scholarly journals Job analysis: Time for a paradigm shift

1984 ◽  
Vol 15 (4) ◽  
pp. 220-224 ◽  
Author(s):  
C. J. Cogill
Keyword(s):  
Equal Opportunity ◽  
Job Analysis ◽  
Job Design ◽  
Validity And Reliability ◽  
Behavioural Science ◽  
Task Identity ◽  
Labour Practice ◽  
Job Content ◽  
Task Significance ◽  
Identity Task

Job analysis, a major form of job measurement, is essential for a whole range of job related personnel functions and is often central in debate and legislation surrounding fair labour practice, equal opportunity and pay. This article deals with the behavioural-science contributions to the field. Job analysis and particularly quantified job analysis is discussed in detail and some methodological issues are highlighted. The author also deals with job design, i.e. the measurement of job content for job-design purposes. Aspects like skill variety, task identity, task significance, autonomy and feedback are scrutinized. Problems and implications regarding validity and reliability are discussed.

scholarly journals ANALISIS PENGARUH SKILL VARIETY, TASK IDENTITY, TASK SIGNIFICANCE, AUTONOMY, FEEDBACK ABOUT RESULT DAN KEPUASAN KERJA TERHADAP KINERJA DOSEN UNIVERSITAS PAMULANG UNTUK PENGEMBANGAN KARIR DAN PENGEMBANGAN ORGANISASI

2018 ◽  
Vol 3 (2) ◽  
Author(s):  
FIKA RAHMANITA ◽  
ERI WIRANDANA
Keyword(s):  
Purposive Sampling ◽  
Task Identity ◽  
Task Significance ◽  
Identity Task

Undang-undang Republik Indonesia Nomor 12 Tahun 2012 menyebutkan bahwa: “dosen adalah pendidik profesional dan ilmuwan dengan tugas utama mentransformasikan, mengembangkan, dan menyebarluaskan Ilmu Pengetahuan dan Teknologi melalui Pendidikan, Penelitian, dan Pengabdian kepada Masyarakat.” Pengembangan organisasi merupakan strategi organisasi yang dilakukan untuk mencapai perubahan secara organisasional terutama meningkatkan kinerja dosen. Tahap pertama dalam kegiatan ini adalah dengan melakukan diagnosis pada level individu untuk mengetahui permasalahan yang ada sehingga kemudian bisa ditentukan solusi yang sesuai untuk menyelesaikan permasalahan. Diagnosis pada level individu dilakukan untuk mendiagnosa bagaimana pengaruhnya terhadap kinerja. Penelitian ini menggunakan metode survei dengan teknik pengambilan sampel purposive sampling. Metode kuantitiatif dalam penelitian ini dikembangkan dengan metode kausalitas dengan PLS sebagai teknik analisis data. Hasil penelitian menunjukkan terdapat variabel yang mempengaruhi kinerja yaitu task significance dan feedback about result.Kata Kunci:  skill variety, task significance, task identity,autonomy, feedback                     about result, kinerja, kepuasan kerja

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.

Item Reversals and Response Validity in the Job Diagnostic Survey

1999 ◽  
Vol 85 (1) ◽  
pp. 213-219 ◽  
Author(s):  
Beverly G. Burke
Keyword(s):  
Job Characteristics ◽  
State Agency ◽  
Work Outcomes ◽  
Validity Scales ◽  
Task Identity ◽  
Item Wording ◽  
Job Diagnostic Survey ◽  
Z Transformation ◽  
Task Significance ◽  
Identity Task

Experts disagree on whether questionnaires should have items worded in both positive and negative directions or items all worded in the same direction. This study examined this controversy in a sample of 921 employees of a state agency who completed two versions of a widely used questionnaire, Hackman and Oldham's Job Diagnostic Survey. One version had both positively and negatively worded items, and the other version had only positively worded items. Subsamples of respondents high and low on inconsistency and inaccuracy scales (response validity scales developed by the author) were studied to determine whether invalid responding might account for problems with item wording. Correlations between job characteristics (skill variety, task identity, task significance, autonomy, and feedback) and work outcomes (general job satisfaction, internal motivation, and growth satisfaction) were compared between subsamples using the Fisher r to z transformation. Out of 18 comparisons, only 3 correlations were significantly different for the subsamples of respondents. The conclusion was that results were similar regardless of item wording and regardless of invalid responding. However, further research may be warranted to assess whether inflated correlations for respondents high on the inaccuracy scale suggests that they are prone to common method variance.

Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975

2016 ◽  
Vol 44 (1) ◽  
pp. 352-386 ◽  
Author(s):  
Lauren A. Wegman ◽  
Brian J. Hoffman ◽  
Nathan T. Carter ◽  
Jean M. Twenge ◽  
Nigel Guenole
Keyword(s):  
Job Satisfaction ◽  
Meta Analysis ◽  
Job Characteristics ◽  
Primary Data ◽  
Modern World ◽  
Task Identity ◽  
The Relationship ◽  
Task Significance ◽  
Identity Task ◽  
Over Time

Despite frequent references to “the changing nature of work,” little empirical research has investigated proposed changes in work context perceptions. To address this gap, this study uses a cross-temporal meta-analysis to examine changes in five core job characteristics (e.g., task identity, task significance, skill variety, autonomy, and feedback from the job) as well as changes in the relationship between job characteristics and job satisfaction. An additional analysis of primary data is used to examine changes in two items related to interdependence. On average, workers perceived greater levels of skill variety and autonomy since 1975 and interdependence since 1985. In contrast, the results of a supplemental meta-analysis did not support significant changes in the association between the five core job characteristics and satisfaction over time. Thus, although there is some evidence for change in job characteristics, the findings do not support a change in the value placed on enriched work. Implications for researchers and organizations navigating the modern world of work are highlighted.

scholarly journals The Effect of Job Characteristics on Organizational Ambidexterity: Insight from Jordan

2021 ◽  
Vol 14 (4) ◽  
pp. 37
Author(s):  
Yazan Emnawer Al haraisa
Keyword(s):  
Response Rate ◽  
Positive Impact ◽  
Stock Exchange ◽  
Job Characteristics ◽  
Organizational Ambidexterity ◽  
Amman Stock Exchange ◽  
Task Identity ◽  
Study Population ◽  
Task Significance ◽  
Identity Task

The purpose of this study is to identify the effect of Job Characteristics on organizational ambidexterity. The study population involves Food and beverages companies listed on the Amman Stock Exchange (2020) which numbered (8) companies. The study sample includes (120) employees. The questionnaire was gathered from (100) respondents and shaped 83% as a response rate. The obtained data have been analyzed by the partial Least Squares (PLS) technique. The current study showed that all the dimensions of the Job Characteristics namely (Skills variety, task identity, task significance, autonomy, and feedback) have a positive impact on organizational ambidexterity. The study recommends increasing the job characteristics levels and the organizational ambidexterity levels in the researched companies. In addition, it recommends the future researchers complete this study on the other sectors.

scholarly journals Influence of Employee Involvement in Total Productive Maintenance Practices on Job Characteristics: The Malaysian Scenario

2005 ◽  
Vol 7 (3) ◽  
pp. 287 ◽  
Author(s):  
Aizzat Mohd. Nasurdin ◽  
Muhamad Jantan ◽  
Wong Wai Peng ◽  
T. Ramayah
Keyword(s):  
Employee Involvement ◽  
Job Characteristics ◽  
Manufacturing Companies ◽  
Regression Analyses ◽  
Total Productive Maintenance ◽  
Task Identity ◽  
Managerial Implications ◽  
Task Significance ◽  
Positive Effect ◽  
Identity Task

The main goal of this study is to examine whether the extent of involvement in Total Productive Maintenance (TPM) practices has a positive effect on job characteristics. Data was gathered from a sample of 184 respondents derived from manufacturing companies in Malaysia. Results from the regression analyses revealed that the extent of employee’s involvement in TPM practices is positively related to the five core job dimensions (skill variety, task identity, task significance, autonomy, and feedback). Theoretical and managerial implications of the findings are discussed.

