Job characteristics theory is a theory of work design that sets out a group of implementing principles for enriching jobs within organizational settings. Its original version proposes a model of five core job characteristics, skill variety, task identity, task significance, autonomy and feedback, that shape work-related outcomes such as motivation, satisfaction, performance, absenteeism and turnover, and it holds that this influence runs through three psychological states: experienced meaningfulness, experienced responsibility, and knowledge of the results of one's work.
Facts
Core ClaimJob characteristics theory holds that five core job characteristics, skill variety, task identity, task significance, autonomy and feedback, shape three psychological states that in turn drive employee motivation, satisfaction and performance. 1 Connections
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Source Wikipedia: Job Characteristic Theory
In Branch
Source Wikipedia: Job Characteristic Theory
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1. Wikipedia: Job Characteristic Theory
Wikimedia FoundationHistory section
In 1975, Greg R. Oldham and J. Richard Hackman constructed the original version of the Job Characteristics Theory (JCT), which is based on earlier work by Turner and Lawrence and Hackman and Lawler.
Associated With: Two-Factor Theory, Individual difference factor section
In response to one of the disadvantages of Motivator-Hygiene Theory, Job Characteristics Theory added an individual difference factor into the model.
In Branch: Industrial-Organizational Psychology, Categories
Wikipedia article 'Job characteristic theory' is filed under Category:Industrial and organizational psychology.
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