Job Characteristics Model Research Articles

How do job characteristics influence the motivation of millennial hospitality employees?

Orientation: Employee retention remains an ongoing challenge for the hospitality industry, especially given the nature of the industry (an often-hectic work environment, long-working hours and perceived poor compensation). The industry also fails to retain millennial employees, which is a grave concern. Research purpose: The investigation studied the impact of job characteristics on the motivation of millennial hospitality employees. The job characteristics model of Hackman and Oldham served as the theoretical guide. Motivation for the study: In addressing the retention issues that the hospitality industry faces, the study provides theoretical and empirical insight on the impact that job characteristics have on the motivation of millennial hospitality employees. Research approach/design: The study employed a quantitative research approach. A structured questionnaire was administered to 96 millennial hospitality employees using QuestionPro. Targeted snowball sampling was used to identify respondents. Partial least squares (PLS) structured equation modelling (SEM) was applied to determine the relationship between the variables. Main findings: The empirical findings revealed a positive relationship amongst task variety, task significance and feedback towards motivation, but a negative relationship between autonomy and task identity towards motivation. Practical/managerial implications: Prospective hospitality employees need to be well informed about the challenges of working in the hospitality industry. Contribution/value added: Autonomy and task identity emerged as factors that do not contribute to the motivation of hospitality employees. Millennial hospitality employees were, however, motivated by task significance, task variety and feedback.

The Role of Job Characteristics, Empowerment and Promotion for Job Satisfaction

Job satisfaction is important because it can form an atmosphere of togetherness, a healthy organizational climate and high morale. Thus the goals of an organization can be achieved. To create job satisfaction, it is necessary to design a job using a job characteristics model called the job characteristics theory. In addition, empowerment and promotion are needed. This study aimed to examine the effect of job characteristics, empowerment, and promotion on job satisfaction. The sample of this research is students who are already working, employees and lecturers of the Faculty of Economics and Business, Universitas Wijaya Kusuma Surabaya, with the following criteria: at least they have worked in the same place for two years. The sample size is 109 people. The analysis technique used is multiple linear regression. Before testing the hypothesis, the validity and reliability tests are first carried out. The results of the validity and reliability test show valid and reliable results. The results of hypothesis testing indicate that job characteristics and job promotions have a significant effect on job satisfaction, while empowerment has no significant effect on job satisfaction. Therefore, companies/agencies need to improve job characteristics through intensive and varied training so that employee skills vary and provide fair and open promotions. To increase empowerment, it is necessary to give responsibility and authority to workers to make decisions. The results of the validity and reliability test show valid and reliable results.

The relationship between physical environment and work stress with job satisfaction

Introduction: Experts consider the physical condition of the workplace and work pressure as important variables affecting job satisfaction. This study aims to investigate the relationship between workplace physical condition and work stress with job satisfaction. Materials and Methods: This research is applied in terms of purpose, and according to the nature of the subject and its objectives, is descriptive-correlational. The statistical population of this survey is all employees of one of Assaluyeh Petrochemical Companies in 2020. The sample's size is 290 people who were selected by simple random sampling method. Job Descriptive Index (JDI has been used to measure the concept of job satisfaction and its components, Minnesota Satisfaction Questionnaire (MSQ) and the Job Characteristics Model (JCM) were also used. A researcher-made questionnaire was used to measure the variables of physical conditions of work environment and work pressure SPSS software was used to analyze the data and descriptive statistical methods such as one-dimensional tables, mean and inferential methods such as factor analysis, correlation coefficient, and regression were used. Results: The average score of job satisfaction is 67.04, the physical work environment is 40.69, and work pressure is 60.17. The correlation between job satisfaction and physical conditions of the workplace and work stress, at a significance level of 0.01, is equivalent to 0.407 and -0.428, respectively. R = 0.496 and R2 = 0.246 were calculated. The regression coefficients are 0.298 and -0.321, respectively. Conclusion: The results show that the job satisfaction score is above average, the physical condition of the workplace is below average, and the workload is above average. There is a direct relationship between job satisfaction and physical conditions of the work environment and an inverse relationship between job satisfaction and work pressure.

