Perceived job characteristics and internal work motivation

2005 ◽  
Vol 24 (3) ◽  
pp. 253-266 ◽  
Author(s):  
Darren Lee‐Ross
Keyword(s):  
Work Motivation ◽  
Job Characteristics ◽  
Internal Work

scholarly journals “Measuring the factors affecting Job Characteristics with Personal outcomes” (A Case Study of Khairpur Sugar Mill)

2019 ◽  
Vol 7 (11) ◽  
pp. 104-118 ◽  
Author(s):  
Aamir Ali Lashari ◽  
Imran Ahmed Shah ◽  
Sahira Malkawy ◽  
Shahdma Parveen
Keyword(s):  
Work Motivation ◽  
Job Characteristics ◽  
Annual Reports ◽  
Sugar Mill ◽  
Essential Information ◽  
Secondary Sources ◽  
Internal Work ◽  
Task Identity ◽  
Task Significance ◽  
Identity Task

The fundamental purpose behind this research was to find out the association amongst job characteristics and personal outcomes of the representatives of Khairpur sugar factory. The quantitative and qualitative methods have been used to analyze the data and interpret the results. In this research personal outcome, such as satisfaction, internal work motivation and growth were the dependent factors and independent variables were job characteristics like skill variety, task identity, task significance, autonomy, feedback, policy practices and benefits. The present studies led to the laborers of Khairpur sugar mill and total workers were 394 and only 78 workers were randomly selected for this study. Essential information gathered through sample received from the employment indicative overview survey  (Hackman & Oldham, 1975) . The secondary sources incorporate journals, annual reports and unpublished research works. Statistical software for social science (SPSS version 21) and descriptive survey was used to analyze data and multiple regressions were applied to establish the correlation between independent and dependent variables. After analyzing the results, it is concluded that job characteristics such as skill variety shows the significant relationship with personal outcomes which is at the level of .000 as well as task identity, task significance and benefits have a positive relationship with personal outcomes such as (internal work motivation, satisfaction and growth) but autonomy, feedback and policy & practices shows less significant impact on personal outcomes.

Redesigning facility management operatives’ jobs to increase work outcomes

2016 ◽  
Vol 14 (1) ◽  
pp. 50-68 ◽  
Author(s):  
Florence Y.Y. Ling ◽  
Danny M.G. Wong
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Work Motivation ◽  
Labour Force ◽  
Job Characteristics ◽  
Facility Management ◽  
Work Outcomes ◽  
Quality Work ◽  
Content Type ◽  
Internal Work

Purpose – The purpose of this paper is to recommend strategies for designing facility management (FM) workers’ jobs so as to boost their work outcomes. FM operatives/workers form the backbone of the labour force in property maintenance. Work outcomes are determined by: internal work motivation; quality of work performance; job satisfaction; turnover; absenteeism; and stress level. Design/methodology/approach – The paper is based on a questionnaire survey. Data were collected from FM workers via face-to-face interviews. The data were subjected to t-test and correlation analysis using SPSS software. Findings – It was found that FM workers have significantly high work outcomes, which are measured as internal work motivation, quality work performance and job satisfaction. They have significantly low absenteeism. FM workers whose jobs have the following characteristics – using a range of skills to execute a variety of challenging activities; freedom to carry out activities with discretion; and opportunities for doing interesting work, leadership, promotion, training and upgrading – are likely to have higher-quality work performance, internal work motivation and/or job satisfaction. Research limitations/implications – The sample size is relatively small. Additionally, given the diverse nature of the work that FM workers do, the job characteristics identified may not be exhaustive enough. Practical implications – Recommendations are made to improve the work outcomes of FM workers through job design. These include ways to increase FM workers’ sense of accomplishment and to provide them with job stability. This will help to ease the labour shortage, and address the low-productivity issues faced by employers in the FM industry. Originality/value – This paper contributes to knowledge by identifying the job characteristics that significantly affect the work outcomes of FM workers. Employers may use the findings to redesign their FM workers’ jobs so as to boost their work outcomes.

