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.

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 construct equivalence of the job diagnostic survey for diverse South African cultural groups

2005 ◽  
Vol 31 (1) ◽  
Author(s):  
M. Vorster ◽  
C. Olckers ◽  
M. A. Buys ◽  
P. Schaap
Keyword(s):  
Leadership Styles ◽  
South African ◽  
Job Characteristics ◽  
Cultural Groups ◽  
Black And White ◽  
Job Characteristics Model ◽  
Confirmatory Factor ◽  
Construct Equivalence ◽  
Job Diagnostic Survey ◽  
African Cultural Groups

The Job Diagnostic Survey (JDS) and the Job Characteristics Model (JCM) have been widely used in South African organisations. The purpose of this study was to determine whether the JDS is useful if it is applied to a particular population or to groups from highly dissimilar backgrounds. Cultural diversity research has revealed differences between the values, attitudes and leadership styles of people from different cultural groups. In this study, Hackman and Oldham’s JDS was applied to Black and White employees (n=66) to determine construct equivalence for these two cultural groups. Confirmatory factor analysis confirmed that there were no significant differences between the Black and White groups tested, suggesting that the JDS could be applied to different population groups. Opsomming Die Pos-diagnostiese vraelys (JDS) en die Pos-kenmerke Model (JCM) word wydverspreid deur Suid-Afrikaanse organisasies gebruik. Die doel van hierdie studie was om te bepaal of die JDS van toepassing is op verskillende kultuurgroepe. Navorsing rakende kultuurdiversiteit het aangetoon dat daar verskille bestaan rakende die waardes, houdings en leierskapstyle van verskillende kultuurgroepe. In hierdie studie is die (JDS) van Hackman en Oldham toegepas op Swart- en Blanke werknemers (n=677) ten einde die konstruk-ekwivalensie daarvan bepaal. ’n Bevestigende faktorontleding het aangetoon dat daar geen betekenisvolle verskille bestaan tussen die Swart- en Blankegroepe wat getoets is nie. Die aanname word dus gemaak dat die JDS toegepas kan word op verskillende populasiegroepe.

Der Job Diagnostic Survey im Bildungsbereich

2001 ◽  
Vol 45 (2) ◽  
pp. 74-92 ◽  
Author(s):  
Rolf van Dick ◽  
Christiane Schnitger ◽  
Carla Schwartzmann-Buchelt ◽  
Ulrich Wagner
Keyword(s):  
Job Characteristics ◽  
Job Characteristics Model ◽  
Job Diagnostic Survey

Zusammenfassung. Das Job Characteristics Model (JCM, Hackman & Oldham, 1975 , 1980 ) postuliert Beziehungen zwischen Tätigkeitsmerkmalen, psychologischen Erlebniszuständen und Arbeitszufriedenheit sowie intrinsischer Motivation. Der Job Diagnostic Survey (JDS) als operationale Umsetzung der Modellvorstellungen wurde häufig in Untersuchungen in Produktion und Management verwendet und hat sich in diesen Bereichen bewährt. Mit einer deutschsprachigen Weiterentwicklung des JDS soll in dieser Arbeit überprüft werden, ob die Modellvorstellungen des JCM außerhalb des gewerblichen Bereichs Gültigkeit besitzen. Der JDS wurde zwei Lehrerstichproben (N=201, N=190), Hochschulangehörigen (N=146) und Erzieherinnen (N=80) vorgegeben. Die Items wurden an die verschiedenen Berufe adaptiert, zum Teil modifiziert oder völlig neu konzipiert. Die faktorielle Struktur des JDS konnte nicht exakt repliziert werden. Mit den neu gebildeten Skalen wurden die Modellvorhersagen des JCM anhand von Strukturgleichungsanalysen (EQS) überprüft: Dabei war in allen Stichproben ein direkter Einfluss von den Tätigkeitsmerkmalen auf die Arbeitszufriedenheit einzuführen, um eine gute Modellpassung zu erreichen. Die Tätigkeitsmerkmale haben den vorhergesagten Einfluss auf die psychologischen Erlebniszustände Bedeutsamkeit bzw. Verantwortlichkeit und Wissen um die Resultate. Die letztgenannte Variable hängt nicht durchgängig mit den Auswirkungen der Arbeit zusammen, wie von Hackman und Oldham angenommen.

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.