Analyzing the Role of Motivation as a Moderate Factor on the Relationship between Personality and Organizational Commitment

This article examines the moderate role of motivation on the relationship between the big five model of personality traits and organizational commitment as an attempt to understand the influence of multitude psychological and motivational factors on employees’ behavior towards their organizational commitment.
 In general, the idea of this framework is taken from personality aspect and Theory of Commitment of (Allen & Meyer, 1996) which focus on how well the job is being performed by employees rather than only asking if they are doing their job. The basic foundation for forming and developing this new framework is: (1991) Allen & Meyer’s model of Organizational Commitment, Job Characteristics model of employee motivation for Hackman & Oldham (1975), and Big Five Model of Personality for Cost & McCrae.
 In this study, data has been collected from surveying 241 employees of one of the private universities in Turkish Republic of Northern Cyprus (TRNC), results indicate that personality has a significant negative relationship with organizational commitment (r= -.729).
 The importance of this framework is epitomized in deeply understanding the work and personnel psychology aspects according to the interrelated effects of personality and extrinsic motivation on employees’ behavior that will help organizations to seek and tailor best solutions to their problems and to achieve organizational development, effectiveness, and employees’ well-being.

Just Let Me Do My Job!

This study seeks to broaden our understanding of the popular, yet under-researched, concept of micromanagement in the IT workforce by exploring IT professionals' trust in the competence of their supervisor as an antecedent to their perceptions of being micromanaged. The study also explores whether felt responsibility is the mechanism via which micromanagement negatively affects IT professionals' job satisfaction and organizational commitment, both proximal factors of turnover. These relationships are explored under the aegis of the Management Control Systems models, leader-member exchange theory, and the job characteristics model. Results indicate that trust in supervisor competence is a significant antecedent to IT professionals' perceptions of being micromanaged and that felt responsibility fully mediates the relationship between micromanagement and organizational commitment. The findings underscore the importance of building IT professionals' trust in their supervisor's competence and suggest that organizations proactively provide early intervention to negate the potential adverse impact on organizational outcomes.

When and How Job Design Influences Work Motivation: A Self-Determination Theory Approach.

Based on self-determination theory and job characteristics theory, this study aims to provide a systematic and comprehensive model simultaneously investigating the relationship between job characteristics and two forms of work motivation (i.e., controlled motivation and autonomous motivation). To examine the proposed model, we recruited employees working in multiple Chinese industries and collected 435 valid questionnaires. The results indicate that job characteristics have a significantly positive effect on basic psychological needs satisfaction, which, in turn, positively affects autonomous motivation and negatively influences controlled motivation. In addition, basic psychological needs satisfaction mediates the linkage between job characteristics and positive or negative work motivation. Moreover, when an employee had high positive affectivity, job characteristics were more likely to fuel their basic psychological needs satisfaction. In contrast, job characteristics were more likely to be the depressor of these needs satisfaction when an employee possesses high negative affectivity. Our findings revealed that the degree of three needs satisfaction at work is a convincing and identifiable psychological mechanism between job characteristics and two types of work motivation. Also, work affectivity may influence the different perceptions of job characteristics, reminding managers that personality traits are a non-negligible factor in job design. Overall, this paper extends the application of the job characteristics model by revealing when and how job characteristics influence two types of work motivation and further puts forward managerial implications.

Personality Prediction using through CV Analysis

This Human Resource Management is obviously bolstered by and gave more open doors by the improvement of Job Characteristics Model (JCM) which thusly depends on the idea of present day occupation plan. Luckily, the advancement in present day data framework, computerized innovations, the general access of electronic innovation and web prompted the tendency of the worldwide Human Resource. The board improvement and make the framework more pertinent. Following the pattern, the proposed framework attempts to structure an arrangement to coordinate Job Characteristics Model into E-HR framework to scan for another model of proficient activity on Human Resource Management in the Internet Age. In this venture, we present a lot of strategies that makes the entirety enlistment process increasingly viable and productive. We have executed a framework that positions the competitors dependent on weight-age arrangement just as a bent test. Today there is a developing enthusiasm for the character attributes of an up-and-comer by the association to more readily look at and comprehend the competitor's reaction to comparable conditions. Along these lines, the framework directs a character expectation test to decide the character attributes of the applicant. At long last, it shows the consequences of the contender to the selection representative who assesses the top competitors and waitlists the applicant. This system can used in many business sectors that may require expert candidate. This system will reduce workload of the human resources. This system will help the human resource to select right candidate for desired job profile, which in turn provide expert workforce for the organization. Admin can easily shortlist a candidate based on their online test marks and select the appropriate candidate for particular job profile. This will enable a more effective way to short list submitted candidate CVs from a large number of applicants providing aconsistent and fair CV ranking policy, which can be legally justified

