Abstract
The Job Characteristics Model, the accompanying Job Diagnostic Survey (JDS) and the proposed steps for improving motivation, satisfaction and performance have been functionally utilized in South Africa as a revised job redesign practice to address some critical human resources problems currently facing managers and human resources practitioners. The aim of the study was ] to determine the construct validity of the Revised Job Diagnostic Survey (JDS) in the South African context. The Revised JDS was evaluated using item analysis and confirmatory factor analysis. The finding of this study is in favour of the Revised JDS as a reliable and factorially valid instrument for South African use. The promising results of this study should pave the way for further research and the search for more conclusive evidence on the construct validity of the Revised JDS in the South African context.
Highlights
Job characteristics play an important role in organizational theory
The purpose of this study is to examine the construct validity of the Revised Job Diagnostic Survey (JDS) on a South African sample
The Job Characteristics Model and the JDS had been used in South Africa for years without any sound evidence on its construct validity in the South African context
Summary
Job characteristics play an important role in organizational theory. It makes it possible to identify differences and similarities between jobs and to determine internal work motivation in designing and redesigning jobs (Idaszak & Drasgow, 1987).Hackman and Oldham (1976) have identified and defined the following five job characteristics: Skill Variety: the degree to which the job requires a variety of different activities; Task Identity: the degree to which the job requires the completion of a whole and identifiable piece of work – doing a job from beginning to end with a visible outcome; Task Significance: the degree to which the job has a substantial impact on the lives or work of other people; Autonomy: the degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out; and Feedback: the degree to which carrying out the work activities required by a job results in the individual’s obtaining direct and clear information about the effectiveness of his or her performance.Hackman and Oldham (1975) developed the Job Diagnostic Survey (JDS) to measure these five core job characteristics.
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