Meta-analytic comparison of the Job Diagnostic Survey and Job Characteristics Inventory as correlates of work satisfaction and performance.

1991 ◽  
Vol 76 (5) ◽  
pp. 690-697 ◽  
Author(s):  
Yitzhak Fried
Keyword(s):  
Work Satisfaction ◽  
Job Characteristics ◽  
And Performance ◽  
Job Diagnostic Survey

Job Satisfaction in EMS: A Different Approach

1990 ◽  
Vol 5 (1) ◽  
pp. 9-17 ◽  
Author(s):  
Stephen R. Wirth
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Work Force ◽  
Job Characteristics ◽  
Critical Issue ◽  
Psychological States ◽  
And Performance ◽  
Job Diagnostic Survey ◽  
Job Longevity ◽  
Overall Job Satisfaction

AbstractThere has been limited organizational research applied to EMS, especially in the area of job satisfaction. In the midst of a general shortage of health care workers, effective recruitment and retention of a qualified and satisfied work force is a critical issue. The purpose of this study was to examine the factors and elements in the structure or “design” of the work of emergency medical technicians (EMTs) and paramedics that can create conditions for high levels of work motivation, satisfaction, and performance.A modified Job Diagnostic Survey was administered to a cross section of 102 paid and volunteer EMS personnel in Pennsylvania. The relationships between measured job characteristics, experienced psychological states, and job longevity on overall job satisfaction was examined.Significant positive relationships (p<.05) exist between a number of the job characteristic variables (such as task significance, autonomy, and job feedback) and job satisfaction. Job longevity did not have a significant relationship to job satisfaction. Volunteer EMS personnel experienced higher levels of job satisfaction than did paid providers.The results indicate that the EMT and paramedic perform complex jobs that have high levels of the characteristics that cause internal work motivation. Methods to increase the amount of these core job characteristics to improve overall job satisfaction are discussed.

Correlates of Pay Satisfaction

1986 ◽  
Vol 59 (3) ◽  
pp. 1205-1206 ◽  
Author(s):  
Christopher Orpen
Keyword(s):  
Work Satisfaction ◽  
Job Involvement ◽  
Job Attitudes ◽  
Pay Satisfaction ◽  
Internal Motivation ◽  
Satisfaction Questionnaire ◽  
High Motivation ◽  
And Performance

47 managers completed the Pay Satisfaction Questionnaire and separate measures of job involvement, work satisfaction, and internal motivation. They also provided self-ratings of performance, absenteeism, and turnover. Only two of the 24 correlations between these outcomes and satisfaction with pay level, raises, benefits, and structure were significant, those between pay level and motivation and pay level and involvement. The fact that most pay satisfaction-outcome correlations were nonsignificant suggests that in this sample pay is unrelated to job attitudes that lead to high motivation and performance.

scholarly journals Using the job characteristics model to compare patient care assignment methods of nurses

2004 ◽  
Vol 10 (3) ◽  
pp. 389-405
Author(s):  
A. H. Mohamed
Keyword(s):  
Patient Care ◽  
Job Characteristics ◽  
Functional Method ◽  
University Hospital ◽  
Individual Growth ◽  
Psychological States ◽  
Job Characteristics Model ◽  
Nurses Perceptions ◽  
Job Diagnostic Survey ◽  
Intensive Care Unit Nurses

The aim of this study was to use Hackman and Oldman’s job characteristics model to compare 2 methods of patient care assignment as perceived by nurses in 12 inpatient units of Alexandria Main University Hospital. The job diagnostic survey was used to determine nurses’ perceptions toward the components of the model in relation to their performance in utilizing the case and functional methods of patient care assignment. The jobs of intensive care unit nurses who utilized the case method were more enriched than those who utilized the functional method of assignment in the general care units, in terms of their perception scores towards all parts of the model [core job characteristics, critical psychological states, affective and personal outcomes, context satisfaction and individual growth-need strength]

scholarly journals The association between values and performance in a mining corporation. Empirical study and insights for Managing by Values (MBV) model

