Jobbdesign

Jobbdesign, the Scandinavian term for job design, refers to the systematic planning and structuring of work tasks, responsibilities, and relationships to improve performance, quality, safety, and employee well-being. The aim is to create roles that are meaningful, motivating, and aligned with organizational goals.

A central theoretical framework is the Job Characteristics Model (JCM) developed by Hackman and Oldham. It identifies five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback. These dimensions influence critical psychological states—experienced meaning, responsibility for outcomes, and knowledge of results—which in turn relate to motivation, performance, and satisfaction.

Design approaches include job rotation, job enlargement, and job enrichment, which vary by adding tasks, broader skill use, or greater autonomy and responsibility. Participatory or collaborative design engages workers in redesign efforts, while socio-technical design considers the interaction between people, technology, and organizational structure. Ergonomic and safety considerations are integrated to reduce strain and risk.

Applications span manufacturing, services, healthcare, and knowledge work. Well-designed jobs are associated with higher motivation, lower turnover, better quality and safety, and reduced burnout, though effectiveness depends on context and individual differences. Assessment tools such as the Job Diagnostic Survey (JDS) and the Work Design Questionnaire (WDQ) are commonly used to measure core dimensions and outcomes.

Historically, jobbdesign has roots in early organizational psychology and gained prominence with the Job Characteristics Model in the late 20th century. Today, it remains a key area in human resource management and organizational design, evolving with digitalization, flexible work arrangements, and participatory practices that emphasize worker involvement and well-being.