[管理學(xué)]組織行為學(xué)羅賓斯12版本第7章-在線瀏覽
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【正文】 tine, highly specified procedure Feedback ? High feedback An electronics factory worker who assembles a radio and then tests it to determine if it operates properly ? Low feedback An electronics factory worker who assembles a radio and then routes it to a quality control inspector who tests and adjusts it Examples of High and Low Job Characteristics The Job Characteristics Model E X H I B I T 7–1 Source: . Hackman and . Oldham, Work Design (excerpted from pp. 78–80). 169。 1980 by AddisonWesley Publishing Co., Inc. Reprinted by permission of AddisonWesley Longman, Inc. Job Design Theory (cont’d) Skill Variety The degree to which a job requires a variety of different activities (how may different skills are used in a given day, week, month?) Task Identity The degree to which the job requires pletion of a whole and identifiable piece of work (from beginning to end) Task Significance The degree to which the job has a substantial impact on the lives or work of other people Job Design Theory (cont’d) Autonomy The degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out Feedback The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance Computing a Motivating Potential Score People who work on jobs with high core dimensions are generally more motivated, satisfied, and productive. Job dimensions operate through the psychological states in influencing personal and work oute variables rather than influencing them directly. Job Design and Scheduling Job Rotation The periodic shifting of a worker from one task to another Job Enlargement The horizontal expansion of jobs Job Enrichment The vertical expansion of jobs Guidelines for Enriching a Job E X H I B I T 7–2 Source: . Hackman and . Suttle, eds.
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