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

Abstract

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.

The Importance of Job Autonomy, Cognitive Ability, and Job-Related Skill for Predicting Role Breadth and Job Performance.

“…Although job autonomy has been linked theoretically to job performance (Hackman & Oldham, 1975), direct relationships between autonomy and performance have been small and inconsistent (Fried & Ferris, 1987;Morgeson & Campion, 2003). The current research suggests that the relationship between autonomy and job performance is more complex.…”

The Interactive Effect of Feedback Sign and Task Type on Motivation and Performance

“…Specifically, given situational promotion cues, only individuals with chronic promotion focus would respond to a given opportunity. Indeed, the results of a meta analysis (Fried & Ferris, 1987) show that the uncorrected correlation between the motivating potential of a job (enriched job) and performance for people low in growth needs strength is. 11, but .35 for people high in growth need strength.…”

Identifying Key Workplace Stressors Affecting Twentieth Air Force: Analyses Conducted from December 2012 Through February 2013

“…5 Even with its limitations, other researchers (e.g., Fried and Ferris, 1987) have found the JCM to be reasonably valid and a useful theoretical approach to examining the role of work characteristics on organizational outcomes. Theoretical frameworks that embrace a different approach, such as job enrichment (e.g., Kelly, 1982) or job redesign through autonomous work groups (e.g., Wall et al, 1986), have also garnered support in the literature.…”