Revisiting the Hackman and Oldham Job Characteristics Model and Herzberg’s Two Factor Theory: Propositions on How to Make Job Enrichment Effective in Today’s Organizations

In the increasingly competitive business landscape of today’s world, human resource management ought to optimize on the organization’s most important resource, the human resource, to maintain competitiveness. Such is possible through continually building into the motivation and job satisfaction of employees. While attaining both motivation and job satisfaction would ordinarily require different approaches, one of the most fundamental of approaches is through job enrichment interventions. This paper thus sequentially argues from propositions of two widely acclaimed theories viz the job characteristics model and the Herzberg’s two factor theory that the creation of good work environments, regularly enhancing employee’s skills and applying inspirational motivation and individual consideration could lead to success of job enrichment interventions, thereby leading to enhanced employee motivation, enhanced job satisfaction, and enhanced organizational performance.

Astropharmacy: Exploring the Pharmacist’s Role in Space travel

Abstract Introduction Significant alterations occur in human physiology and the way medications function in space (1). Understanding the efficacy and pitfalls of pharmacological intervention and developing space-related pharmacy services is therefore integral to ensuring a sustained presence for human spaceflight. In contemporary society, the pharmacist plays a significant role in a person’s health. However, pharmacist input towards the spaceflight participant’s health is minimal to nil. Aim: T o explore stakeholder perspectives towards the role of Astropharmacy in the space sector. Methods Pharmacists (n = 18) across the globe and space sector participants (n = 18) from governmental, commercial, and space tourism sectors participated, via 27 qualitative interviews and three focus groups. Participants were recruited via purposive and snowball sampling. A six-step thematic analysis was used and mapped into the Job Characteristics Model (JCM). JCM is a theory within work design, aiming to promote work experiences and personal outcomes. There are five job dimensions – skill variety, task identity, task significance, autonomy, and feedback which influence three psychological states required for a well-designed job. The three psychological states are meaningfulness, responsibility, and knowledge of work results, which lead to positive work and personal experiences (2). Results Three key themes were generated: medication management, medication research, and regulation/licensing. Medication management encompassed safeguarding the space traveller’s health, like space tourists, by conducting medication reviews (pre-and post-flight), medication advice (digital astro-telepharmacy information services during spaceflight) and developing personalised medication. Medication management also included ensuring shelf-life and continuous medication supply for deep space exploration. Medication research included novel drug development, innovative manufacturing, and understanding clinical applications of the pharmacokinetic and pharmacodynamic changes of medications in space. Innovative manufacturing like 3-D printing raises questions regarding the need for regulations/licensing of medications use and manufacturing in space. Based on the JCM our findings indicate that Astropharmacy possesses diverse duties eliciting meaningfulness, with clear responsibility and observable workplace results promoting task significance, and both the medication and patient focus promoting task identity. Autonomy was blurred within Astropharmacy as a degree of autonomy is needed due to the field’s novelty, but workforce regulations by governmental space agencies are expected. Lastly, workplace feedback can be achieved in Astropharmacy through performance reviews. Conclusion The Astropharmacy role is perceived to involve medication management, medication research and regulation/licensing of medications for space. The work design of astropharmacy is well-reflected in the JCM, implying that a novel and energising opportunity for the pharmacy profession is forthcoming. Although the data generated by qualitative research are not generalizable to other settings, these themes represent the first study to investigate the space sector qualitatively in the context of pharmacy, providing rich foundational data for future research. Consequently, the amalgamation of two previously distinct workplace domains may be a conceivable reality for the future of pharmacy practice.

The Diminishing Effect of Transformational Leadership on the Relationship Between Task Characteristics, Perceived Meaningfulness, and Work Engagement.

The topic of employee work engagement in the public sector has attracted broad attention because it is critical to the efficiency and effectiveness of public services. Based on the Job Characteristics Model (JCM) and the Integrative Theory of Employee Engagement (ITEE), the present research adopts a multilevel design to examine a moderated mediation model in which task characteristics (i.e., task autonomy and task significance as level-1 predictors) and social context (i.e., transformational leadership as a level-2 moderator) jointly impact employee work engagement via individual perception of meaningfulness in work. A total of 349 grassroots police officers from 35 police substations were invited to anonymously complete a survey via mobile app. After performing the cross-sectional analysis, the results indicated that in contrast to task significance, the conditional effect of task autonomy on work engagement via perceived meaningfulness was more positive at a lower level of transformational leadership. Implications, limitations, and future research directions are discussed.

