Job Redesign: A Study of the Role of Context Variables and Growth Needs

Snyder, Sherri; Head, Thomas C.; Sørensen, P.

doi:10.2466/pr0.1982.50.1.37

Cited by 3 publications

(7 citation statements)

References 2 publications

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“…Also and contrary to previous Western context studies (e.g., Keller and Holland, 1981;Mowday et al, 1979;O'Brien, 1982;O'Reilly et al, 1980;Snyder et al, 1982;Stone, 1986;Stone and Porter, 1975;Teas, 1981) suggested that that autonomy has emerged as the most robust correlates of work outcomes, the present study showed that autonomy was not a valid predictor of variation in job satisfaction and organizational Job characteristics commitment. Also, autonomy was found to be positively related to turnover intentions.…”

Section: Test Of Hypothesescontrasting

confidence: 99%

Section: Job Characteristicsmentioning

confidence: 99%

“…doing a job from start to finish with a visible outcome (Hackman and Oldham, 1975, p. 161). Previous studies suggested that task identity has seldom emerged as strong predictors of work outcomes (e.g., Dodd and Ganster, 1996;Snyder et al, 1982;Stone, 1986) Task significance Task significance is "the degree to which the job has a substantial impact on the lives or work of other people-whether in the immediate organization or in the external environment" (Hackman and Oldham, 1975, p. 161). Empirical research has found task significance to be positively related to job satisfaction (Becherer et al, 1982;Glission and Durick, 1988;Katz and Kahn, 1978;Kulik et al, 1988) and organizational commitment (Glission and Durick, 1988).…”

Section: Task Identitymentioning

confidence: 99%

“…In general, task variety, autonomy, and feedback generally emerge as the most robust correlates of work outcomes in a Western context (e.g., Keller and Holland, 1981; Mowday et al , 1979; O'Brien, 1982; O'Reilly et al , 1980; Snyder et al , 1982; Stone, 1986; Stone and Porter, 1975; Teas, 1981). Task significance and identity have seldom emerged as strong predictors of outcomes in a Western context (e.g., Dodd and Ganster, 1996; Keller and Holland, 1981; Snyder et al , 1982; Stone, 1986).…”

Section: The Influence Of Job Characteristics On Work Attitudes and Behaviorsmentioning

confidence: 99%

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Job characteristics, work attitudes and behaviors in a non‐western context

Elanain

2009

Journal of Management Development

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Purpose-Previous studies on job characteristics have been performed mainly in Western contexts. More empirical evidence is needed to understand the important job characteristics of positive job outcomes in a non-Western context. Therefore, this research has two objectives: to assess the impact of five job characteristics on work attitudes and behaviors in the UAE, and to test the mediating impact of distributive justice on the job characteristics-work outcomes relationship. Design/methodology/approach-The study reports responses of 350 employees from five large organizations operating in Dubai. Data were collected on a structured questionnaire containing standards scales of job characteristics, job satisfaction, organizational commitment, turnover intentions, distributive justice, and some demographic variables. After testing scales reliability and validity, the proposed linear relationships were tested using a series of separate hierarchical regression analyses. Proposed mediation hypotheses were tested using Baron and Kenny's recommendations. Findings-Consistent with studies conducted in a Western context, the study showed that skill variety and feedback have functional impacts on job satisfaction, organizational commitment and turnover intentions. Contrary to Western studies, the study reported that task identity and task significance have functional effects on work attitudes and behaviors. Autonomy also showed unexpected positive relationship with turnover intentions. Additionally, distributive justice mediates some of the relationships between job characteristics and work outcomes. Research limitations/implications-The limitations of common method bias and cross-sectional data are discussed in the light of implications for future research. Nevertheless, the results provide new insights on the influence of job characteristics on work outcomes in a non-Western context of the UAE. Also, the study reported evidence for the mediating impact of distributive justice on the job characteristics-work outcomes relationship. Practical implications-The study has implications for enhancing work behaviors and attitudes. In general, enhancing certain job characteristics can result in higher-level employee outcomes. Also, managers should improve some of the contextual factor (i.e. distributive justice) in order to enhance the impact of job characteristics on work outcomes. Originality/value-The study is considered to be one of the first to examine the job characteristics-work outcomes relationship in a non-western context of the UAE. Also, it is among the first studies to test the role of distributive justice as a mediator for the job characteristics-work outcome relationship.

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Section: Test Of Hypothesescontrasting

confidence: 99%

Section: Job Characteristicsmentioning

confidence: 99%

Section: Task Identitymentioning

confidence: 99%

Section: The Influence Of Job Characteristics On Work Attitudes and Behaviorsmentioning

confidence: 99%

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Job characteristics, work attitudes and behaviors in a non‐western context

Elanain

2009

Journal of Management Development

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“…Empirically, these three job characteristics generally emerge as the most robust correlates of attitudinal outcomes (Keller and Holland, 1981;Mowday, Stone and Porter, 1979;O'Brien, 1982;O'Reilly, Parlette and Bloom, 1980;Snyder, Head and Sorensen, 1982;Stone, 1986;Stone and Porter, 1975;Teas, 1981). Significance and identity have seldom emerged as strong predictors of outcomes.…”

Section: Variety Autonomy and Feedback As Important Dimensionsmentioning

confidence: 99%

The interactive effects of variety, autonomy, and feedback on attitudes and performance

1996

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SummaryJob dimensions of autonomy, variety, and feedback were objectively manipulated to evaluate their effect on perceptions of job characteristics and on job outcomes. Except for feedback level, manipulations and perceptions independently predicted satisfaction, and one significant two-way interaction emerged. In a high variety task, increased autonomy led to increased satisfaction, while in a low variety task, increased autonomy had a negligible effect on satisfaction. For performance, objective variety and autonomy also interacted, indicating that in a low variety task, autonomy had little impact, while in a high variety task, increased autonomy contributed 16 per cent to performance. In addition, autonomy and feedback interacted with one another, with increased feedback in a high autonomy task again contributing 16 per cent to performance, while increased feedback in a low autonomy task had little impact on performance. Findings are discussed from both the Job Characteristics Model and control theory perspectives.

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The Validity of the Job Characteristics Model: A Review and Meta‐analysis

Fried¹,

Ferris²

1987

Personnel Psychology

1,287

953

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The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristicsperformance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.

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Job Redesign: A Study of the Role of Context Variables and Growth Needs

Cited by 3 publications

References 2 publications

Job characteristics, work attitudes and behaviors in a non‐western context

Job characteristics, work attitudes and behaviors in a non‐western context

The interactive effects of variety, autonomy, and feedback on attitudes and performance

The Validity of the Job Characteristics Model: A Review and Meta‐analysis

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