Test of Hackman and Oldham's Job Characteristics Model at General Media Sector

Transcription

1 Test of Hckmn nd Oldhm's Job Chrcteristics Model t Generl Medi Sector Ammr Hussein To Link this Article: DOI: 1.67/IJARBSS/v8i1/3813 Received: 13 Dec 217, Revised: 23 Jn 218, Accepted: 25 Jn 218 Published Online: 29 Jn 218 InText Cittion: (Hussein, 218) To Cite this Article: Hussein, A. (218). Test of Hckmn nd Oldhm s Job Chrcteristics Model t Generl Medi Sector. Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences, 8(1), Copyright: 218 The Author(s) Published by Humn Resource Mngement Acdemic Reserch Society ( This rticle is published under the Cretive Commons Attribution (CC BY 4.) license. Anyone my reproduce, distribute, trnslte nd crete derivtive works of this rticle (for both commercil nd noncommercil purposes), subject to full ttribution to the originl publiction nd uthors. The full terms of this license my be seen t: Vol. 8, No.1, Jnury 218, Pg JOURNAL HOMEPAGE Full Terms & Conditions of ccess nd use cn be found t

2 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Test of Hckmn nd Oldhm's Job Chrcteristics Model t Generl Medi Sector Ammr Hussein Deprtment of Humn Resource Mngement Higher Institute of Business Administrtion Dmscus Syri Abstrct The im of this study is to chieve severl objectives, foremost of which is to identify the need for reenriching the work of the workers by test nd pply the job chrcteristics model to the smple of 211 prticipnts from the officil medi sector by using the job dignostic survey bsed on five min dimensions of the tsks (Skills diversity, tsk identity, tsk significnce, utonomy, nd feedbck). By using the vilble techniques, the vlidity of the hypotheses specified by the model ws tested, nd then compred to the verge working dimensions of the smple with the stndrd verges ttched to it, fter dividing the smple into two subsmples by type of work (medi nd dministrtive) The results showed tht the motivtion potentil scores re often below thn required level. Therefore, it is recommended to review the design of the current business. In terms of rnking, the medi works rnked first, then dministrtive. Keywords: Job chrcteristics, Hckmn & Oldhm model. Introduction Much of the history of mngement nd motivtion theory is rooted in the desire to understnd the fctors tht contribute to incresed levels of job performnce nd workplce productivity. Not surprisingly, rtings of job stisfction hve consistently served s one of the highest correltes of job performnce nd productivity (Abdullh, 24). Moreover job stisfction hs been the most widely studied conception in the history of industril/orgniztionl psychology (Judge et l., 22). Understnding the reltionship ween employees nd their jobs is bsic to understnding both orgniztionl productivity nd the qulity of the employees' work. It should be the first vrible exmined when ttempting to develop n orgniztion which is stffed nd mnged so employees re simultneously utilized nd stisfied to the fullest extent nd where neither the gols of the orgniztion nor the personl needs of the employees override ech other. Wht re the chrcteristics of job tht mke people wnt to perform it to their mximum bility? Do people work becuse of the rewrds, the working environment, or the nture of the work they re doing? Motivtion hs been the topic of much reserch relted to work 353

