The Critical Psychological States: An Underrepresented Component in Job Characteristics Model Research

1995 ◽  
Vol 21 (2) ◽  
pp. 279-303 ◽  
Author(s):  
Robert W. Renn ◽  
Robert J. Vandenberg
Keyword(s):  
Job Characteristics ◽  
Psychological States ◽  
Model Research ◽  
Job Characteristics Model

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]

Growth Need Strength and Context Satisfactions as Moderators of the Relations of the Job Characteristics Model

1992 ◽  
Vol 18 (3) ◽  
pp. 575-593 ◽  
Author(s):  
Robert B. Tiegs ◽  
Lois E. Tetrick ◽  
Yitzhak Fried
Keyword(s):  
Statistical Power ◽  
Job Characteristics ◽  
Job Security ◽  
Small Sample ◽  
Work Outcomes ◽  
Moderating Effects ◽  
Psychological States ◽  
Job Characteristics Model ◽  
Small Sample Sizes ◽  
Overall Job Satisfaction

Empirical investigations of the job characteristics model (JCM; Hackman & Oldham, 1980) have failed to systematically explore the moderating effects of growth need strength (GNS) and context satisfactions (viz., pay, job security, co-worker, and supervision) on the relations among the core job characteristics, critical psychological states, and work outcomes. Previous studies also are criticized for the use of subgroup analytic techniques, low statistical power resulting from small sample sizes (i.e, often less than 200) and/or samples consisting of individuals of relatively homogeneous jobs/occupations. As an attempt to address these deficiencies in the literature, this study examined the moderating effects of GNS and each of the four context satisfactions using a large sample (N = 6405) of employees from a variety of jobs and occupations. Overall, the results of univariate and multivariate hierarchical moderated multiple regression analyses suggest that none of thefive individual difference factors appeared to be viable moderators of any of the relations among job characteristics, psychological states, and three work outcomes (viz., growth satisfaction, overall job satisfaction, and internal motivation). Also, there was no supportive evidence for potential joint moderating effects between GNS and each context satisfaction on the relations of the JCM.

scholarly journals Hotel job characteristics in china and the United States, an application of the job characteristics model to turnover intention

2021 ◽  
Author(s):  
◽  
Tiantian Li
Keyword(s):  
United States ◽  
Turnover Intention ◽  
Cultural Difference ◽  
Descriptive Analysis ◽  
Job Characteristics ◽  
The United States ◽  
Psychological States ◽  
Mediating Role ◽  
Hotel Employees ◽  
Job Characteristics Model

This study investigated hotel employees' job characteristics, their critical psychological states, and their relationship with the hotel employees' turnover intention using the complete Hackman and Oldham's job characteristics model. In addition, it further compared the cultural differences between China and the United States. The survey was distributed to hotel employees in China and the United States. Descriptive analysis and path analysis were used to interpret the data. The finding of this research provided the in-depth knowledge of hotel employees' job characteristics. Including all three critical psychological states enhanced our understanding of the interrelationship between the five core job characteristics and the turnover intention. The significant mediating role of the critical psychological states between the relationship of five core job characteristics and the hotel employees' turnover intention was confirmed in this research. It also provided insight into the cultural difference between China and the United States.

Mediating and Moderating Effects in Job Design

1992 ◽  
Vol 18 (4) ◽  
pp. 657-676 ◽  
Author(s):  
Gary Johns ◽  
Jia Lin Xie ◽  
Yongqing Fang
Keyword(s):  
Personal Characteristics ◽  
Job Characteristics ◽  
Job Design ◽  
Questionnaire Data ◽  
Moderating Effects ◽  
Psychological States ◽  
Moderator Effects ◽  
Job Characteristics Model ◽  
Reward Contingencies ◽  
The Relationship

A test of the complete Job Characteristics Model (Hackman & Oldham, 1976, 1980) was conducted, with particular emphasis on the little-investigated mediating and moderating effects specified by the model. Three hundred lower level managers provided questionnaire data. Results indicated that the model's psychological states generally mediated the relationship between job characteristics and outcomes. However; the correspondence between the job characteristics and the states was not precisely that specified by the model, all states were not needed to predict most outcomes, and common method variance was a concern. Moderator effects due to personal characteristics, context satisfaction, and petformance-reward contingencies were observed at several locations in the model, a number in an opposite direction from that predicted by the model.

scholarly journals A review of research on the Job Characteristics Model and the attendant job diagnostic survey

