genera job charactersitics model of job satisfaction theory as a part of organizational behavior By Manpreet singh digital

1. JOB SATISFACTION?

3. MOTIVATION
JOB DESIGN
JOB CHARACTERSTIC MODEL

4. MEANINGFUL
• IMPORTANT
• VALUABLE
• WORTHWHILE
STUDY AUTONOMY,
FEEDBACK

5. Individuals with a high growth need are more likely to experience the critical
psychological states when their jobs are enriched—and respond to them more
positively—than are their counterparts with low growth need.

6. MOTIVATIONAL POTENTIAL SCORE
S.V. + T.I. + T.S.
3
AUTONOMY
FEEDBACK

7. WHY
&
?
To be high on motivating potential, jobs must be high on
at least one of the three factors that lead to experienced
meaningfulness and high on both autonomy and
feedback. If jobs score high on motivating potential, the
model predicts motivation, performance, and satisfaction
will improve and absence and turnover will be reduced.
M.
P.

8. Much evidence supports the JCM concept that the
presence of a set of job characteristics—variety,
identity, significance, autonomy, and feedback—does
generate higher and more satisfying job performance.
3 But apparently we can better calculate motivating
potential by simply adding the characteristics
rather than using the formula. 4 Think about your job.
Do you have the opportunity to work on different
tasks, or is your day pretty routine? Are you able
to work independently, or do you constantly have a
supervisor or co-worker looking over your shoulder?
What do you think your answers to these questions
say about your job’s motivating potential