3 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS productivity nd employee stisfction. J. Richrd Hckmn nd Greg R. Oldhm hve developed model which specificlly ddresses job design. The model reltes job chrcteristics to psychologicl sttes nd personl nd work outcomes. It cn be used to predict whether positive work nd personl outcomes cn be chieved from job s it exists or with redesign. Problem of the study The problem of this study ws bsed on the fct tht there ws lck of knowledge bout the motivtion level ween employees bsed on their job, nd to know which of them need to enrichment. Reserch Objectives Bsed on the problem of the study, the min objectives of this pper were listed s follows: Explore the level of motivtion potentil score from the job dimension. Introduce the results to Contribute In enrichment decision. Introduce dt to help in succession plnning. Estimte the generl stisfction on the job nd growth opportunities. Reserch Questions Is the mount of tsk vriety enough to generte the demnd motivtion? Is the mount of tsk identity enough to generte the demnd motivtion? Is the mount of tsk significnce enough to generte the demnd motivtion? Is the mount of utonomy enough to generte the demnd motivtion? Is the mount of feedbck enough to generte the demnd motivtion? Bsed on the comprtive dt, we cn sy the employees motivted enough? Theoreticl Review The literture ws reviewed to exmine reserch evidence concerning the development nd use of the Job Chrcteristics Model nd to discover if the model hd been replced by nother theory of work design. The Job Chrcteristics theory incorported the strengths of clssicl orgniztionl theory, humn reltions theory, behviorl sciences theory nd the systems pproch to work design. The Job Chrcteristics Model is behviorl pproch, first developed in 1971 by Hckmn nd Lwler, expnding erlier work done by Turner nd Lwrence (1965) nd Hulin nd Blood (1968). The Job Chrcteristics Model lens on the following. Principles of expectncy theory for some of its propositions (Hckmn & Lwler, 1971): Individuls engge in behvior to the extent tht they believe they cn ttin n outcome which they vlue. Individuls vlue outcomes they believe stisfy their physiologicl or psychologicl needs. Individuls will work hrd when conditions t work re such tht they cn stisfy their own needs best by working towrds orgniztionl gols. Higher order needs (needs for personl growth, development, ccomplishment) serve s powerful nd consistent motivtors. Individuls with higher order needs experience stisfction when they chieve something they vlue s result of their own efforts. 354

4 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS The model Hckmn nd Lwler developed bsed on these expectncy theory principles is outlined in Figure 1. Testing of the Job Chrcteristics Model by Hckmn nd Lwler supported the premise tht when jobs were high on ll four core dimensions, workers performed high qulity work, experienced high intrinsic motivtion, enjoyed incresed performnce nd effectiveness rtings from supervisors, nd were stisfied nd involved with their job. The prediction of decresing bsenteeism nd turnover when jobs were high on the core chrcteristics ws upheld by Hckmn nd Lwler's reserch but the resu1ts were not sttisticlly significnt. CORE JOB CHARACTERISTICS Vriety Autonomy Tsk Identity Feedbck (Deling with Others) (Friendship Opportunities) OUTCOMES Intrinsic Motivtion Performnce Generl Job Stisfction Job Involvement Absenteeism Specific Stisfctions Figure1: The Job Chrcteristics Model of Hckmn & Lwler (1971) The Hckmn nd Lwler model ws supported by (Brief & Aldg, 1975) with significnt, positive correltions ween job dimensions nd employee rections. Lwler, (Hckmn &Kufmn, 1973) were unble to support the model in field study of job redesign but ttributed this result to the fct tht only two of the four core dimensions were chnged in the sitution they studied nd therefore the model ws not dequtely pplied s chnge needed to occur on ll four dimensions. In 1975, Hckmn nd Oldhm revised the originl Job Chrcteristics Model to include other core chrcteristic nd intervening vribles they considered criticl to the theory. The Job Dignostic Survey ws designed s the instrument for dt collection. Job Chrcteristics The Job Chrcteristics theory of Hckmn nd Oldhm focuses on mesuring the objective chrcteristics of tsk thus building in tsk chrcteristics which led to high internl work motivtion, job stisfction nd high qulity performnce. The theory cknowledges tht individul employees my respond differently to the sme job (individuljob interction). The model ws formulted to "dignose the motivtionl properties of jobs prior to redesign" (Hckmn & Oldhm, 1975). Becuse it hs the bility to mesure job chrcteristics, the theory provides concrete set of criteri for use in deciding whether chnge is needed nd if so wht kinds of chnge re required. The theory dels only with spects of the job tht cn be ltered to crete positive motivtion for jobholders. Another strong point in this theory is tht it cknowledges nd mesures the workers' needs for growth nd development in their work nd then considers these needs in the design of their work. 355

