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The JCM: by Hackman & Oldham
Skill Variety,Task Identity,Task Significance----> Meaningfulness of
Work-------------------------> High Intrinsic Motivation/High Job Performance
Autonomy-----------------------------------------------------> Responsibility
for Outcomes-------------------->High Job Satisfaction, Low Abseentism/Turnover
Feedback-----------------------------------------------------> Knowledge of
Results-----------------------------> High Job Satisfaction, Low Abseentism/Turnover
Measuring the JCM with the MPS & JDS
Another aspect of the JCM is the Motivating Potential Score (MPS). The MPS
measures the extent to which a job displays the five core job characteristics in
addition to indicating the job’s motivating potential.
MPS = (Skill Variety + Task Significance + Task Identity)/3 x Autonomy x
Feedback
For example: An architect who possesses many skills is allowed to utilize these
skills in his profession (SV= 10), and the job is clearly important to the many
consumers who desire the products (TS= 9). In addition architects are often
allowed to complete their job from beginning to end (TI= 10) in the manner they
wish to do so (A=8). They also receive (feedback =8) from their customers and
superiors on the proficiency of their work. The MPS = (10 + 9 + 10)/3 x 8 x 8 =
618.67. According to this particular MPS an architect displays all five core job
characteristics highly, making it a motivating job according to the JCM.
The Job Diagnostic Survey implemented by Hackman & Oldham as a part of a Yale
University Study is used as an assessment tool for the model. The original
questionnaire tested the model on 658 employees in 62 jobs in 7 organizations.
Their model has generally been supported. Exceptions resulted from weak data for
feedback, and the relationship between autonomy and experienced responsibility
did not result in the manner specified in the model.
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