Internship Not Hardship: What Makes Interns in Startup Companies Satisfied?

Background: Job satisfaction is a key factor in organizational growth and success. Intern satisfaction, on the contrary, has not received much attention, despite its effect on all relevant players. Purpose: The purpose of this study is to examine factors affecting intern satisfaction in startup companies through the lens of the Job Characteristics Model (JCM) and additional work environment characteristics. Methodology/Approach: A total of 434 undergraduate students—participating in an unpaid internship for 10 weeks—filled out a 20-item survey regarding their experience. Items were designed to measure core job characteristics, the consequent experienced psychological states, work environment characteristics, and participants’ satisfaction. Findings/Conclusions: Factors affecting intern satisfaction corresponded to predictions of the JCM as evidenced by three mediation models. Core job characteristics predicted hypothesized psychological states, which then predicted intern satisfaction. Learning opportunities, supervisor support, and organizational atmosphere contributed significantly in explaining additional satisfaction variance. Implications: Internship programs in startups potentially benefit all sides: students, institutions, and companies. In coordinating and planning these programs, both the universities and the companies would do best to consider the psychological factors that best predict the intern’s satisfaction—feelings of responsibility, meaning, and knowledge of work results—in addition to offering learning opportunities, supervisory support, and a positive organizational atmosphere.

Towards Sustainable Human Resource Development of Convention Project Managers: Job Characteristics and Related Differences in Core Competency

There are currently extensive discussions on the remarkable development of the convention industry and the impact on local economies made by convention visitors, but there is limited research on the human resources expertise which is crucial for sustainable and qualitative development in the field of convention. This study aims to examine differences in core competencies based on the type of job characteristics model of convention project managers. Based on the existing literature, quantitative and qualitative mixed-methods design was used. 12 semi-structured interviews were conducted with professionals to define measurements, especially core competencies. Job characteristics and core competencies were identified with a survey of 392 convention PM. By using a cluster analysis, it investigated the differences in perception of competencies according to the job characteristics model. As a result of the analysis, five job characteristics were verified, and core competencies that were not organized were classified. In addition, it was confirmed through the analysis that there is a difference in perception of core competencies according to job characteristics. Based on the results, this study stresses the importance of the qualitative and sustainable development of the convention industry. Theoretical and practical implications were provided to enhance core competencies according to job characteristics for sustainable growth of convention project managers.

Job Design and Sustainability of Tertiary Institutions in South East, Nigeria

Tertiary institutions in southeast Nigeria have in the past been bedeviled with the challenge of achieving optimal performance as a result of seemingly poor job structure as exemplified by low skill variety and poor task identity which has lead to various industrial actions. Therefore, this study examined the relationship between job design and sustainability of tertiary institutions in South East, Nigeria. The study was anchored on Hackman and Oldham's (1975) Job Characteristics Model (JCM). The population of the study consisted of 9240 academic and non-academic staff of six tertiary institutions in South East, Nigeria. Taro Yamane formula was used to determine the sample size of 383. Hypotheses were tested using Pearson Product Moment Correlation Coefficient at 5% significance level. The findings confirmed that there was a significant correlation between skill variety and employee empowerment and between task identity and workplace flexibility. It was therefore recommended among others, that managers of tertiary institutions in the South-East should take a proactive role in designing jobs that take care of the main job characteristics in the institutions.

Withholding effort in sharing knowledge in online space: differential effects of task characteristics

