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Work design (also referred to as job design or task design) is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). [1]
Job characteristics theory is a theory of work design.It provides “a set of implementing principles for enriching jobs in organizational settings”. [1] 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 ...
Job crafting is an individually-driven work design process which refers to self-initiated, proactive strategies to change the characteristics of one's job to better align the job with personal needs, goals, and skills. [1]
The design of an employee's job can have a significant effect on their job motivation. Job design includes designing jobs that create both a challenging and interesting task for the employee and is effective and efficient for getting the job done. [7] Four approaches to job design are: Job Simplification: The goal of this job design approach is ...
The job description is a written statement that describes the activities and responsibilities of the job as well as its important features such as working conditions and safety hazards. The job specification summarizes the personal qualities, traits, skills, and background required for completing a certain job. These two may be completely ...
The Job Characteristics Approach to job design is based on how core dimensions affect motivation. These dimensions include autonomy, variety, significance, feedback, and identity. The goal of JCT job design is to utilize specific interventions in an effort to enhance these core dimensions.
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Frederick Herzberg, an American psychologist, originally developed the concept of 'job enrichment' in 1968, in an article that he published on pioneering studies at AT&T. [1] The concept stemmed from Herzberg's motivator-hygiene theory , which is based on the premise that job attitude is a construct of two independent factors, namely job ...