Abstract
This research examined how perceived job complexity relate to employees' job satisfaction and intrinsic job motivation.Based upon the comprehensive review of previous studies and theoretical discussion, following three hypotheses were tested. Subjects, 325 male workers engaged in centralized railway traffic control, completed a questionnaire involving their (a) perceptions of four job complexity dimensions (variety, autonomy, feedback, and role clarity); (b) intrinsic and extrinsic job satisfaction; (c) subjective expectancy perceptions (concerning the degreee to which his own effort is seen as leading to outcomes he values); (d) intrinsic job motivation; and (e) level of higher order need strength.Hypothesis 1: All four job complexity dimensions will relate more positively to intrinsic job satisfaction (the opportunity to use one's own ability, the feeling of worthwhile accomplishment, the opportunity for personal growth and development) than to extrinsic job satisfaction (e. g., human relations in workshop). For autonomy, feedback, and role clarity dimension, the above hypothesized relationship was confirmed.Hypothesis 2: The relationship between all four job complexity dimensions and job satisfaction will be stronger for Ss having greater higher order need strength (desirous of satisfying higher order needs) than for Ss having less higher order need strength. The result supported this hypothesized moderating effects of individual trait (higher order need strength). That is, correlations between each of four complexity dimensions and job satisfaction (especially intrinsic ones) were higher in the positive direction, and often statistically significant (p<. 05), for Ss having greater higher order need strength.Hypothesis 3: Subjects' intrinsic job motivation will more strongly relate to their expectancy perceptions than to four job complexity dimensions. The result confirmed this hypothesis. That is, correlation between intrinsic motivation and expectancy perception was 0.66, whereas correlation between intrinsic motivation and job complexity dimension (role clarity) was 0.26. Difference between these two correlations was statistically significant at 1 percent level.These findings of the present study indicated two important implications. The first was theoretical (the major variable which determine intrinsic job motivation is expectancy perception), and the second was practical (how to introduce job enrichment program, and it's effectiveness). These two problems were discussed.Finally, some future research needs were pointed out and discussed.
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