More meaningfulness responsibility knowledge of

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more meaningfulness, responsibility, knowledge of actual results → greater motivation, performance, satisfc’n + lower absenteeism, turnover - link btwn job dimensions & outcomes are adjusted by/depends on employee’s desire for self-esteem & self-actualization *therefore, not every employee will respond favourably to a job w/ skill variety, task identity, etc. Core job dimensions Critical psychological states Personal & work outcomes Skill variety Task identity Task significance Experienced meaningfulness of the work High internal work motivation High quality work performance Autonomy Experienced responsibility for outcomes of the work High satisf’n w/ the work Feedback Knowledge of actual results of work activities Low absenteeism & turnover Employee growth-need strength Motivating Potential Score (MPS) = predictive index suggesting motivation potential in a job - jobs high on MPS must be high on and autonomy, feedback, and at least 1 of the 3 factors that lead to experienced meaningfulness of work (see JCM) - high score → motivation, performance, satisfc’n↑ & absenteeism & turnover↓ Research Debates Over… - the 5 specific core dimensions in JCM - whether you can simply multiply the scores for dimensions to determine MPS - # validity of growth-need strength as a moderating variable
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P ART 2: S TRIVING FOR P ERFORMANCE - skill variety → redundant w/ autonomy? - task identity adds to model’s predictive ability? - add ing all variables in MPS → better in predicting work outcomes - # other variables (e.g. presence/absence of social cues, tendency to assimilate work experience, perceived equity) may be more valid in moderating job characteristics-outcome relationships Ppl who work on jobs w/ high core job dimensions are generally more motivated, satisfied, and productive (than are those who do not) Job dimensions operate thru critical psychological states in influencing personal & work outcomes (rather than influencing them directly) Job Redesign in the Canadian Context: The Role of Unions - until recently, labour unions were largely resistant to job redesign (b/c it often results in loss of jobs) - even some union (who tries to prevent job loss) members value opportunity for skill development & more interesting work - for change to be effective in workplace, management must gain employee’s acceptance of the plan Examples of High / Low Job Characteristics S KILL V ARIETY High variety owner-operator of a garage who does electrical repair, rebuilds engines, does body work, interacts w/ customers Low variety body shop worker who sprays paint 8 hrs/day T ASK I DENTITY High identity cabinet maker who designs a piece of furniture, selects the wood, builds the object, finishes it to perfection Low identity worker in a furniture factory who operates a lathe solely to make table legs T ASK S IGNIFICANCE High significance nursing the sick in a hospital intensive care unit Low significance sweeping hospital floors A UTONOMY High autonomy telephone installer who schedules his own work for the day, makes visits w/o supervision, decides on the most effective techniques for a particular installation Low autonomy tel. operator who handles calls as they come according to routine, highly specified procedure
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