A Two-Wave Study of the Impact of Job Characteristics and Motivators on Perceived Stress among Information Technology (IT) Consultants

2012 ◽  
Vol 8 (4) ◽  
pp. 75-91 ◽  
Author(s):  
Lars Göran Wallgren ◽  
Jan Johansson Hanse
Keyword(s):  
Information Technology ◽  
Job Stress ◽  
Perceived Stress ◽  
Work Motivation ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Data Set ◽  
Job Demand ◽  
The Impact

The aim of this two-wave study was to test whether job characteristics (job demand, job control), with ‘motivators’ (e.g., recognition, achievement, possibility for growth) as the mediating variable, can predict perceived stress (e.g., stressed, tense). These relationships were tested simultaneously using structural equation modeling analyses. A web-based questionnaire survey was conducted among 320 information technology (IT) consultants in Sweden. Data were collected at two time points, over a six-month follow-up period. Cross-sectional studies have been presented earlier but one of the contributions of this study is that it is a two-wave data set. The present two-wave study uses a model which covers more information than a cross-sectional design and the results add another aspect to existing work motivation and stress research, by using a longitudinal data set, and relating job characteristics to perceived stress directly and indirect. These findings emphasize the importance of job demand and illuminate the role of motivators in the experience of job stress among IT consultants. The presented model can be used to examine potential causes of job stress among IT consultants and may generate important lessons for managing the general workforce of tomorrow.

Internal Work Motivation: Predictor of Using Ethical Heuristics and Motivations

1993 ◽  
Vol 70 (2) ◽  
pp. 381-392 ◽  
Author(s):  
H. Allen White ◽  
Michael W. Singletary
Keyword(s):  
Ethical Dilemma ◽  
Work Motivation ◽  
Moral Beliefs ◽  
Internal Work ◽  
The Law ◽  
The Relationship

This study examines the relationship between the construct Internal Work Motivation and the use of Extrinsic Guides, concerns for Personal Advancement, and Religion/Moral Beliefs for making ethical journalistic decisions. The study reports that journalists who use extrinsic guides such as peers, employers, or the law as ethical heuristics are motivated to perform well on the job. Journalists who use concerns for personal advancement as an ethical motivation are not motivated to perform well on the job. Journalists who use religion/moral beliefs as an ethical motivation may or may not be motivated to perform well on the job depending on how they would deal with an ethical dilemma.

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.

scholarly journals KARAKTERISTIK INDIVIDU, KARAKTERISTIK PEKERJAAN DAN PENGALAMAN KERJA, PENGARUHNYA TERHADAP KEMAMPUAN, MOTIVASI DAN KINERJA DOSEN TETAP FISIP UNIVERSITAS BRAWIJAYA MALANG

2019 ◽  
Vol 12 (2) ◽  
pp. 93
Author(s):  
Alifiulahtin Utaminingsih
Keyword(s):  
Significant Influence ◽  
Work Ability ◽  
Work Experience ◽  
High Performance ◽  
Work Motivation ◽  
Job Characteristics ◽  
Individual Characteristics ◽  
Dominant Factor ◽  
Census Methods ◽  
And Performance

This study aims to examine work ability, work motivation and performance based on individual characteristics, job characteristics and work experience of permanent lecturers at FISIP UB Malang. This type of research includes explanatory research that use a quantitative descriptive approach with census methods. Respondents numbered 86 people. The main instrument of the study was a questionnaire using a five-point Likert scale, data analysis using SEM. The results of this study found that: First: There is a significant influence between individual characteristics, job characteristics and work experience on work ability (amounting to 54.8%),. Second: There is a significant influence between individual characteristics, work experience and work ability to work motivation. The contribution of these three variables in explaining variations in work ability is 42.4%, with work ability as the dominant determinant of work motivation. Third: There is a significant effect between individual characteristics, work experience and work motivation on performance, with work motivation as the dominant factor in the high performance of lecturers.

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