A theoretical concept concerning how the fundamental features of an employee's assigned tasks affect mental states and yield different workplace outcomes. The job characteristics model applicable to a business identifies the job characteristics of skill variety, autonomy, task significance, task identity and feedback, and the outcomes of high job performance, high job satisfaction, high intrinsic motivation, and low absenteeism or turnover.
skill variety
Range of abilities needed to perform a specific job. Positions which require an individual to possess different skill sets in order to perform job duties are known to have a high skill variety.
autonomy
Human resource management: A degree or level of freedom and discretion allowed to an employee over his or her job. As a general rule, jobs with high degree of autonomy engender a sense of responsibility and greater job satisfaction in the employee(s). Not every employee, however, prefers a job with high degree of responsibility.
task significance
Extent to which an identifiable piece of work (job) affects, or is important to, others within or outside the organization. An employee's knowledge of other people's dependence on the work he or she is doing is an important factor in his or her job satisfaction.
task identity
Extent to which a job involves doing a complete from beginning to end and identifiable piece of work with a visible outcome, as opposed to doing only a portion of the job. Task identity is an important component of job satisfaction. See also task significance.
feedback
Process in which the effect or output of an action is 'returned' (fed-back) to modify the next action. Feedback is essential to the working and survival of all regulatory mechanisms found throughout living and non-living nature, and in man-made systems such as education system and economy. As a two-way flow, feedback is inherent to all interactions, whether human-to-human, human-to-machine, or machine-to-machine. In an organizational context, feedback is the information sent to an entity (individual or a group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result.
skill variety
Range of abilities needed to perform a specific job. Positions which require an individual to possess different skill sets in order to perform job duties are known to have a high skill variety.
autonomy
Human resource management: A degree or level of freedom and discretion allowed to an employee over his or her job. As a general rule, jobs with high degree of autonomy engender a sense of responsibility and greater job satisfaction in the employee(s). Not every employee, however, prefers a job with high degree of responsibility.
task significance
Extent to which an identifiable piece of work (job) affects, or is important to, others within or outside the organization. An employee's knowledge of other people's dependence on the work he or she is doing is an important factor in his or her job satisfaction.
task identity
Extent to which a job involves doing a complete from beginning to end and identifiable piece of work with a visible outcome, as opposed to doing only a portion of the job. Task identity is an important component of job satisfaction. See also task significance.
feedback
Process in which the effect or output of an action is 'returned' (fed-back) to modify the next action. Feedback is essential to the working and survival of all regulatory mechanisms found throughout living and non-living nature, and in man-made systems such as education system and economy. As a two-way flow, feedback is inherent to all interactions, whether human-to-human, human-to-machine, or machine-to-machine. In an organizational context, feedback is the information sent to an entity (individual or a group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result.
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