2017 ◽  
Vol 33 (2) ◽  
pp. 145-164
Author(s):  
Anita Zbieg ◽  
Jan Kudełko ◽  
Agata Juzyk ◽  
Leszek Zaremba
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Work Performance ◽  
Statistical Significance ◽  
Work Satisfaction ◽  
Mining Industry ◽  
Assessment Instrument ◽  
Research Results ◽  
General Management ◽  
And Performance

Abstract The paper presents result of an empirical study in which presence of values among workers of two mining squads characterized by different level of work performance has been compared. Values have been measured by two scales: Mining Values Scale (MVS) and Organizational Culture Assessment Instrument (OCAI). The squad with higher performance had significantly higher level of five out of nine values measured by (MVS); while none of the values measured by OCAI have been differentiating the squads with a statistical significance. The results suggest that Managing by Values (MBV) model for a mining corporation should rather be based on values specific for the mining industry rather than general management value set proposed by OCAI. Research results suggest also an association between presence of certain values and work satisfaction among workers.

scholarly journals The construct validity of the revised job diagnostic survey

2007 ◽  
Vol 38 (2) ◽  
pp. 33-40 ◽  
Author(s):  
M. A. Buys ◽  
C. Olckers ◽  
P. Schaap
Keyword(s):  
Human Resources ◽  
Construct Validity ◽  
South African ◽  
Item Analysis ◽  
Conclusive Evidence ◽  
South African Context ◽  
The South ◽  
African Context ◽  
And Performance ◽  
Job Diagnostic Survey

The Job Characteristics Model, the accompanying Job Diagnostic Survey (JDS) and the proposed steps for improving motivation, satisfaction and performance have been functionally utilized in South Africa as a revised job redesign practice to address some critical human resources problems currently facing managers and human resources practitioners. The aim of the study was ] to determine the construct validity of the Revised Job Diagnostic Survey (JDS) in the South African context. The Revised JDS was evaluated using item analysis and confirmatory factor analysis. The finding of this study is in favour of the Revised JDS as a reliable and factorially valid instrument for South African use. The promising results of this study should pave the way for further research and the search for more conclusive evidence on the construct validity of the Revised JDS in the South African context.

Influence of Perceived Job Enrichment and Goal Characteristics on Employees' Satisfaction, Motivation, and Performance

1984 ◽  
Vol 54 (1) ◽  
pp. 131-137 ◽  
Author(s):  
Léandre J. Maillet
Keyword(s):  
Work Performance ◽  
Work Motivation ◽  
Work Satisfaction ◽  
Performance Measure ◽  
Job Descriptive Index ◽  
Design Variables ◽  
Job Enrichment ◽  
And Performance ◽  
The Relationship ◽  
Goal Characteristics

This article describes (a) the relationship of goal setting and job enrichment with work satisfaction, intrinsic work motivation and performance, (b) the importance of growth need strength as a moderating variable, and (c) the evidence for a curvilinear association between job design variables and outcome measures. 117 penitentiary guards received the Job Diagnostic Survey of Hackman and Oldham, the Job Descriptive Index of Smith, et al., Steers' questionnaire on goal characteristics and a performance measure. Hierarchical multiple regression analyses showed that the specificity of goal and job enrichment were equally effective in the prediction of satisfaction and motivation, while difficulty of goals appears to be the best single predictor of work performance. Growth need strength moderated the relationship between difficulty of goals and work satisfaction. The curvilinear effect was nonsignificant.

