Abstract
The impact of job characteristics on organizational success and its members’ work attitudes and behaviors is not new in the field of organizational behavior. However, the empirical work on gauging the influence of job features on affective states of employees and its subsequent impact on work outcomes is rather marginal. The study intends to validate the relationship amid job characteristics, employees’ affective states and their attitudes and behaviors. The five core job dimensions of Job Characteristics Model i.e. skill variety, task identity, task significance, autonomy and feedback have been adopted to determine the characteristics of the job undertaken. Affective Events Theory has been used to examine the hypothesized relationships between the antecedent (i.e. job characteristics) and consequents of affective experiences (i.e. attitudes: job satisfaction, commitment to organization; and behaviors: organizational citizenship behavior and counterproductive work behavior) of the employees while at work. Regression analysis of the survey data from 215 organizational members from private and public organizations in Pakistan, identified the significant impact of job autonomy, skill variety and task significance on the affective states of employees impacting their satisfaction level towards the job. However, the emotional experiences due to job characteristics showed no influence on employee’s commitment towards the organization as well their citizenship and counterproductive work behavior.
Highlights
Prior literature suggests that emotionally intelligent organizations are capable of leveraging the abilities of their human capital to confront the competition in knowledge based world economy more effectively (Jacobs, 2001), legitimizing the innate role of emotions in organizational performance (Zebre, Hartel, & Ashkanasy, 2006)
The items included in the questionnaire for measuring the influence on job characteristics on workforce emotions and its subsequent impact on job satisfaction, commitment to organization, organizational citizenship and counterproductive work behavior are as follows: The five items used for measuring job characteristics construct were adapted from Lawrence (2001)
Job Characteristics Model (JCM) by Hackman and Oldham was adopted by the researcher for determining the features of the work allocated to the employees and its effect on their emotions was measured on a classical scale of positive, negative and neutral
Summary
Prior literature suggests that emotionally intelligent organizations are capable of leveraging the abilities of their human capital to confront the competition in knowledge based world economy more effectively (Jacobs, 2001), legitimizing the innate role of emotions in organizational performance (Zebre, Hartel, & Ashkanasy, 2006). Both psychological and organizational studies (LeDoux, 1998; Isen, 2000) support that affective dispositions and experiences explain distinction in work attitudes and behaviors (Judge & Kammeyer-Mueller, 2008), making it imperative in comprehending the workforce attitudes and behaviors (Ashforth & Humphrey, 1995). The present paper intends to examine the impact of job characteristics on employees’ emotions, and the subsequently how these affective experiences influence on their work related attitudes and behaviors
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
