42.

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Personality traits related to evaluation of other people and the world are important to study in relation to job satisfaction, which itself is an evaluation of various facets of a job, including the social dimensions. Accordingly, the relationship between cynicism and job satisfaction was studied. Cynicism was expected to be negatively related to job satisfaction, employees' perceptions of job enrichment, quality of leader-member exchange, and support from coworkers. Survey data from 105 employees in a diverse set of organizations ( M age = 48 yr.; 50% women; M work experience = 28 yr.; 73% had > 16 yr. education) were subjected to hierarchical regression. Individuals high in Cynicism were likely to have lower job satisfaction, job enrichment, quality of leader-member exchange, and perceptions of co-worker support.
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Yang, Seung-Bum, and Keon-Hyung Lee. "Linking Empowerment and Job Enrichment to Turnover Intention: The Influence of Job Satisfaction." International Review of Public Administration 14, no. 2 (2009): 13–24. http://dx.doi.org/10.1080/12294659.2009.10805152.

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Landau, Kurt, Gero Wiese, Verena Bopp, Andrea Sinn-Behrendt, Gabriele Winter, and Hamed Salmanzadeh. "Integration of inspection tasks into machine operators' jobs in the consumer goods industry." Occupational Ergonomics 6, no. 3-4 (2007): 159–72. http://dx.doi.org/10.3233/oer-2006-63-404.

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Because workers operating machines under mass production conditions frequently have extremely narrow, highly repetitive job contents which result in unilateral strains, a company manufacturing goods for the consumer industry sought to achieve job enrichment in this type of activity by introducing three different inspection tasks to supplement machine operation. A study of 12 workplaces using the Key Features Method, plus the IAD-BKA, OCRA- and RULA procedures and an energy expenditure calculation demonstrated the stress-reducing effect of the job enrichment concept. The EMG analyses performed on four selected muscles over a total of 12 full-shift working days also support the assumption that changes in types of stress will be beneficial. In contrast, the before/after-shift results obtained with the Nitsch Self-rating Scale and the NASA Task Load Index indicated increases in perceived strains and decline in motivation in all subjects – despite the job enrichment action. For this reason further ergonomic job redesign action is proposed.
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Siruri, Marwa Moses, and Stephen Cheche. "Revisiting the Hackman and Oldham Job Characteristics Model and Herzberg’s Two Factor Theory: Propositions on How to Make Job Enrichment Effective in Today’s Organizations." European Journal of Business and Management Research 6, no. 2 (2021): 162–67. http://dx.doi.org/10.24018/ejbmr.2021.6.2.767.

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In the increasingly competitive business landscape of today’s world, human resource management ought to optimize on the organization’s most important resource, the human resource, to maintain competitiveness. Such is possible through continually building into the motivation and job satisfaction of employees. While attaining both motivation and job satisfaction would ordinarily require different approaches, one of the most fundamental of approaches is through job enrichment interventions. This paper thus sequentially argues from propositions of two widely acclaimed theories viz the job characteristics model and the Herzberg’s two factor theory that the creation of good work environments, regularly enhancing employee’s skills and applying inspirational motivation and individual consideration could lead to success of job enrichment interventions, thereby leading to enhanced employee motivation, enhanced job satisfaction, and enhanced organizational performance.
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