PENGARUH KARAKTERISTIK PEKERJAAN TERHADAP TURNOVER INTENTION PADA BEBERAPA RESTORAN MASAKAN ORIENTAL DI KOTA SURABAYA

2015 ◽  
Vol 5 (1) ◽  
Author(s):  
Tony Susilo Wibowo ◽  
I Made Bagus Dwiarta
Keyword(s):  
Linear Regression ◽  
Human Resources ◽  
Turnover Intention ◽  
Job Characteristics ◽  
Independent Variables ◽  
A Value ◽  
Industry Competition ◽  
Task Identity ◽  
Innovation Ability ◽  
Identity Task

 Culinary industry competition getting tougher to make some employers continue to innovate at a restaurant for some things like menu, places, atmosphere and service that became the mainstay of the restaurant. In so doing, it needs one innovation ability of human resources quality and competence in their field. Innovation will be a reminder for consumers who feel the restaurant services and in turn will increase the revenue thus achieved profit restaurant that is optimal.The selected researchers research object was 3rd Restaurant Oriental cuisine i.e. Kapin, X O Cuisine and Paradise Dynasty which respectively have 3 and 2 branches of the restaurant. This research uses the concept of job characteristics expressed by Hackman and Oldham (1976), which are further subdivided into 5 independent variables namely a diversity of tasks, task identity, task meaningful, autonomy and feedback as well as the dependent variable turnover intention, while the analysis on research using multiple linear regression with the respondent an amount of 120 people that consists of all the employees of the restaurant. Data processing results shows that the diversity of the variable assignments and most influential task ID with a value of beta X1  0,676 and the beta X 2 of 0,538 so that these two variables have a positive and significant impact on the turnover intention because the variable is greater than 0.05 alpha. While the 3 other variables i.e  tasks meaningful, autonomy and feedback does not affect significantly to turnover intention. Keywords: Job Characteristics, Turnover intention.  

Engaging Academic Staff in Transnational Teaching: The Job Satisfaction Challenge

2017 ◽  
Vol 21 (4) ◽  
pp. 333-348 ◽  
Author(s):  
Danny Toohey ◽  
Tanya McGill ◽  
Craig Whitsed
Keyword(s):  
Job Satisfaction ◽  
International Education ◽  
Academic Staff ◽  
Learning And Teaching ◽  
Job Characteristics Model ◽  
Task Identity ◽  
Determinants Of Satisfaction ◽  
And Control ◽  
Task Significance ◽  
And Task

Transnational education (TNE) is an important facet of the international education learning and teaching landscape. Ensuring academics are positively engaged in TNE is a challenging but necessary issue for this form of educational provision if the risks inherent in TNE are to be successfully mitigated. This article explores job satisfaction for academics using the job characteristics model (JCM) to better understand the conditions that influence their involvement with TNE. The results highlight the important role that teaching-related interaction with host-country students and staff (the Feedback and Task Significance JCM dimensions) plays in academics’ satisfaction. Feelings of ownership and control of the TNE course (Autonomy and Task Identity) were also shown to be important determinants of satisfaction. It is therefore recommended that these aspects of TNE be encouraged and supported through university procedures and policies. Similarly, those aspects of TNE teaching that contribute to dissatisfaction, such as additional administration, need to be better understood, managed, and their impact mitigated where possible.

Course Enrichment and the Job Characteristics Model

1997 ◽  
Vol 24 (2) ◽  
pp. 85-87 ◽  
Author(s):  
Diane Catanzaro
Keyword(s):  
Course Design ◽  
Empirical Support ◽  
Job Characteristics ◽  
Research Application ◽  
Organizational Research ◽  
Job Characteristics Model ◽  
Job Motivation ◽  
Psychology Courses ◽  
Task Significance ◽  
Identity Task

This article describes how the job characteristics model, used by industrial-organizational psychologists to enhance the motivating potential of jobs in industry, can be applied to enhance the motivating potential of psychology courses. The job characteristics model describes the relation among the core job characteristics of skill variety, task identity, task significance, autonomy, feedback, and employee intrinsic job motivation. Empirical support for the job characteristics model has been established in organizational research. Application of this model to course design provides a framework for enriching course design to increase student motivation. This conceptual framework can be used to strengthen teaching methods, evaluation methods, policies, and other aspects of how a course is structured.

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