Limitations The job characteristics model is considered as the most influential

Limitations the job characteristics model is

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Limitations The job characteristics model is considered as the most influential theories of job design. The issue of job design is multi dimensional. Therefore it is very difficult to analyze its all aspects in one study. Due to time and financial constraints the researche4r could not collect data from the far-flung areas of Pakistan. This study is suitable only for educated respondents. Prospects for future research Thus job characteristics model can be very helpful in designing the jobs of banking sector employees. The Human resource mangers of the banks must design the jobs of banking sector employees with paying proper consideration to the job characteristics. More over if they feel that the job satisfaction and motivational level of the employees is reducing due to fatigue, boredom from the work, they should redesign their jobs with the inclusion of these job characteristics to rebuild the job satisfaction and motivational level of the employees. This research provides following prospects for future research. This is probably only study conducted on job characteristics model in context of Pakistan and specially in banking sector. So it can be replicated to other areas of Pakistan and in different sectors to generalize the applicability of job characteristics model in Pakistan. As job characteristics leads towards the intrinsic satisfaction of the employees on work so more research should be conducted to identity the extrinsic factors which leads towards the job satisfaction of the employees of banking sector and than both extrinsic and intrinsic factors may be combined together to determine the overall satisfaction of the employees.
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Journal of Asian Business Strategy, 2(3): 54-62 59 This research has only considered the personal outcomes. The effect of job characteristics can also be tested on behavioral outcome as predicted and tested in original model and by many other researchers as well. The mediating role of psychological states and moderating role of growth need strength has also been ignored in most of the job characteristics model research studies but it would be very interesting to test them to check the implications of job characteristics model as a whole. References Alev, K., Gulem, A., Gonca, G. and Burca, G. (2009). Exploring the antecedents of organization identification: the role of job dimension, individual characteristics and job involvement. Journal of nursing management, 17(1): 66-73. Allen, R. I., Lambert, E. G., Pasupuleti, S., Tolar, T. C. and Ventur, L. A. (2004). The impact of job characteristics on social and human service workers. Journal of social work and society, 2(2): 173-188. Asgari, A., Silong, A. D., Ahmad, A. and Samah, B. A. (2008). The relationship between organizational characteristics, task characteristics, cultural context, and organizational citizenship behavior.
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  • Fall '19
  • Hackman, Journal of Asian Business Strategy

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