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Job control is a person's ability to influence what happens in their work environment, in particular to influence matters that are relevant to their personal goals. Job control may include control over work tasks, control over the work pace and physical movement, control over the social and technical environment, and freedom from supervision.
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 ...
Autonomy – The degree to which the job provides the employee with significant freedom, independence, and discretion to plan out the work and determine the procedures in the job. For jobs with a high level of autonomy, the outcomes of the work depend on the workers' own efforts, initiatives , and decisions; rather than on the instructions from ...
Sharon Kaye Parker FASSA is an Australian academic and John Curtin Distinguished Professor in organisational behaviour at Curtin University. [1] Parker is best known for her research in the field of work design, as well as other topics such as proactivity, mental health and job performance. [2]
Two decades of research in this tradition have shown that job scope or complexity, an additive combination of autonomy and the four other job characteristics: (a) is correlated significantly with more objective ratings of job characteristics; (b) may be reduced to a primary factor consisting of autonomy and skill variety; and (c) has ...
Drive: The Surprising Truth About What Motivates Us is a non-fiction book written by Daniel Pink.The book was published in 2009 by Riverhead Hardcover.It argues that human motivation is largely intrinsic and that the aspects of this motivation can be divided into autonomy, mastery, and purpose. [1]
A common idea in work environment theories is that demands match or slightly exceed the resources. With regards to research concerning positive outcomes within the employment setting, several models have been established like Demand Control, [13] Job Demands-Resources, [14] and Job Characteristics. [15]
Autonomy can also be defined from a human resources perspective, where it denotes a (relatively high) level of discretion granted to an employee in his or her work. [1] In such cases, autonomy is known to generally increase job satisfaction. Self-actualized individuals are thought to operate autonomously of external expectations. [2]