5 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS The theory ssumes five job chrcteristics which, if present, llow workers "... to experience positive selfgenerted ffective 'kick' when they perform well nd tht this internl reinforcement would serve s n incentive for continued good performnce" (Hckmn & Oldhm, 198). Hckmn nd Oldhm hve not ddressed interction ween groups of employees nor the socil, technicl or situtionl fctors tht re cknowledged by other theorists to ffect the work environment. (Orpen, 1979) Three criticl psychologicl fctors must exist in order to chieve positive personl nd work outcomes defined by the model. (Terborg & Dvis, 1982) These form the center of the model. Employees need to hve knowledge of the results of their work so s to feel good or unhppy bout the results. They must feel responsible for these results believing tht they personlly re ccountble for work outcomes. They do not perceive the qulity of their work s dependent on fctors externl to their performnce. Employees must experience the work s meningful it must be importnt in their vlue system nd not trivil. This condition is necessry even if the other two vribles re not strong. A meningful tsk provides the chnce to use nd test personl skills nd bilities. (Kiggundu, 198) Bsed on the model we cn define three psychologicl sttes (Hckmn & Oldhm, 198): Meningfulness of the Work: The degree to which the individul experiences the job s one which is generlly meningful, vluble, nd worthwhile; Responsibility for Work Outcomes: The degree to which the individul feels personlly ccountble nd responsible for the results of the work he does; Knowledge of Actul Results of Work: The degree to which the individul knows nd understnds, on continuous bsis, how effectively he or she is performing the job. (Hckmn & Oldhm, 1976) Hckmn nd Oldhm defined five job chrcteristics which led to the desired psychologicl sttes. It is the presence or bsence of these chrcteristics which determines whether the job motivtes the workers to their pek performnce nd to experience feelings of stisfction. Bsed on the model we cn define five job dimensions (Hckmn & Oldhm, 198): Skill Vriety: The degree to which job requires vriety of different ctivities in crrying out the work, which involve the use of number of different skills nd tlents of the person. Tsk Identity: The degree to which the job requires completion of "whole" nd identifible piece of work; tht is, doing job from beginning to end with visible outcome. Tsk nificnce: The degree to which the job hs substntil impct on the lives or work of other people, whether in the immedite orgniztion or in the externl environment. Autonomy: The degree to which the job provides substntil freedom, independence, nd discretion to the individul in scheduling the work nd in determining the procedures to be used in crrying it out. Feedbck: The degree to which crrying out the work ctivities required by the job results in the individul obtining direct nd cler informtion bout the effectiveness of his or her performnce 356

6 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS It is through mnipultion of these core job chrcteristics tht the design of job cn be chnged so tht the people doing the work find it meningful nd rewrding. MPS When ll five job chrcteristics re combined, score, the "motivting potentil score" or MPS, cn be obtined which indictes the overll potentil of job to foster the criticl psychologicl sttes nd personl nd work outcomes for the employee (Hckmn & Lwler, 1971; 1975; 198). Motivting Potentil Score (MPS) = (Skill vriety + Tsk Identity + Tsk nificnce)/3 * Autonomy * Feedbck Growth Needs Strength Probbly hs been the moderting vrible tht hs been exmined most often by other reserchers. (Stone, 1976) The Job Chrcteristics theory sttes tht the predicted reltionship ween tsk chrcteristics nd employee rections to work depends on the "need" stte of the employee. The model proposes tht when job is high on the core dimensions (or the MPS is high), workers with strong need for growth re highly motivted nd well stisfied with the job. This ws confirmed (Hckmn & Lwler, 1971) with respect to the outcomes of internl motivtion, generl job stisfction nd job performnce. Hckmn nd Lwler's originl model did not contin the criticl psychologicl sttes. (Bhgt & Chssie, 198) Generl Job Stisfction We cn define Generl Job stisfction s n overll mesure of the degree to which employees re stisfied nd hppy with the job. (Orpen, 1979) Growth stisfction indictes job holders hve enriched opportunities for personl lerning nd growth t work nd find these personlly stisfying (Hckmn & Oldhm, 1975). "High job stisfction" hs been well supported s n outcome lthough most reserchers did not differentite ween "generl stisfction" nd "growth stisfction" (Knoop, 1981) Severl reserchers hve used the Job Dignostic Survey stisfction scles but others used instruments designed by other reserchers: Griffin (1983) Minnesot Stisfction Questionnire) Orpen (1979) Job Descriptive Index, Kiggundu (198) instrument designed by Lwler nd Hll, In 198 Hckmn nd Oldhm removed the vrible "decresed bsenteeism nd turnover" from the model nd seprted the outcome "job stisfction" into "high generl stisfction" nd "high growth stisfction" (see Figure 2). The Job Chrcteristics Model predicts reltionship ween the criticl psychologicl sttes nd the personl nd work outcomes. This reltionship hs been supported by the few reserchers who hve tested it (Hckmn & Oldhm, 1975, 19761, Kiggundu, 198, 1983; Tygi, 1985; Steers, 1976; Steers & Spencer, 1977). 357

