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job characteristics approach
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Outline I- Introduction II- Definition of the Theory III- “A multivariate test of the job characteristics theory of work motivation” Study done by Joseph E. Champoux.. IV- “The Interactive effects of variety, autonomy and feedback on attitudes and performance.” Study Done By Nancy G. Dodd and Daniel C. Ganster. V- Conclusion on the Two Studies VI- Interview with Mr Jihad H. Sabbagh Product Manager at Warner Lambert S.A.L. VII- Summary. I-Introduction The job characteristics theory of work motivation formulated by Hackman and Oldham in 1980 has undergone several studies. In which different and contradicting results found that the theory to be in some instances, accurate in predicting relationships between the 5 job dimensions of the task performed and the level of the 3 psychological states experienced by the employee and in other instances to be far from offering any significant evidence on the interaction between these variables. During our research we came across two significant studies made in this field the first is presented by Joseph E. Champoux, the study conduct a multivariate test of the theory to determine whether there was a significant relationship among the variables and a regression analysis to evaluate the effects and the interactions. The second made by Nancy G. Dodd and Daniel C. Ganster and published in 1996, where three out of the five job dimensions were objectively manipulated to evaluate their effect on perceptions of job characteristics and job outcomes. II- Definition of the Theory: The theory expects a set of five Core Job Characteristics to affect the level of a set of three Critical Psychological States. Skill variety, task identity and task significance should be most strongly associated with experienced meaningfulness of the work. Autonomy is predicted to be most strongly associated with experienced responsibility for work outcomes. Feedback from the job itself is predicted to be most strongly associated with knowledge of the actual results of work activities. The psychological states are then expected to influence the levels of affective and behavioral outcomes. III-“A multivariate test of the job characteristics theory of work motivation.” Study done by Joseph E. Champoux. 1- Objectives of the study. The analysis in this study will determine if the relationships predicted by the theory exists and will also find other relationships not predicted by the theory. Five Job Dimensions Psychological States Affective Outcomes 1-Skill Variety 1-Experienced meaningfulness of the Job 1-High internal work 2-Task Identity motivation 3-Task Significance 2- Experience responsibility for the job outcomes 2-High quality work performance 4-Autonomy 3-High satisfaction with the work 5-Feedback 3- Knowledge of the actual results of work activities 4-Low absenteeism and turnover 2- Conditions of the experiment Sample The sample consisted of 247 employees of a state agency in the United States. The sample had the same number of men and women, more than 70% of them were aged 30 or older of which about 60% of the sample had worked for the agency for five years or more and slightly less than 60% had some college education. Data collection and processing The data used in this analysis were collected from employees of a state agency in the United States using the long form of the Job Diagnostic Survey (Hackman and Oldham 1975, 1980) the long form measures all variables in the job characteristics Theory.
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