Growth Need Strength and Context Satisfactions as Moderators of the Relations of the Job Characteristics Model

Abstract

Empirical investigations of the job characteristics model (JCM; Hackman & Oldham, 1980) have failed to systematically explore the moderating effects of growth need strength (GNS) and context satisfactions (viz., pay, job security, co-worker, and supervision) on the relations among the core job characteristics, critical psychological states, and work outcomes. Previous studies also are criticized for the use of subgroup analytic techniques, low statistical power resulting from small sample sizes (i.e, often less than 200) and/or samples consisting of individuals of relatively homogeneous jobs/occupations. As an attempt to address these deficiencies in the literature, this study examined the moderating effects of GNS and each of the four context satisfactions using a large sample (N = 6405) of employees from a variety of jobs and occupations. Overall, the results of univariate and multivariate hierarchical moderated multiple regression analyses suggest that none of thefive individual difference factors appeared to be viable moderators of any of the relations among job characteristics, psychological states, and three work outcomes (viz., growth satisfaction, overall job satisfaction, and internal motivation). Also, there was no supportive evidence for potential joint moderating effects between GNS and each context satisfaction on the relations of the JCM.

Work values: Development of a new three‐dimensional structure based on confirmatory smallest space analysis

“…Research has not supported this proposition. However, extant research on the subject has relied on conceptions of growth needs that were solely cognitive in nature and context needs that were solely instrumental in nature (e.g., Tiegs, Tetrick, & Fried, 1992). In light of our findings, it would be instructive to determine whether a fuller range of context and growth factors would produce different results.…”

The impact of subordinate–supervisor similarity in growth‐need strength on work outcomes: the mediating role of perceived similarity

“…First, GNS is a variable with high relevance to the work setting, indicating what individual employees expect and want to obtain from work. People with higher GNS tend to attach more value to personal growth, development, and achievement, and thus gain more pleasure from challenging and intrinsically motivating work (Bottger & Chew, 1986;Loher, Noe, Moeller, & Fitzgerald, 1985;Spector, 1985;Tiegs, Tetrick, & Fried, 1992). More interestingly, Wanous (1974) compared the relative predictive strength of the GNS, Protestant work ethic, and rural/ city background of the respondents, and demonstrated that GNS was a stronger predictor of individual employees' positive reactions toward intrinsically motivating jobs than Protestant work ethic and rural/ city background.…”

Flow experiences at work: for high need achievers alone?

“…Elaborating these accounts, Hackman and Oldham (1976) specified task characteristics of jobs that might enhance motivation, including the opportunities to use a variety of skills and produce a complete piece of work, knowledge that one's activities have an impact on the lives of others, choice in determining how to carry out one's work, and performance feedback. Numerous studies have found positive relationships of task characteristics with beneficial outcomes such as job satisfaction, good health, and performance (e.g., Campion & McClelland, 1991;Fried & Ferris, 1987;Gerhart, 1987;Loher, Noe, Moeller, & Fitzgerald, 1985;Schaubroeck, Jones, & Xie, 2001;Steel & Rentsch, 1997;Tiegs, Tetrick, & Fried, 1992). For example, using a longitudinal design, Griffin (1991) found significant increases in bank tellers' performance 24 and 48 months following a job redesign intervention aimed at improving employees' perceptions of Hackman and Oldham's (1976) task characteristics.…”