Abstract
This study aims to reveal the dimensions of job characteristics' causal effects on the dimensions of job performance perception and the mediating role of extrinsic and intrinsic job satisfaction in this relationship. All the variables are examined for individual-organization interaction at the individual level. Primary research data were gathered by using a structured questionnaire that included valid and reliable scales, namely Job Characteristics Inventory, Minnesota Job Satisfaction Questionnaire, and The Job performance quality scale. The sample of the study consists of 472 employees randomly chosen from five private and public hospitals in Turkey. Exploratory and confirmatory factor analyses are used for factor validation. Path analysis and bootstrap analyses are used to detect direct and mediating effects on a path model using the structural equation modeling technique. Findings revealed that skill variety and friendship have a positive causal effect on compliance and task performance. Friendship, skill variety, and autonomy have a positive causal effect on job satisfaction. Internal job satisfaction has a positive causal influence on compliance, contextual, and task performance. Friendship, skill variety, and autonomy's causal effects on compliance, contextual, and task performance are mediated by intrinsic and extrinsic job satisfaction.
Highlights
In early studies of job design and work engagement, the need for previous empirical pieces of evidence to test the job characteristics' causal effects on individual work behavior is emphasized (Hackman & Lawler, 1971)
In the following research history, core and interpersonal job characteristics such as job identity, autonomy, skill variety, feedback, cooperation, and friendship have been separately investigated for the correlations with job performance and job satisfaction in various empirical studies that stemmed from Job Characteristics school
The results indicated that skill variety has a direct positive impact on compliance performance and task performance
Summary
In early studies of job design and work engagement, the need for previous empirical pieces of evidence to test the job characteristics' causal effects on individual work behavior is emphasized (Hackman & Lawler, 1971). Even though some researchers indicated the need for more empirical research testing the job characteristics' effects on performance perception and the mediating role of job satisfaction is required (Fried & Ferris, 1987; Loher et al, 1985; Wegman et al, 2018), there found only a few studies on job characteristics' direct determination on job satisfaction and job performance and the mediation effect of job satisfaction on the relationship between job characteristics and job performance perception in Wegman et al.'s (2018) meta-analysis. This study is designed to fill this gap in the literature by testing the direct causal effects of job characteristics on job performance. The mediation of job satisfaction in the relationship between job characteristics and job performance perception is tested in this study
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Published Version
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