Purpose Knowledge withholding is an important but under-studied topic, which refers to the phenomenon that individuals give less than full effort to contributing knowledge. This study aims to investigate the differential effects of task characteristics on individuals’ knowledge withholding behavior in online space, this study develops and empirically verifies a theoretical model that covers the five core task characteristics in job characteristics model (autonomy, identity, feedback, skill variety and significance), knowledge sharing self-inefficacy and withholding effort in sharing knowledge. Design/methodology/approach Using an online survey method, this study collected empirical data from 351 general internet users from 30 provincial administrative units in China. The data were analyzed using the structural equation modeling technique of partial least squares. Findings The analysis results indicate that autonomy negatively affects, while identity, skill variety and significance positively affect users’ knowledge withholding behavior in online space through the mediation of knowledge sharing self-inefficacy, and that three task characteristics (autonomy, identity and feedback) strengthen the relationship between knowledge sharing self-inefficacy and knowledge withholding. Practical implications This study provides valuable insights for reducing knowledge withholding behavior in online space. Operationally, different levels of task characteristics such as autonomy, identity and feedback can be set to prevent users from perceiving themselves as inefficacious, and to weaken the behavioral expression of knowledge sharing self-inefficacy. Originality/value This study provides a comprehensive understanding of the differential effects of task characteristics on knowledge withholding in online space, and improves the cognition of the boundaries of withholding effort in sharing knowledge in online space.

The Status of Applying Job Characteristics Model from the Viewpoint of the Employees at the University College of Applied Sciences in the Southern Governorates – Palestine

تهدف الدراسة إلى التعرف على واقع تطبيق نموذج خصائص العمل الخمس الواردة في نموذج هاكمان أولدهام وهي (الاستقلالية، وتنوع المهارات، وهوية الوظيفة، والشعور بأهمية الوظيفة، والتغذية الراجعة) من وجهة نظر العاملين في الكلية الجامعية للعلوم التطبيقية بالمحافظات الجنوبية. تكون مجتمع الدراسة من العاملين الأكاديميين والإداريين بالكلية الجامعية والبالغ عددهم (580) موظفاً، وتمثلت عينة الدراسة بـ(120 (موظفاً باستخدام طريقة العينة العشوائية البسيطة بنسبة (20.68%). استخدم الباحثان في هذا البحث المنهج الوصفي التحليلي، وتم تحليل استبانات البحث باستخدام عدد من الأساليب الإحصائية بواسطة حزمة البرامج الإحصائية للعلوم الاجتماعية “SPSS” ، وتوصلت الدراسة للنتائج الآتية: يوجد موافقة بدرجة كبيرة من قبل أفراد العينة على فقرات خصائص العمل حيث بلغت درجة الموافقة 74.47%، فقد احتل بعد تنوع المهارات المرتبة الأولى بوزن نسبي 79.76%، تلا ذلك بُعد أهمية العمل الذي احتل المرتبة الثانية بوزن نسبي 74.67%، أما بعد التغذية الراجعة فقد احتل المرتبة الثالثة بوزن نسبي 74.61%، ثم جاء بعد وحدة العمل في المرتبة الرابعة بوزن نسبي 72.73%، بينما جاء في المرتبة الخامسة بعد الاستقلالية بوزن نسبي 70.49%. أيضا توجد فروق ذات دلالة إحصائية عند مستوى معنوية 0.05 بين متوسطات إجابات المبحوثين حول تطبيق نموذج خصائص العمل تعزى إلى العمر. لا توجد فروق ذات دلالة إحصائية عند مستوى معنوية 0.05 بين متوسطات إجابات المبحوثين حول تطبيق نموذج خصائص العمل تعزى إلى (الجنس، المؤهل العلمي، سنوات الخدمة، المسمى الوظيفي). أوصت الدراسة بالتالي: زيادة الاهتمام بتنوع المهارات وتكليف العاملين بعدد أكبر من أجزاء العمل ضمن مجال التخصص فضلاً عن حاجتهم لمزيد من الاستقلالية لإنجاز اعمالهم؛ السعي إلى إيجاد وصف وظيفي واضح ومتكامل يشتمل على المهام والاختصاصات والأدوار الوظيفية لكافة العاملين في الكلية الجامعية؛ العمل على منح وتحديد الصلاحيات الوظيفية للعاملين بالكلية كافة، كلّ وظيفة حسب مستواها الإداري وبما يتلاءم مع طبيعة العمل الوظيفي؛ بالإضافة إلى التركيز على اتباع التدرج الهرمي الوظيفي في اتخاذ القرارات وتنفيذ الأعمال والإجراءات، مما يساهم في توحيد الإجراءات والقضاء على الازدواجية في استقبال الأوامر والتعليمات. This study aims to identify the status of applying the job five characteristics that contained in the Hackman – Oldham model which are: (independence, diversity of skills, job description, job loyalty and feedback) from the employee’s point of view at the university college of applied sciences in the Gaza Strip. The population of the study consists of (580) academic and administrative employees. Sample random method is used in this study that is (20.68%). Descriptive and analytical approach is used; in addition of using SPSS program to analyze the study questionnaires. The results of the study are as following: there is a high agreement on job characteristics’ paragraphs according to the point of view of the sample, which is (74.47%). The arrangement of the five job characteristics are as follow: the first one is diversity of skills with a relative weight of 79.76%, then job loyalty with a relative weight of 74.67%, the third one is the feedback with a relative weight of 74.61%, and the fourth one is job description with a relative weight of 72.73%, while independence is the fifth one with a relative weight of 70.49%. There are statistically significant differences at significance level of 0.05 for applying job characterize model due to age. There are no statistically significant differences at significance level of 0.05 for applying job characterize model due to (gender, educational level, years of service and career level). The study recommends that: there is a need to increase the skills diversity and to assign employees with many tasks within their specialization, in addition of providing independence in order to accomplish employee’s tasks; there is a need to seek for a clear and integrated job description that includes employee’s tasks, specializations and job roles in the University College; defend and clarify functional job to all employees according to their job’s description and their administrative level; make decisions, procedures and tasks according to the career hierarchy; to contribute standardizing procedures and preventing duplication of receiving orders and instructions.

