Arbeidspsychologie thema 1 deel 1

work design

What does a good job consist of? 

Humphrey et al. expand the traditional Job Characteristics Model by arguing that work should not be understood only in terms of …

motivational characteristics

They define work design characteristics as …

attributes of the task, job, social environment and organizational environment. 

3 major work design characteristics categories

1. Motivational characteristics 

2. Social characteristics 

3. Work context characteristics  

Motivational characteristics 

These concern the content and structure of the job and its potential to motivate employees.

Motivational characteristics - Important characteristics include:

1. Autonomy 

2. Skill variety 

3. Task variety 

4. Task significance 

5. Task identity  

6. Feedback from the job 

7. Job complexity 

8. Information processing  

9. Problem solving 

10. Specialization 

Social characteristics 

These concern the social environment surrounding the job.

Social characteristics - Important characteristics include: 

1. Interdependence 

2. Feedback from others 

3. Social support 

4. Interaction outside the organization 

Social characteristics have effects …

above and beyond motivational characteristics.  

Work context characteristics  

These describe the physical and environmental context of work.

Poor physical conditions can increase … and negatively affect …

discomfort, satisfaction

better work conditions are associated with greater … and …

satisfaction, lower stress.

Job Characteristics Model 

The work-design perspective builds on Hackman & Oldham’s Job Characteristics Model (JCM).

Job Characteristics Model  - Five job characteristics are: 

1. autonomy

2. skill variety

3. task identity

4. task significance

5. feedback

Autonomy influences …

experienced responsibility

Skill variety influences …

experienced meaningfulness

Task identity influences …

experienced meaningfulness

Task significance influences …

experienced meaningfulness

Feedback influences …

knowledge of results

The psychological states of responsibility, meaningfulness and knowledge were expected to lead to outcomes such as …

intrinsic motivation, job satisfaction, performance, lower absenteeism/turnover.

Humphrey et al.'s meta-analysis found that …was the most important mediator.

experienced meaningfulness

In particular, … were strongly mediated through experienced meaningfulness. 

skill variety, task significance and task identity

additional characteristics

1. task variety

2. information processing

3. job complexity

4. specializtion

5. problem solving

different kinds of autonomy

1. work scheduling

2. autonomy

3. work methods autonomy

4. decision making autonomy

social characteristics

1. interdependence

2. feedback from others

3. social support

4. interanion outside the organization

work context

1. physical demands

2. work conditions

3. ergonomics

The Job Demands-resources (JD-R) Theory …

provides a broader framework for understanding the consequences of work characteristics.

The central idea of the job demands-resources theory

‘Every job can be described in terms of job demands and job resources.’  

Job demands  

physical, psychological, social or organizational aspects of work that require sustained effort.

Demands require … and therefore have the potential to produce …

energy, strain