2001 ◽  
Vol 32 (1) ◽  
pp. 11-34 ◽  
Author(s):  
Billy Boonzaier ◽  
Bernhard Ficker ◽  
Braam Rust
Keyword(s):  
Empirical Support ◽  
Job Characteristics ◽  
Mediating Effect ◽  
Self Report ◽  
Work Outcomes ◽  
Future Research ◽  
Conceptual Tool ◽  
Psychological States ◽  
Job Characteristics Model ◽  
Job Diagnostic Survey

The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employee demotivation, dissatisfaction and marginal performance. The validity of the Job Characteristics Model (Hackman & Oldham, 1980) was assessed by reviewing relevant studies of the model. The review and evaluation is based on studies which test the variables and the relationships between variables as contained in the model. The evidence confirms that the dimensionality of the job characteristics is best represented by the five-factor solution as proposed by the model. The subjective self-report measures of the five job characteristics as formulated by the theory and measured by the revised Job Diagnostic Survey (JDS) are also supported. No evidence was found for the multiplicative Motivating Potential Score (MPS) and as a result the use of a simple additive index of job complexity is recommended as predictor of personal and work outcomes. Strong empirical support exists for the relationships between the job characteristics and the personal outcomes. Strong relationships between the job characteristics and the work outcomes, however, fail to materialize. Results fail to support the mediating effect of psychological states on the job characteristics/outcomes relationships as specified by the model. The postulated relationships between job characteristics and psychological states are also not confirmed by empirical evidence. The role of growth-need strength, knowledge and skill, and work environment characteristics as moderators of the relationships between job characteristics and psychological states, as well as the relationships between psychological states and personal and work outcomes, are seriously questioned. Directions for future research on the Job Characteristics Model and the attendant Job Diagnostic Survey are proposed.

Wrapping Blocks: A Fun Way to Teach Job Design

2019 ◽  
Vol 5 (2) ◽  
pp. 144-162
Author(s):  
Regina Yanson ◽  
Melissa J. Mann
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Characteristics ◽  
Job Design ◽  
Graduate Level ◽  
Experiential Teaching ◽  
The Core ◽  
Job Characteristics Model ◽  
Core Elements

This article provides an overview of job design and offers an experiential teaching exercise to help students develop a better comprehension of job design and redesign, as well as learn the importance and challenges of such undertakings. Understanding the core elements of job design is especially important because job design serves as the foundational block for a deeper understanding and application of other organizational phenomenon such as the job characteristics model. This exercise is intended for the introductory undergraduate and graduate-level human resource management course as well as any courses covering “staffing.” Additionally, this activity may be used in the undergraduate Principles of Management or associated introductory management class.

Job characteristics model (JCM): utility and impact on working professionals in the UAE

2016 ◽  
Vol 24 (4) ◽  
pp. 692-705 ◽  
Author(s):  
Abhilasha Singh ◽  
Sanjay Kumar Singh ◽  
Saleena Khan
Keyword(s):  
Job Characteristics ◽  
Online Questionnaire ◽  
Characteristic Model ◽  
Content Type ◽  
Indian Origin ◽  
Job Characteristics Model ◽  
Analysis Of Results ◽  
High Motivation ◽  
The Impact ◽  
High Skill

Purpose This study aimed to see the impact of various dimensions of the job characteristic model (JCM) through the motivating potential scores (MPSs) on professionals residing in the UAE. Design/methodology/approach A sample of 60 professionals, aged from 20 to 45 years were randomly selected from different organizations in UAE. They were administered an online questionnaire to explore their perceptions on job characteristics as per the JCM. Analysis of results was done by factor analysis using SPSS. Findings Results reveal the impact of increasing age on high MPSs, higher MPSs of white-collared jobs than the blue-collared jobs, owing to high skill variety in white-collar jobs. It was also noticed that women scored higher on MPSs than men, and the men of Indian origin showed high motivation as compared to their counterparts from other countries. Research limitations/implications Based on the study conducted, it can be concluded that JCM used for calculating MPS gives an insight into the motivational levels of an employee and the cause for the same. Plotting the scores of JCM characteristics with respect to variables such as age, gender, type of job and country of residence gives a fair idea of motivation and its dependence on these variables. Originality/value The findings of this study have significant implications for developing and sustaining a motivated workforce in the organizations in the UAE. A critical analysis of the data gives many areas where the company can focus to increase the motivation level of its employees.

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