Files in this item
|(no description provided)|
|Title:||The Validity of The Job Characteristics Model: A Review and Meta-Analysis|
|Department / Program:||Labor and Industrial Relations|
|Discipline:||Labor and Industrial Relations|
|Degree Granting Institution:||University of Illinois at Urbana-Champaign|
|Subject(s):||Business Administration, Management|
|Abstract:||The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive and systematic review of the available data on the model, as well as by applying rigorous meta-analysis procedures to a large portion of the data. Specifically, five issues were examined in this study: the validity of correlational data on job characteristics; the job characteristics-individual responses relationships; the mediating effect of psychological states; and the moderating role of potential moderators. While the first two issues were evaluated on the basis of a narrative review, the other three issues were examined using the Hunter-Schmidt meta-analysis procedures, statistically aggregating correlational results.
The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less convergence on the exact number of dimensions. Recent evidence, however, appears to suggest possible theoretical and methodological explanations for the inconsistent results of the job dimensionality. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes, although they exhibited stronger relationships with psychological outcomes. It was suggested that the difference in strength of these relationships might be, in part, a function of contextual factors inside and outside the organization. The results concerning psychological states tended to support their mediating (i.e., intervening) role between job characteristics and psychological outcomes, but not with performance. Moreover, the data provided only partial support for the pattern of correlations between the job characteristics and psychological states, as predicted by the model. The meta-analysis results further demonstrated that most of the cross-study variance was due to statistical artifacts. However clear true variance across studies was found for the job characteristics-performance relationship, and subsequent analyses suggested that growth need strength moderates this relationship. Implications for potential revisions of the model are discussed.
Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 1985.
|Date Available in IDEALS:||2014-12-16|
This item appears in the following Collection(s)
Dissertations and Theses - Labor and Employment Relations
Graduate Dissertations and Theses at Illinois
Graduate Theses and Dissertations at Illinois