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The nature of the relationship between job characteristics, personality, and job satisfaction was investigated. A longstanding debate exists between psychologists that believe structural characteristics of the job are the primary determinants of job satisfaction (Kulik, Oldham, & Hackman, 1987; O'Reilly & Roberts, 1975) and those that believe personal attributes of the worker are most important (Hackman & Lawler, 1971; Pervin, 1968). Information was collected from 163 participants on the Job Characteristics Inventory, the Myers‐Briggs Type Indicator (Form G), and the satisfaction scale of the Job Diagnostic Survey. Hierarchical regression analyses demonstrated that job characteristics successfully predicted job satisfaction (average Ra2 =.30). A series of hierarchical regressions indicated that personality had neither a direct effect on satisfaction nor a moderating effect on the job characteristics‐job satisfaction relation. These results indicate that, at least as measured by the MBTI, the characteristics of the individual may be of little importance during job redesign.

This paper aims to provide empirical evidence of the associations between perceived job characteristics and workplace spirituality with environmental sustainability within the domain of small- and medium-sized enterprises. This study aims to investigate the influence of perceived job characteristics (job identity, task significance and task variety) on environmental sustainability through workplace spirituality.

Data are collected from 400 small and medium enterprises (SME) employees working in New Delhi, India, and Islamabad, Pakistan. Response rate in this study is 58 per cent. Structural equation modeling has been used to analyze the data through SmartPLS 3.0 and SPSS version 24.

The results indicate that perceived job characteristics have significant positive influence over workplace spirituality. It is concluded that workplace spirituality also significantly mediates the relationship between perceived job characteristics and environmental sustainability.

In the present study, perceived job characteristics have been evaluated to improve environmental sustainability in SMEs from Pakistan and India. Therefore, before generalization in the context of other countries can be made, the results obtained may need some modifications.

The research concerns the understanding of various job characteristics and environmental sustainability from the viewpoint of employees in SMEs at imparting perceived job characteristics as important factors to meet challenges relevant to environmental sustainability in the dynamic market.

There is anecdotal evidence claiming the pivotal role of job characteristics and workplace spirituality toward the recognition of sustainability in the progressive dynamic market. The results of this study represent the effectiveness of perceived job characteristics for accomplishing social objectives through workplace spirituality.

This study contributes to the field by bringing together the concepts of workplace spirituality with perceived job characteristics and environmental sustainability in the context of Pakistani and Indian SMEs.

The purpose of this study is to examine the relationship between job characteristics that foster learning (experience with and demand for continuous learning at work, skills variety and autonomy) as potential predictors of self-reported outcomes, such as future learning ability and employee disengagement at work for a cohort of employees with no or very limited job change experience. Further consideration was given to employees’ experiences at work (meaningfulness and recognition at work) as potential mediators in this relationship between job characteristics and employee outcomes.

A cross-sectional design was applied. Participants (N = 284) were recruited from Northern Germany and asked to complete a paper-and-pencil survey. The results were subsequently analyzed using path models to examine direct and indirect effects associated with mediation.

Path model analysis indicated that job characteristics promoting learning at work are positive predictors of self-reported future learning ability and negative predictors of disengagement. Both meaningfulness and recognition predict future learning ability as well. However, these variables only operated as significant mediators in the relationship between job characteristics and employee disengagement (but not self-reported future learning ability).

The study outlines the importance of job characteristics and employee experience to understand employees’ beliefs about their learning ability and engagement at work. The findings highlight the importance of meaningfulness and recognition for employees, as well as the role of learning-supportive job characteristics.

The design of work has been shown to influence a host of attitudinal, behavioral, cognitive, well-being, and organizational outcomes. Despite its clear importance, scholarly interest in the topic has diminished over the past 20 years. Fortunately, a recent body of research has sought to reenergize research into work design by expanding our view of work design from a narrow set of motivational work features to one that incorporates broader social and contextual elements. In this chapter we seek to review the literature on work design and develop a framework that integrates both job and team design research. We begin by briefly reviewing the history of work design in order to provide needed historical context and illustrate the evolution of job and team design. We then define work design, particularly as it relates to incorporating job and team design elements and transitioning from a view of jobs to one of roles. Following this, we identify a comprehensive set of work design outcomes that provide the basis for understanding the impact that different work characteristics can have on individuals and teams. We then offer an extended discussion of our integrative model of work design, which includes three sources of work characteristics (task, social, and contextual) and the worker characteristics implied by these characteristics. Having defined the range of work and worker characteristics, we then discuss some of the fit and composition issues that arise when designing work, as well as discuss the mechanisms through which the work characteristics have their impact on outcomes. Finally, we discuss research into informal forms of work design.

In this chapter the relationship between job design and older workers is considered. Starting from a conceptual definition of what the concept job and work design is, we consider theoretic approaches to the study of job design over the last decades, including recent frameworks, measurement, and research. We follow this with a specific focus on the topic of job design for older workers. We argue that the rules of “good job design” are not applicable to all workers, focusing specifically on the issues of age and career stage. We next show through a theoretical model and some empirical research that some job characteristics may be more suitable or beneficial for people in older age groups or later stages of their careers (e.g., Truxillo, Cadiz, Rineer, Zaniboni, & Fraccaroli, 2012). Empirical support for the role of age in job design is considered. We conclude by defining some avenues for future research, including the identification of additional factors that may determine how age and job characteristics affect worker behavior, attitudes, and well-being.

