enriching jobs in organizational settings is the main concern of the job characteristics model.
enriching jobs in organizational settings is the main concern of the job characteristics model.
what is the main concern of the job characteristics model?
enriching jobs in organizational settings
job characteristic theory









































job characteristics theory is a theory of work design. it provides “a set of implementing principles for enriching jobs in organizational settings”. the original version of job characteristics theory proposed a model of five “core” job characteristics (i.e. skill variety, task identity, task significance, autonomy, and feedback) that affect five work-related outcomes (i.e. motivation, satisfaction, performance, and absenteeism and turnover) through three psychological states (i.e. experienced meaningfulness, experienced responsibility, and knowledge of results).









































section::::history.
job characteristic theory
section::::job design.:rewards.:intrinsic rewards: job characteristics model.









































the job characteristics model (jcm), as designed by hackman and oldham attempts to use job design to improve employee intrinsic motivation. they show that any job can be described in terms of five key job characteristics:









































bullet::::1. "skill variety" - the degree to which the job requires the use of different skills and talents









































bullet::::2. "task identity" - the degree to which the job has contributed to a clearly identifiable larger project









































bullet::::3. "task significance" - the degree to which the job affects the lives or work of other people
employee motivation