Job Satisfaction and Employee Performance at Finlays Kenya Limited in Kericho County, Kenya

Employees in an organization have always been key assets and their departure could have significant effect on the implementation of the organization’s performance and may eventually cause a phenomenal decline in productivity. As such, employees’ job satisfaction is important in the long-term growth and success of a company. Employee satisfaction would ensure customer satisfaction and effective succession planning. The productivity and efficiency of human resource depend upon a number of dynamic factors which range from personal factors to organizational policies. Job satisfaction being one of the very most important factors which impact the productivity of human resources. Human resource is therefore one of the most important assets in any organization which serves as an engine in the organization for providing a sustainable source of energy and service delivery. This study sought to establish the relationship between job satisfaction and employee performance at Finlays Kenya Limited. The specific objectives of the study were to determine the influence of work environment, remuneration, promotions and training and development on employee performance at Finlays Kenya Limited. The study was anchored on Hertzberg’s Two Factor Theory, Locke’s Range of Affect Theory and Maslow’s theory. The job characteristics model has also been used to anchor the study. The study used descriptive research design. The target population of this study comprised of permanent employees at Finlays Kenya Limited who total to 641 ranging from engineers, accountants, high level managers, middle level managers and supervisors. Stratified random sampling was used to select the sample size of 128 which is 20 percent of the total study population. The validity of this research employed the econometric technique to establish the relationship between job satisfaction and employee performance at James Finlays Kenya Limited. Cronbach's Alpha was used to measure the co-effective of internal consistency and in this way reliability of the instrument. Primary data was collected using a semi structured questionnaire administered to respondents. Data collected was analysed through descriptive and inferential statistics by the use of SPSS. Findings were presented by use of tables, frequencies, percentages, means and standard deviation. The findings of the study will be useful to the manufacturing and service industry players. The study concluded that job satisfaction has a significant direct influence on employees’ performance. Salary and other rewards constitute the most important element of job satisfaction besides promotions/job position which enables employees to do the job and meet their expectations. At the same time, leadership is necessary for employees’ performance with senior managers at prime position to influence performance of their employees through job satisfaction. The researcher therefore recommends that, organizations should invest highly on training and development of their employees, their remunerations, and promotions as well as improve their working conditions in order to realize the desired employees’ output.

Task satisfaction: the effect of relative performance information versus outcome feedback

PurposeIn this empirical study, the primary aim is to examine whether the type of feedback provided, relative performance information (RPI) vs outcome, affects individual's task satisfaction in a context without financial incentives. A secondary objective is to explore whether differences in individuals' task satisfaction were associated with their performance level.Design/methodology/approachParticipants completed a mundane, effort-based task in a 1 × 2 between-subjects experimental design where the type of feedback was manipulated at two levels (RPI vs outcome).FindingsThe results revealed a positive link between providing RPI feedback to individuals and their self-reported task satisfaction compared to individuals provided with outcome feedback. We find that individuals' task satisfaction is not associated with their task performance, supporting our prediction that the level of knowledge of results affects individuals' task satisfaction.Research limitations/implicationsThe experimental task used in this study was mundane and effort intensive. Consequently, future research may be needed to examine whether the results generalize to more creative, less effort-intensive tasks. This study also utilized student participants as a proxy for employees, which is appropriate for the task, but may not generalize to organizational settings requiring specialized knowledge or task experience.Practical implicationsThe findings suggest that organizations may find providing employees with RPI to be a relatively low-cost, non-financial incentive for improving employee task satisfaction, a construct documented to reduce employee turnover and absenteeism.Originality/valueWhile prior research focuses on the effects of providing RPI on individuals' performance and effort, this study extends prior research to individuals' task satisfaction, an affective construct, illustrating that RPI is multi-dimensional. Our results also have implications for theory. We extend the feedback proposition of the widely applied Job Characteristics Model (JCM) by illustrating the type of feedback provided to individuals has task satisfaction effects beyond those associated with the mere presence of feedback.

