Abstract
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.
Highlights
The Job Characteristics Model of job redesignHackman and Lawler are considered the fathers of the original job characteristics theory (Miner, 1980: 230)
Johns, Xie and Fang (1992) found some support for this notion, they conclude that ‘the results provide relatively good support for the basic job characteristics model’
Porter and Miles stipulate specific criteria for dealing comprehensively with phenomenon in the workplace relating to demotivation, dissatisfaction and marginal performance
Summary
Hackman and Lawler are considered the fathers of the original job characteristics theory (Miner, 1980: 230). Two further worker characteristics are growth-need strength, and knowledge and skill (Kulik, Oldham & Hackman, 1987: 283) which are depicted in the model as moderators both between the job characteristics and psychological states, and between the psychological states and outcomes, Johns, Xie and Fang (1992: 659) report that most researchers have restricted moderator tests to the direct relationships between the job characteristics and outcomes. Hackman and Oldham (1976: 262-264), in their original formulation of the model, in actual fact provide evidence of a difference in status between the psychological states They tested the hypothesis whether predicting the outcomes (internal work motivation, general job satisfaction, growth satisfaction, absenteeism and rated work effectiveness), using the psychological states, is maximized when the three psychological states are used as a single unit, versus when any of the possible pairs of the psychological states are used, or when the psychological states are utilized individually. This is true for the critical psychological states and the role of moderator variables’
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