Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.

Thumbnail image of item number 1 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.
Thumbnail image of item number 2 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.
Thumbnail image of item number 3 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.
Thumbnail image of item number 4 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.
Showing 1-4 of 108 pages in this dissertation.

PDF Version Also Available for Download.

Description

Much of the history of management and motivation theory is rooted in the desire to understand the factors that contribute to having a satisfied workforce. Job satisfaction is the most widely studied construct in the history of industrial/organizational psychology. The job characteristics model (JCM) holds that if jobs are enriched with high levels of specific job characteristics (i.e., task significance, task variety, task identity, autonomy and feedback), employees will report higher levels of job satisfaction. While this claim enjoys wide support in studies conducted in traditional, hierarchically based organizational environments, few studies have tested the JCM in team based organizational … continued below

Creation Information

Hunter, Philip Edward December 2006.

Context

This dissertation is part of the collection entitled: UNT Theses and Dissertations and was provided by the UNT Libraries to the UNT Digital Library, a digital repository hosted by the UNT Libraries. It has been viewed 11552 times, with 24 in the last month. More information about this dissertation can be viewed below.

Who

People and organizations associated with either the creation of this dissertation or its content.

Author

Chair

Committee Members

Publisher

Rights Holder

For guidance see Citations, Rights, Re-Use.

  • Hunter, Philip Edward

Provided By

UNT Libraries

The UNT Libraries serve the university and community by providing access to physical and online collections, fostering information literacy, supporting academic research, and much, much more.

About | Browse this Partner

Contact Us

Corrections Questions

What

Descriptive information to help identify this dissertation. Follow the links below to find similar items on the Digital Library.

Description

Much of the history of management and motivation theory is rooted in the desire to understand the factors that contribute to having a satisfied workforce. Job satisfaction is the most widely studied construct in the history of industrial/organizational psychology. The job characteristics model (JCM) holds that if jobs are enriched with high levels of specific job characteristics (i.e., task significance, task variety, task identity, autonomy and feedback), employees will report higher levels of job satisfaction. While this claim enjoys wide support in studies conducted in traditional, hierarchically based organizational environments, few studies have tested the JCM in team based organizational designs. This study also evaluated possible moderating influences of growth need strength (GNS; the need for personal growth and development within the job environment) and emotional reactivity (a measure of frustration with perceived obstacles in the work environment). It was hypothesized that employees with higher levels of GNS would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with lower levels of GNS. Alternatively, it was hypothesized that employees with lower levels of emotional reactivity would respond more positively (via higher job satisfaction ratings) to enriched jobs than would employees with higher levels of emotional reactivity. Results indicated that four job characteristics (task significance, task variety, task identity and feedback) served as significant positive predictors of job satisfaction, while GNS moderated the relationships between task significance and task variety with job satisfaction in a way that supported the research hypothesis. Emotional reactivity was not found to moderate any of the relationships between individual job characteristics and job satisfaction. Overall, results support the relevance of the JCM to team based organizations, providing support for the assertion that the relationship between enriched jobs and higher levels of job satisfaction persists across professional work contexts, as well as the partial moderating influence of GNS.

Language

Item Type

Identifier

Unique identifying numbers for this dissertation in the Digital Library or other systems.

Collections

This dissertation is part of the following collection of related materials.

UNT Theses and Dissertations

Theses and dissertations represent a wealth of scholarly and artistic content created by masters and doctoral students in the degree-seeking process. Some ETDs in this collection are restricted to use by the UNT community.

About | Browse this Collection

What responsibilities do I have when using this dissertation?

Digital Files

When

Dates and time periods associated with this dissertation.

Creation Date

  • December 2006

Added to The UNT Digital Library

  • May 5, 2008, 3:04 p.m.

Description Last Updated

  • April 28, 2020, 12:41 p.m.

Usage Statistics

When was this dissertation last used?

Yesterday: 0
Past 30 days: 24
Total Uses: 11,552
More Statistics

Interact With This Dissertation

Here are some suggestions for what to do next.

Start Reading

Thumbnail image of item number 1 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.
Thumbnail image of item number 2 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.
Thumbnail image of item number 3 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.
Thumbnail image of item number 4 in: 'Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators.'.

PDF Version Also Available for Download.

Citations, Rights, Re-Use

International Image Interoperability Framework

IIF Logo

We support the IIIF Presentation API

Links for Robots

Helpful links in machine-readable formats.

Archival Resource Key (ARK)

International Image Interoperability Framework (IIIF)

Metadata Formats

Images

URLs

Stats

Hunter, Philip Edward. Viability of the job characteristics model in a team environment: Prediction of job satisfaction and potential moderators., dissertation, December 2006; Denton, Texas. (https://digital.library.unt.edu/ark:/67531/metadc5456/: accessed April 24, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; .

Back to Top of Screen