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 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.

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.

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 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.

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.

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.

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