7 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Model: Skill Vriety Tsk Identity Meningfulness Tsk nificnce Autonomy Responsibility Generl Job stisfction High internl work motivtion Feedbck Knowledge of results Growth Need Strength Context stisfction Figure 2: The job chrcteristics model of work motivtion. Source: Hckmn, J. R., & Oldhm, G. (1975) Development of the job dignostic survey. Journl of Applied Psychology Hypothesis: Hypothesis1: The criticl psychologicl sttes will be influenced by the core job chrcteristics Hypothesis2: Personl nd work outcomes will be influenced by the three criticl psychologicl sttes Hypothesis3: Personl nd work outcomes will be influenced by the five core job chrcteristics Hypothesis 4: The experienced meningfulness will medite the reltions ween the core job dimensions (Skill Vriety, Tsk Identity, nd Tsk nificnce) nd Generl Job stisfction. Hypothesis 5: The experienced responsibility will medite the reltions ween the core job dimension (Autonomy) nd Generl Job stisfction. Hypothesis 6: The knowledge of results will medite the reltions ween the core job dimensions (Feedbck) nd Generl Job stisfction. 358

8 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Hypothesis 7: The reltionship ween the core job chrcteristics nd the criticl psychologicl sttes will be moderted by the individul differences of employees Methodology Instruments Job dignostic survey (JDS) Hckmn nd Oldhm (1976) developed selfreport instrument to mesure the five core job fetures of job chrcteristics model. The questionnire items were scored on 5 point Likert type scle. Smple The reserch smple comprised of employee working in generl medi sector locted in Dmscus in Syri. Respondents were sked to respond to selfdministered questionnire, nd the number of smple ws (211) clssified s notice in the tble 1 ween two job position. Tble 1 Position Medi 122 dministrtive ge Bchelor 56 Eduction university 145 Mster 1 359

9 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Hypotheses test For dministrtive employee Growth stisfctio n Overll job stisfctio n Internl Motivtio n Tble 2 Knowledg e of results Experience d responsibili ty meningfulne ss 5 **.3 **.76 **.38 3 **.37 Skill vriety * 9 **.45 **.54 **.58 1 **.67 Tsk significnce * 6 *.8 * *.1 Tsk identity **.7 **.79 **.26 **.26 *.31 **.54 Autonomy * 7 **.24 *.11 * 4 **.18 **.79 **.49 1 * 5 **.19 4 * 7 **.47 **.39 **.43 Feedbck meningfulne ss responsibility Knowledge of results ** sig<1, * sig<5 For the dministrtive employees we cn notice from the tble 2 tht ll hypotheses re ccepted, nd the impct of job dimension on other psychology sttes nd work outcomes re significnce. We cn sy the hypotheses (1,2,3) re ccepted for dministrtive employee. 36

10 Independent vrible without medition Independent vrible with medition Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Medition Test: For meningfulness of the work Tble 2. Dependent vribles Growth stisfction Overll job stisfction Internl Motivtion R.S R.S R.S st stge Skill vriety Tsk signific nce Tsk identit y Growth stisfction R.S Overll job stisfction R.S Internl Motivtion R.S ed stge Skill vriety Tsk signific nce Tsk identit y Skill vriety Bsed on (bron nd keny, 1986) we cn notice tht experienced meningfulness is medite prtilly the reltionship ween job dimension nd outcomes of the model for dministrtion employees becuse the meditors vribles not chnged the significnce level, only help the interprettion of the chnges on the dependent vrible. 361

