Several job characteristics have been suggested to influence workers’ well-being. For example, Herzberg (1968) differentiated job characteristics that offset dissatisfaction such as social relations from job aspects that foster job satisfaction such as opportunities for advancement. While Hackman and Oldham (1976) focused on the motivational potential of job characteristics such as task identity and feedback, Karasek (1979) accentuated time pressure as a pivotal job demand. Together these models point out that various job characteristics may influence workers’ functioning.
Van den Broeck, A., Van Ruysseveldt, J., Vanbelle, E. and De Witte, H. (2013), "The Job Demands–Resources Model: Overview and Suggestions for Future Research", Bakker, A.B. (Ed.) Advances in Positive Organizational Psychology (Advances in Positive Organizational Psychology, Vol. 1), Emerald Group Publishing Limited, Bingley, pp. 83-105. https://doi.org/10.1108/S2046-410X(2013)0000001007
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