Ciri Kerja dan Prestasi Profesional Teknologi Maklumat Sektor Awam Malaysia

2012 ◽  
Author(s):  
Noor Azmi Mohamad ◽  
Wan Faridah Akmal Wan Ismail ◽  
Siti Zaleha Omain
Keyword(s):  
Information Technology ◽  
Public Sector ◽  
Job Performance ◽  
Job Characteristics ◽  
Information Technology Professionals ◽  
High Productivity ◽  
The Public ◽  
Job Characteristics Model ◽  
Work Habit ◽  
And Performance

Kajian ini mengkaji ciri kerja dan prestasi profesional Teknologi Maklumat di Unit/Bahagian Perkhidmatan Maklumat sektor awam Malaysia. Ciri kerja dianalisis melalui Model Ciri Kerja oleh Hackman dan Oldham. Prestasi kerja pula dianalisis berpandukan Borang Pengenalpastian Perlakuan yang dipermudahkan, asalnya dibina oleh Botterbusch pada tahun 1985. Hubungan ciri kerja dengan prestasi diselidiki menggunakan ujian Mann–Whitney U. Ciri kerja menunjukkan tahap tinggi dalam kepentingan tugas dan keperluan bekerjasama dalam menjalankan tugas tetapi dengan tahap rendah dalam autoriti tugas. Prestasi kerja yang tinggi ialah dalam produktiviti dan perlakuan sosial dan yang rendah pula dalam tabiat/sikap kerja. Kajian ini mendapati terdapat hubungan bererti antara ciri kerja dan prestasi di kalangan profesional Teknologi Maklumat sektor awam Malaysia. Kata kunci: Ciri kerja; prestasi kerja; teknologi maklumat; sektor awam This study analyzed job characteristics and performance of Information Technology professionals at the Information Technology centers of the public sector of Malaysia. Job characteristics were analyzed based on the Job Characteristics Model by Hackman and Oldham. Performance on the other hand was analyzed using a simplified Behavior Identification Form, originally developed by Butterbusch in 1985. The relationship between job characteristic and performance was determined using the Mann–Whitney U test. Job characteristics showed a high score on job significance and dealing with others but low on task authority. Job performance showed high productivity and high social behavior but low on work habit and attitudes. This research found that there is a significant relationship between job characteristics and performance of Information Technology professionals of the Malaysian public sector departments. Key words: Job characteristics; job performance; information technology; public sector departments

Effect of Perceptions of Pay Equity on Employees' Motivation, Involvement, Satisfaction, and Performance

1987 ◽  
Vol 65 (2) ◽  
pp. 601-602
Author(s):  
Christopher Orpen ◽  
Josef Bonnici
Keyword(s):  
Work Satisfaction ◽  
Job Demands ◽  
Job Involvement ◽  
Work Outcomes ◽  
Pay Equity ◽  
Internal Motivation ◽  
University Teachers ◽  
And Performance ◽  
The Relationship ◽  
Positive Work

The relationship between perceptions of pay level, internal pay equity, external pay equity, personal input, and job demands and a number of work outcomes was examined in a sample of 101 university teachers. Only two of the 20 correlations between those perceptions and the outcomes of work satisfaction, job involvement, internal motivation and self-rated performance were significant, suggesting that in this sample perceptions of different aspects of pay equity are unrelated to positive work outcomes.

Single-Source Response Bias in the Job Diagnostic Survey

1989 ◽  
Vol 65 (2) ◽  
pp. 531-546 ◽  
Author(s):  
William D. Spangler
Keyword(s):  
Graduate Students ◽  
Response Bias ◽  
Implicit Theories ◽  
Job Characteristics ◽  
Single Source ◽  
Job Characteristics Model ◽  
Survey Results ◽  
Job Diagnostic Survey ◽  
Response Biases

Tests of the job characteristics model using the Job Diagnostic Survey have been criticized in the literature for having single-source response bias. To test this criticism, undergraduate and graduate students used the Job Diagnostic Survey to describe their job as “student” (the pretest). The same students then worked at and described a contrived job using the survey. Results from the current study suggested that personality and instrument characteristics had relatively minimal effects on interscale correlations of the scores in the survey within and across situations. However, response biases attributable to priming, consistency, and implicit theories artificially inflated interscale correlations.

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