11 Independent vrible without Independent vrible with medition Independent vrible without medition Independent vrible with medition Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS For responsibility for outcomes of the work: Tble 2 b. Dependent vribles Growth stisfction Overll job stisfction Internl Motivtion R.S. Bet R.S R.S. 1 st stge Auton omy Growth stisfction R.S. Overll job stisfction R.S Internl Motivtion R.S. 2ed stge Auton omy Respo nsibilit y Bsed on (bron nd keny, 1986) we cn notice tht experienced responsibility is medite prtilly the reltionship ween job dimension nd outcomes of the model for dministrtion employees becuse the meditors vribles not chnged the significnce level, only help the interprettion of the chnges on the dependent vrible. For Knowledge of the ctul results: Tble 2 c. Dependent vribles Growth stisfction R.S. Overll job stisfction R.S Internl Motivtion R.S. 1 st stge Feedb ck Growth stisfction R.S Overll job stisfction R.S Internl Motivtion R.S ed stge Feedb ck Knowl edge of results 362

12 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Bsed on (bron nd keny, 1986) we cn notice tht experienced responsibility medite prtilly the reltionship ween job dimension nd outcomes of the model for dministrtion employees becuse the meditors vribles not chnged the significnce level, except Growth stisfction we cn notice the chnge of the significnce lso the Knowledge of the ctul results is full meditor vrible. Modertor Test: Independent with modertor (vriety, significnce, identity) sig sig r Tble 2 d. Independent without modertor (vriety, significnce, identity) sig sig r meningfulness Independent with modertor Autonomy sig sig r Independent without modertor Autonomy sig r responsibility Independent with modertor Feedbck sig sig r Independent without modertor Feedbck sig r Knowledge of results The tble 2 d. we cn notice the modertor vrible is significnce only for the (tsk vriety, tsk significnce, tsk identity) nd for the other vrible the modertors not significnce. 363

13 Independent vrible Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS For Medi Employee: Growth stisfctio n Overll job stisfctio n Internl Motivtio n Tble 3 Knowledg e of results Experience d responsibili ty meningfulne ss 2 * **.13 * 6 Skill vriety 1 * 5 **.11 ** 8 * 4 2 Tsk significnce * Tsk identity **.48 ** 8 **.13 4 *.11 * 4 Autonomy **.48 * 5 **.22 1 ** 8 **.76 * 5 1 **.13 * 5 **.18 2 ** 9 **.42 **.11 Feedbck meningfulne ss responsibility Knowledge of results ** sig<1, * sig<5 For the dministrtive employees we cn notice from the tble 3 tht only some reltionships ween job dimension nd psychology stte re significnce, lso we cn t sy tht ll hypothesis re ccepted, nd the impct of job dimension on other psychology sttes nd work outcomes re significnce. We cn sy the hypotheses (1,2,3) re ccepted prtilly for medi employee. Medition Test For meningfulness of the work Tble 3. Dependent vribles Growth stisfction Overll job stisfction Internl Motivtion R.S R.S R.S st stge Skill vriety Tsk signific nce 364

14 Independent vrible with medition Independent vrible without Independent vrible with medition Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Tsk identit y Growth stisfction R.S..31 Overll job stisfction R.S.25 Internl Motivtion R.S. 2ed stge Skill.3 9 vriety Tsk signific nce Tsk identit 1 5 y Experi enced meni 2 4 ngfuln ess Bsed on (bron nd keny, 1986) we cn notice tht experienced meningfulness doesn t medite the reltionship ween job dimension nd outcomes of the model for medi employees becuse the meditor s vribles not chnged the significnce level, nd doesn t help in interprettion of the chnges on the dependent vrible. For responsibility for outcomes of the work Tble 3 b. Dependent vribles Growth stisfction Overll job stisfction Internl Motivtion R.S. R.S Bet R.S. 1 st stge Auton omy Growth stisfction R.S. Overll job stisfction Bet R.S Internl Motivtion R.S. 2ed stge Auton omy Respo nsibilit y 365

