Effects of Changes in Job Characteristics on Some Theory-Specific Attitudinal Outcomes: Results from a Naturally Occurring Quasi-Experiment

Abstract

The present research examined changes in motivational properties of jobs as measured in the theoretical context of Hackman and Oldham's [19761 job characteristics model through a quasi-experimental design. In an effort to reduce utility costs, a manufacturing organization underwent a planned change from a 5-to a 4-day work week. Changes in characteristics ofjobs in the organization which resulted from the shortened work week were introduced without regard for the motivational consequences of the new schedule. Neither "expectation levels" (King, 1974) nor organizational policies pertaining to the reward system were changed when the 4-day work week was implemented. The overall design of the planned change resembled that of a quasi-experiment, permitting examination of the causal impact of changes in core job dimensions on employee attitudinal outcomes. Measures of core job dimensions and outcome variables were collected before and after the change. Results showed that the group characterized by an increase in the motivational properties of their jobs experienced corresponding changes in theory-specific attitudinal outcomes. While there was no effect on employee growth need strength (GNS) as a result of the changes in motivational properties of jobs per se, high GNS employees did respond more sensitively and predictably to changes in their jobs than did low GNS employees.