Development and test of an occupational taxonomy based on job characteristics theory

Abstract

The use of occupational classification systems has enjoyed a long tradition in vocational behavior. This study attempted to develop a new classification of occupations based on the degree of variety, identity, autonomy, significance, and feedback—major job characteristics often identified with the motivational potential of jobs. Based on two randomly drawn samples from 1515 respondents in the Quality of Employment Survey, 1977: Cross-Section ( R. Quinn & G. Staines, 1979, Survey Research Center, University of Michigan, Ann Arbor, MI), a cluster analysis revealed 10 relatively homogeneous clusters of jobs across both samples. Additional analysis suggested further support for the taxonomy when between-cluster differences appeared to explain the relationship between the job characteristics and job satisfaction, organizational size, and prestige while within-cluster effects for these same variables were nonsystematic. Interpretation of the taxonomy centers on differences between levels of variety and autonomy versus different levels of identity, significance, and feedback across the 10 profiles. The taxonomy is also interpreted using the 15 most frequently occurring occupations in the study sample. Finally, the counseling implications of the results are discussed; limitations of the study are noted and the need for additional research is suggested.