15 Independent vrible without medition Independent vrible with medition Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Bsed on (bron nd keny, 1986) we cn notice tht experienced responsibility medite prtilly the reltionship ween job dimension nd outcomes of the model for medi employees becuse the meditor s vribles not chnged the significnce level, help in interprettion of the chnges on the dependent vrible. For Knowledge of the ctul results Tble 3 c. Dependent vribles Growth stisfction Overll job stisfction Internl Motivtion Bet R.S. R.S R.S. 1 st stge Feedb ck Growth stisfction R.S Overll job stisfction Bet R.S Internl Motivtion R.S ed stge Feedb ck Knowl edge of results Bsed on (bron nd keny, 1986) we cn notice tht Knowledge of the ctul results doesn t medite the reltionship ween job dimension nd outcomes of the model for medi employees becuse the meditor s vribles not chnged the significnce level, nd doesn t help in interprettion of the chnges on the dependent vrible. Modertor Test: Independent with modertor (vriety, significnce, identity) sig sig r Tble 3 d. Independent without modertor (vriety, significnce, identity) sig sig r meningfulness Independent with modertor Autonomy sig sig r Independent without modertor Autonomy sig r responsibility 366

16 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Independent with modertor Feedbck sig sig r Independent without modertor Feedbck sig r Knowledge of results The tble 3 d. we cn notice the modertor vrible is significnce only for the (tsk vriety, tsk significnce, tsk identity) nd for the other vrible the modertors not significnce. Comprtive Dt Tble 4 Current study medi dministrtive JDS Norms Items Skill vriety Tsk identity Tsk significnce Autonomy Feedbck MPS meningfulness responsibility Knowledge of results Internl Motivtion Overll job stisfction Growth need Strength Py Job security Coworkers Supervision The "motivting potentil score" when clculted using the Hckmn nd Oldhm (1976) formul ws somewht lower for ll types of job. The mens for the criticl psychologicl sttes found in this survey were consistently lower thn the mens which dded by Hckmn nd Oldhm. "Growth need strength" hd very high men of 6.25 for dministrtive nd 6.49 for both technicl nd medi but for engineers s we notice is lower. Results Discussion The MPS indictor for two smple re low nd it should be strengthen the min three vribles (tsk vriety, tsk significnce, tsk identity) The more identified ctivtes nd responsibilities cn introduce solution for this problem nd we cn rise the meningfulness by trining by introduce professionl coches nd mentors to 367

17 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS explin the min spects of the tsks which mke them more meningful nd more significnce. Bsed on the results tbles of study we cn sy tht ll vribles re lower thn demnd, nd we need to enrichment ll of them by introduce more feedbck nd more utonomy to reinforce the sense of Knowledge of the ctul results nd responsibility by delegtion the responsibility nd giving reports bout ll wht they need in their work. For testing the model this study is not support it fully, so we cn mke the lst recommendtions nd retest gin in the future to know if ny difference mybe will be chieve. Limittions There re severl limittions of this study tht cn be ddressed in future reserch The model ws never ment s "quick fix" for problems within n orgniztion. Throughout the literture such pplictions hve been tried nd filed. Hckmn nd Oldhm ddressed this problem severl times The demogrphics of this study limit the externl relibility of the findings specificlly due to the uniqueness of the public in Syri. Employee in public medi in Syri my hve different working conditions thn other employee in other plces either in the sme job or other sector. Future studies should test the reltionships with mny fctors such s orgniztionl, personl, occuptionl nd culturl elements prt from job chrcteristics, lso Job stisfction must necessrily be studied using selfreports, nonselfreport mesures of objective nd subjective stisfction tht would hve enhnced the vlidity of the findings. Moreover, fctors such s yers of experience nd employee benefits were not considered for the very importnt impct of these fctors in generting the ide of leve in comprtive with other plces. References AbdelHlim, A. A. (1979). Individul nd interpersonl modertors of employee rections to job chrcteristics: A reexmintion. Personnel Psychology, 32, Arnold, H. J., & House, R. J. (198). Methodologicl nd substntive extensions to the job chrcteristics model of motivtion. Orgniztionl Behviour nd Humn Performnce, 25, Bhgt, R. S., & Chssie, M. B. (198). Effects of chnges in job chrcteristics on some theoryspecific ttitudinl outcomes: Results from nturlly occurring qusiexperiment. Humn Reltions, 33(5), Bron, R. M., & Kenny, D. A., (1986) the modertormeditor vrible distinction in socil psychologicl reserch: Conceptul, strtegic nd sttisticl considertions, Journl of Personlity nd Socil Psychology Vol.5, No.11. Bottger, P. C. & Chew, KH. (1986). The job chrcteristics model nd growth stisfction: Min effects of ssimiltion of work experience nd context stisfction. Humn Reltions, 39(36),