This study sets out to examine the relationships between job characteristics, Perceived Organisational support (POS) and Organizational citizenship behaviours (OCB). The mediating role of intrinsic motivation was additionally examined. Although the effects of Perceived Organisational support on Organisational citizenship behaviours are well-documented, few studies have examined the role of job characteristics and intrinsic motivation on organisational citizenship behaviours. Yet, there appear to be natural links between job characteristics, intrinsic motivation and OCB. The sample of the study included a total of 422 nurses. Subjects were recruited from different hospitals located throughout Belgium. Data for this study was obtained by means of questionnaires. Both measures are based on scales that appear to be reliable. Results provide insight into how perceived organizational support and job characteristics impact organizational citizenship behaviour. Intrinsic motivation mediated the relation between job characteristics and organizational citizenship behaviour.

How to design jobs to support innovation is an issue that has received plenty of consideration over the past years. Building on the job characteristics model, the present study is set up to identify configurations of perceived job characteristics for innovation.

By adopting a fuzzy-set configurational approach (fsQCA), the research question is addressed through a two-wave self-report survey of 199 employees of an Italian manufacturing company.

Results reveal four compatible configurations of job characteristics leading to high levels of innovative work behavior and two for low levels.

The results offer guidance for managers and organizations that aim to strengthen employee-driven innovation by offering different recipes of job design to maximize the chance of boosting innovative behaviors among their workers.

This research is one of the first to empirically test the relation of job characteristics for innovative behavior using a configurational approach. By doing so it contributes to the literature by advancing the notion that innovative endeavors are determined by the holistic effects of different interdependent configurations of job characteristics.

Drawing from job characteristic theory and person-environment fit theory, the authors examine the relationship between job characteristics needs-supplies fit/misfit and affective organizational commitment across countries and how humane orientation moderates this relationship.

To test the authors’ hypotheses, the authors conducted a number of multilevel polynomial regressions with three-dimensional surface analyses on a sample of 19,049 employees from 24 countries drawn from the International Social Survey Program (ISSP) 2005.

Results indicate that job characteristics needs-supplies fit is positively related to affective organizational commitment, while job characteristics needs-supplies misfit is negatively related to affective organizational commitment. In addition, results reveal that humane orientation is relevant to increasing affective organizational commitment when external rewards job characteristics needs are higher than external rewards job characteristics supplies.

These results weaken the universality of job characteristics and call for a departure from a one-size-fits-all approach to human resources.

An employee’s satisfaction with the work context may affect her/his perception of the organization and may hence be a predictor of her/his intention to leave. The purpose of this paper is to explore the possible mediating role of context satisfaction between employees’ perception of job characteristics and their turnover intention and rests on the Job Characteristics Model (JCM).

Hierarchical regression analysis was used to test the moderation hypothesis on sample data of 214 employees of 19 public sector banks in India. The population comprised both junior and middle management grade employees as these are expected to succeed retiring middle and senior management employees.

Findings suggest that in addition to enriched jobs, context satisfaction is critical to establish a positive environment to lessen turnover intention of employees. This highlights the need for a positive and supportive work context to maximize the benefits of jobs with positive characteristics.

The study is important for academicians and practitioners alike as it is evidence to the underlying process of how perception towards job characteristics together with work context as a less researched construct of JCM may influence intention to quit. The findings find relevance in the Indian banking sector, where retaining talent is a major challenge.

The purpose of this paper is to investigate the nature of organizational commitment among employees of Palestinian arts-and-culture organizations and to examine the combined effect and role of organizational and job characteristics in shaping employees’ commitment.

An on-site employee survey was conducted in 20 distinct local not-for-profit arts-and-culture organizations, where the respondent sampling frame constituted of 190 individuals with a response rate of 48 per cent. Confirmatory factor analysis was used in this study to confirm the original scale structure for study constructs and evaluate their distinctiveness in the Palestinian context.

Results from structural equation modeling analysis revealed a reasonable rather than a good fit of the model to the data. The current study recognized organizational and job characteristics as critical determinants of employees’ commitment, particularly its affective component; which was also found to be the most accurate description of organizational commitment in arts-and-culture organizations.

Consistent with the social exchange theory, an emphasis should be placed on employees’ perception of organizational and job characteristics. This study advocates for combining organizational characteristics with job characteristics in light of their significant association with commitment in the context of motivational theories.

This study empirically demonstrates the positive effects of organizational and job characteristics on employees’ evaluation of their organization. Managers of arts-and-culture organizations should maintain a proper alignment of organizational values with those of the employees and create a working environment that meets employees’ psychological and career needs.

This study makes a valuable contribution to the existing body of research and adds to a very limited number of studies investigating organizational commitment in arts-and-culture organizations, validating the structure of commitment and its antecedents in a non-Western context and showing the multi-dimensionality of the concept.