Job Characteristic Model Terhadap Employee Engagement Pada PTPN VIII Dayeuhmanggung Garut

PTPN VIII Dayeuhmanggung is one of the tea plantation in Cilawu District, Garut Regency, West Java Province. The problem that occurs in PTPN VIII Dayeuhmanggung is that employees must accept every decision made by the company even though they are not in accordance with their abilities and employees feel that the work they get is not as expected. The purpose of this study was to determine the applied job characteristics model and employee engagement, as well as the effect of the job characteristics model on employee engagement at PTPN VIII Dayeuhmanggung Garut. The theory used in this study is the job characteristics model according to Robbins and Judge (2017), and employee engagement according to Schaufeli and Bakker (2010). The data analysis technique used is descriptive analysis, classical assumption test, correlation analysis, simple regression analysis, and the coefficient of determination. The results of this study indicate that the job characteristics model and employee engagement at PTPN VIII Dayeuhmanggung are classified as good, and there is a positive effect of the job characteristics model on employee engagement, meaning that any added value of the job characteristics model will have an effect on the addition of employee engagement values.

Exploring the mediating role of work engagement between the linkages of job characteristics with organizational engagement and job satisfaction

PurposeThe purpose of this study is to empirically test a hypothesized model establishing job characteristics as an antecedent of work engagement leading to job satisfaction and organizational engagement of employees working with public sector banks (PSBs) in India.Design/methodology/approachBased on responses to a survey questionnaire by a sample of 622 Scale I employees of Indian PSBs, the hypothesized mediation model was tested with SPSS macro (Preacher and Hayes, 2004).FindingsThe testing of hypotheses established that job characteristics positively influence work engagement, organizational engagement and job satisfaction. The full mediation by work engagement between the relationships of job characteristics with job satisfaction and organizational engagement is established after the testing of mediation hypotheses.Practical implicationsJobs of banks (especially in the public sector) are recommended to be enriched with more emphasis on offering employees with identifiable and significant tasks that have autonomy in decision-making and feedback. PSBs should also focus on developing a positive perception of employees toward job design, to increase their levels of job satisfaction and organizational engagement through engaging them with work.Originality/valueThe contribution of this study should be understood in many ways. First, the study has introduced work engagement as a mediator in the study model (between job characteristics and job satisfaction) replacing the three psychological conditions (i.e. experienced meaningfulness, experienced responsibility and knowledge of results) of job characteristics model. Further, the main contribution of this study is the exploration of the linkage between work engagement and organizational engagement. The relationship between these two forms of engagement (i.e. work and organization) has been very rarely investigated in the literature. Finally, this study has attempted to hypothesize a model proposing work engagement as a mediator between the job characteristics and organization engagement which does not seem to be studied so far.

Techtalent's Job-Hopping Storm: Alarm or Opportunity?

This case discusses the decision by a product manager, Lin, in the high-tech industry, of staying or leaving his current job while having to keep up the morale of his subordinates. Issues to be considered include work relationships, family-friendly culture, and the reputation of the current organization, as well as an invitation to join a competitor company from Lin's former supervisor, who was once a star senior vice president at the company; the job sounds attractive for its challenges and the vision described by the former supervisor. Lin's current company, established 42 years earlier, is reaching maturity from the organizational life cycle perspective and ready for another product paradigm shift. It urgently needs more innovative actions and talents. This paper's learning objectives include understanding how to retain talents through organizational inducements, how organizational culture develops, and how different human resource strategies can be employed at various stages of an organization's life cycle. Motivation theories, such as the job characteristics model and fit theory, are also introduced. Teaching notes are provided at the end.