美國研究生課程-工作激勵制度-工作設(shè)計(編輯修改稿)
2025-04-01 02:09 本頁面
【文章內(nèi)容簡介】 perly ? Low feedback An electronics factory worker who assembles a radio and then routes it to a quality control inspector who tests and adjusts it Of course it’s never that simple ? Skill Variety ? Task Identity ? Task Significance Autonomy Feedback Experienced Meaningfulness Felt Responsibility Knowledge of Results Growth Need Strength ? Internal Motivation ? Job Satisfaction ? Performance Quality ? Low Absenteeism ? Low Turnover Core Job Dimensions Critical Psychological States Outes Job Characteristics Theory ? Growth Needs Strength: the extent to which employees see their job as a mechanism for satisfying “growth” needs such as personal achievement and self actualization ? JCT suggests that for employees LOW in GNS: o The five core job dimensions will have little impact on critical psychological states o The three critical psychological states will have very little impact on the outes Job Characteristics Theory ? Motivating Potential Score (MPS) = (Variety + Identity+ Significance) x Autonomy x Feedback 3 ? In Class Assignment 7 Part 3: Calculate your MPS from Part 2 o Maximum is 125 o Minimum is 25 ? What could have been done to increase your MPS? Job Characteristics Theory ? Strengths: o Highlights the importance of job content o Have greater practical value for anizations ? Weaknesses: o Assumes that the job is objectively defined o Psychological processes/mechanisms are vague o Limited support for GNS and mediating factors Interdisciplinary Approach to Job Design 4 Categories of Job Outes ? Satisfaction ? Efficiency ? Comfort ? Reliability Hypothesized Outes for Four Approaches to Job Design Job Design Approach Positive Outes Negative Outes Mechanistic Decreased Training Time Higher Utilization Levels Lower likelihood of error Less chance of mental overload and stress Lower Job Satisfaction Lower motivation Higher absenteeism Motivational Higher job satisfaction Higher motivation Greater job involvement Higher Job performance Lower absenteeism Increased Training Time Lower Utilization Levels Higher likelihood of error Higher chance of mental overload and stress Biological PerceptualMotor Hypothesized Outes for Four Approaches to Job Design
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