Students should draw the model in Figure 5.8.
The goal of the job characteristic model is to promote high intrinsic motivation by designing jobs that possess the five core job characteristics. The five core job characteristics are (1) skill variety, (2) task identity, (3) task significance, (4) autonomy, and (5) feedback.
These core job characteristics affect the three critical psychological states that employees experience: (1) experienced meaningfulness of the work, (2) experienced responsibility for results, and (3) knowledge of the actual results of the work activities. These in turn affect job outcomes such as intrinsic work motivation, growth satisfaction, general job satisfaction, and work effectiveness.
Three person factors affect or moderate how individuals respond to job enrichment: (1) knowledge and skill, (2) growth need strength, (3) and context satisfactions.
Research underscores three practical implications of the job characteristics model:
1. This model can be used to increase employee job satisfaction.
2. Managers can enhance employees' intrinsic motivation and performance, while reducing absenteeism and stress, by increasing the core job characteristics.
3. Managers are likely to find noticeable increases in the quality of performance after a job redesign program.
Students should provide an example from a job they are familiar with.