Survey

1
Survey

• Complete job satisfaction survey for a current or
  previous job experience
• Calculate sum of all items for overall job
  satisfaction

2
Job Characteristics Theory

• Complete the Job Diagnostic Survey (JDS)
• Complete the Self-Scoring calculations
• Skill variety, Task identity, Task significance,
  Autonomy, Feedback
• Motivating Potential Score (MPS)
• Growth Need Strength (GNS)

3
Your scores

• MPS
• lt 50
• Between 50 and 150
• gt 150

• GNS
• lt 5.0
• Between 5.0 and 5.5
• gt 5.5

4
Mean scores (1970s)
5
Job Characteristics Theory

• Figure 9.1, p. 157

Affective and Behavioral Outcomes
Critical Psychological States
Core Job Characteristics
Moderators
6
Core Job Characteristics

• Skill Variety
• The degree to which the job has many different
  activities using several skills, abilities, and
  talents of the person.
• Task Identity
• The degree to which the job lets a person do a
  whole piece of work from start to finish.
• Task Significance
• The degree to which the person doing the job
  perceives it as important to others in the
  organization or clients in the organization.
• Autonomy
• The degree to which the person has discretion in
  deciding how the job will be done and when it
  will be done.
• Feedback
• The degree to which the person learns about the
  quality of his job performance while doing the
  tasks. Feedback from the job includes feedback
  from clients directly served by the job, but not
  feedback from a supervisor or coworkers.

7
Psychological States

• Skill variety
• Task identity
• Task significance

• Experienced meaningfulness
• the work is important

8
Psychological States

• Experienced responsibility for outcomes

• Autonomy

9
Psychological States

• Feedback
• from job

• Knowledge of the
• actual results of work
• activities

10
Outcomes

• Internal work motivation
• Growth satisfaction
• General job satisfaction
• Work effectiveness

11
Moderators

• Knowledge and skill
• Growth need strength
• Need for stimulation/challenge/development
• Context satisfaction
• Quality of supervision
• Compensation system
• Job security
• Immediate coworkers

12
How moderators work
Moderator is high
High
Moderator is low
Outcomes
Low
50
100
150
Motivating potential
13
Wrap Up

• Good job design is a powerful motivator, without
  the use of extrinsic rewards
• Certain individuals and contexts are more likely
  to benefit from good job design than others
• Managers should know how to identify or create
  opportunities to motivate employees through job
  design

14
Next week

• Read Stress Chapter 2, pp. 40-59.
• Read Insanity Inc. and Sanity Inc. cases
• Discussion questions
• How would you characterize these two workplaces
  in terms of stress?
• Are these organizations typical workplaces? Why
  or why not?
• Which organization would you prefer to work for?
  Why?
• Deadline for submitting group member names for
  term paper and presentation