What are the five core job characteristics?
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Mia Anderson
Studied at Stanford University, Lives in Palo Alto, CA
### Step 1: English Answer
As a domain expert in the field of organizational behavior and job design, I can provide a comprehensive understanding of the five core job characteristics as proposed by Hackman and Oldham's Job Characteristics Model (JCM). This model is a seminal work in the study of job design and its impact on employee motivation and work outcomes.
Skill Variety refers to the degree to which a job requires a variety of different activities or skills. When a job incorporates a range of tasks, it can lead to a greater sense of personal accomplishment and engagement for the employee.
Task Identity is the extent to which the job entails completion of a "whole" and identifiable piece of work—that is, the job requires doing a tangible, intact piece of work from beginning to end with a visible outcome.
Task Significance involves the impact a job has on the lives or work of other people outside the immediate circle of the job holder. Jobs that are seen as making a significant contribution to the organization or to others are more likely to be motivating.
Autonomy is the degree to which the job provides substantial freedom, independence, and discretion in scheduling the work and in determining the procedures to be used in carrying it out.
Feedback is the information about the effectiveness of one's work performance that is inherent in carrying out the duties of the job. Feedback can come from the work itself or from sources outside the job.
These five core job characteristics are thought to affect five work-related outcomes: motivation, satisfaction, performance, absenteeism, and turnover. The model suggests that jobs that are designed with these characteristics in mind can lead to higher levels of employee motivation and job satisfaction, which in turn can improve performance and reduce absenteeism and turnover.
The JCM has been widely applied in various organizational settings to improve job design and increase employee engagement. However, it's important to note that the effectiveness of these job characteristics can be influenced by individual differences and the broader organizational context.
### Step 2: Divider
As a domain expert in the field of organizational behavior and job design, I can provide a comprehensive understanding of the five core job characteristics as proposed by Hackman and Oldham's Job Characteristics Model (JCM). This model is a seminal work in the study of job design and its impact on employee motivation and work outcomes.
Skill Variety refers to the degree to which a job requires a variety of different activities or skills. When a job incorporates a range of tasks, it can lead to a greater sense of personal accomplishment and engagement for the employee.
Task Identity is the extent to which the job entails completion of a "whole" and identifiable piece of work—that is, the job requires doing a tangible, intact piece of work from beginning to end with a visible outcome.
Task Significance involves the impact a job has on the lives or work of other people outside the immediate circle of the job holder. Jobs that are seen as making a significant contribution to the organization or to others are more likely to be motivating.
Autonomy is the degree to which the job provides substantial freedom, independence, and discretion in scheduling the work and in determining the procedures to be used in carrying it out.
Feedback is the information about the effectiveness of one's work performance that is inherent in carrying out the duties of the job. Feedback can come from the work itself or from sources outside the job.
These five core job characteristics are thought to affect five work-related outcomes: motivation, satisfaction, performance, absenteeism, and turnover. The model suggests that jobs that are designed with these characteristics in mind can lead to higher levels of employee motivation and job satisfaction, which in turn can improve performance and reduce absenteeism and turnover.
The JCM has been widely applied in various organizational settings to improve job design and increase employee engagement. However, it's important to note that the effectiveness of these job characteristics can be influenced by individual differences and the broader organizational context.
### Step 2: Divider
2024-05-07 23:31:04
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Studied at the University of Zurich, Lives in Zurich, Switzerland.
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 ...
2023-06-13 14:26:54
Ethan Roberts
QuesHub.com delivers expert answers and knowledge to you.
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 ...