Identifying New Directions for African Studies: Methodology Report and Survey Results

2002 ◽  
Vol 30 (2) ◽  
pp. 76-88
Author(s):  
Larry W. Bowman ◽  
Diana T. Cohen
Keyword(s):  
United States ◽  
Graduate Students ◽  
The United States ◽  
African Studies ◽  
The Internet ◽  
Coverage Error ◽  
New Directions ◽  
Survey Results

The sample frame was constructed over several months through the combined efforts of three graduate students and Prof. Larry W. Bowman. Using the Internet whenever possible, and backed by the assistance of colleagues from many institutions, we constructed a sample frame of 1,793 U.S.-based Africanists. Our sample frame includes 46 percent more Africanists than the 1,229 individual U.S. members of the African Studies Association (ASA) in 2001 (1,112 individual members and 117 lifetime members). In all cases we allowed institutions to self-define who they considered their African studies faculty to be. By assembling this broad sample frame of African studies faculty, we probe more deeply into the national world of African studies than can be done even through a membership survey of our largest and most established national African studies organization. The sample frame for this study approximates a full enumeration of the Africanist population in the United States. Therefore, data collected from samples drawn from this frame can with some confidence be generalized to all Africanists in the United States, with minimal coverage error.

Applicability of Job Diagnostic Survey to Administrative Positions in University Physical Education and Sport

1993 ◽  
Vol 7 (2) ◽  
pp. 141-150 ◽  
Author(s):  
Shirley Cleave
Keyword(s):  
Physical Education ◽  
Intercollegiate Athletics ◽  
Job Design ◽  
Working Population ◽  
Administrative Positions ◽  
Worker Attitudes ◽  
Considerable Research ◽  
Job Characteristics Model ◽  
Job Diagnostic Survey ◽  
The Relationship

Although administrators of physical education and sport programs have been the focus of considerable research, one area that has been neglected is the design of administrative positions and its influence on the levels of satisfaction and motivation experienced by administrators. This study was undertaken to address this deficiency. The relationship between job design and worker attitudes and behaviors has been examined in business and industry for many years and a number of models have been developed. The Job Characteristics Model of job design developed by Hackman and Oldham (1976, 1980) provided the theoretical framework for the study. The sample for the study consisted of administrators in physical education, intercollegiate athletics, and recreation/intramural programs in selected Canadian and American universities. The analyses showed significant differences between this sample and the general working population with respect to perceptions of job design and levels of satisfaction and motivation. Gender and nationality had minimal effect on the administrators' perceptions.

scholarly journals Pre-print #3

2018 ◽  
Author(s):  
D. Samuel Schwarzkopf ◽  
Nonie J Finlayson ◽  
Benjamin de Haas
Keyword(s):  
Response Bias ◽  
Forced Choice ◽  
Perceptual Bias ◽  
Confounding Factors ◽  
Decision Criteria ◽  
Response Modality ◽  
Multiple Alternative ◽  
The Mean ◽  
Response Biases ◽  
Perceptual Factors

Perceptual bias is inherent to all our senses, particularly in the form of visual illusionsand aftereffects. However, many experiments measuring perceptual biases may besusceptible to non-perceptual factors, such as response bias and decision criteria. Here wequantify how robust Multiple Alternative Perceptual Search (MAPS) is for disentanglingestimates of perceptual biases from these confounding factors. First our results show thatwhile there are considerable response biases in our four-alternative forced choice design,these are unrelated to perceptual biases estimates, and these response biases are notproduced by the response modality (keyboard versus mouse). We also show that perceptualbias estimates are reduced when feedback is given on each trial, likely due to feedbackenabling observers to partially (and actively) correct for perceptual biases. However, thisdoes not impact the reliability with which MAPS detects the presence of perceptual biases.Finally, our results show that MAPS can detect actual perceptual biases and is not adecisional bias towards choosing the target in the middle of the candidate stimulusdistribution. In summary, researchers conducting a MAPS experiment should use a constantreference stimulus, but consider varying the mean of the candidate distribution. Ideally,they should not employ trial-wise feedback if the magnitude of perceptual biases is ofinterest.

Managing IT Employee Attitudes that Lead to Turnover

2017 ◽  
pp. 393-411
Author(s):  
Stephen C. Wingreen ◽  
Cynthia M. LeRouge ◽  
Anthony C. Nelson
Keyword(s):  
Explanatory Power ◽  
Job Characteristics ◽  
Employee Attitudes ◽  
Retention Rates ◽  
Job Fit ◽  
Attrition Rates ◽  
Job Attributes ◽  
Individual Preferences ◽  
Survey Results ◽  
Job Levels

IT staff turnover and low retention rates are costly and contribute to organizational inefficiency. The authors extend the existing literature by investigating whether differences in individual preferences for various job characteristics as well as the ability of organizations to meet employee expectations (person-job fit) affect contentment levels and, consequently, attrition rates. Specifically, they investigate the question, “Does a person-job fit perspective provide more explanatory power with regard to antecedents to turnover among IT professionals than either person or job characteristics alone?” for systems developers. Survey results indicate that a person-job fit perspective does provide more explanatory power for certain job attributes, but not for others. In particular, the relationships between system developers' preferred and actual job levels of social support as well as of job challenge are better indicators of attitudes than actual levels of either attribute alone. However, actual job challenge and actual job stress (as perceived by workers) are, individually, better predictors of employee self-esteem, burnout, and alienation than their respective degrees of fit with employee preferences.

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