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19 Interntionl Journl of Acdemic Reserch in Business nd Socil Sciences Vol. 8, No.1, Jnury 218, EISSN: HRMARS Hckmn, J. R. & Oldhm, G. R. (1975). Development of the job dignostic survey. Journl of Applied Psycholo&y, 6(2), Hckmn, J. R. & Oldhm, G. R. (1976). Motivtion through design of work: Test of theory. Orgniztionl Behvior nd Humn Performnce, 16, Hckmn, J. R., Perce, J. L., & Wolfe, J. C. (1978). Effects of chnges in job chrcteristics on work ttitudes nd behviors: A nturlly occurring qusi experiment. Orgniztionl Behvior nd Humn Performnce, 21, Htfield, J., Robinson, R., & Husemn, R. (1985).evlution of test for ssessing job Psychologicl Reports, 56, An empiricl stisfction. Hed, T. C., Molleston, J. L., Sorenson, P. F. Jr., & Grgno, J. (December 1986). The impct of implementing qulity circles intervention on employee tsk perceptions. Group nd Orgniztion Studies, 11(4), Herzberg, F. (Jn.Feb. 1968). One more time: How do you motivte employees? Hrvrd Business Review, Hulin, C. L., & Blood, M. R. (1968). Job enlrgement, individul differences, nd worker responses. Psychologicl Bulletin, 69, Hunt, J., & Sul, P. (1975). The reltionship of ge, tenure, job stisfction in mles nd femles. Acdemy of Mn&ement Journl, 18(4), Iris, B., & Brrett, G. (1972). Some reltions ween job nd life stisfction nd job importnce. Journl of Applied Psychology, 56(4), Joiner, C., Johnson, V., Chpmn, J. B., & Corkren, M. (Feb. 1982). The Journl of Nursing Administrtion, 263. Kiggundu, M. N. (198). An empiricl test of the theory of job design, using multiple job rtings. Humn Reltions, 33(5), Kiggundu, M. N. (1983). tsk interdependence nd job design: Test of theory. Orgniztionl Behviour nd Humn Performnce, 31, King, A. (1974). Expecttion effect in orgniztionl chnge. Administrtive Science Qurterly, 19(2), Kirsch, J. (1985). Appliction of job dignostic model to stff motivtion. Helth Cre Supervisor, J(3), Knoop, R. (1981). Locus of control chrcteristics nd job ttitudes s modertor ween job Psychologicl Reports, 48, Lwler, E. E., & Hll, D. T. (197). Reltionship of job chrcteristics to job involvement, stisfction, nd intrinsic motivtion. Journl of Applied Psychology, 54(4), Lwler, E. E., Hckmn, J. R., & Kufmn, S. (1973). Effects of job redesign: A field experiment. Journl of Applied Socil Psychology, J(l), Levnoni, E., & Knoop, R. (1985). Does tsk structure moderte the reltionship of leders' behviour nd employees' stisfction? Psychologicl Reports, 57, Mrtell, C. (Sept. 1981). Improving the effectiveness of librries through improvements in the qulity of working life. College nd Reserch Librries, Oldhm, G. R., & Hckmn, J. R. (198). Work design in the orgniztion context. Reserch in Orgniztionl Behviour,,2., Oldhm, G. R., & Miller, H. E. (1979). The effect of significnt other's job complexity on employee rections to work. Humn Reltions, 32,

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