jobkarakteristikmodel

The Job Characteristics Model, often abbreviated as JCM, is a motivational theory developed by Richard Hackman and Greg Oldham. It proposes that there are five core job characteristics that influence employee motivation, satisfaction, and performance. These core characteristics are skill variety, task identity, task significance, autonomy, and feedback.

Skill variety refers to the degree to which a job requires a variety of different activities and skills. Task identity is the extent to which a job requires the completion of a whole and identifiable piece of work. Task significance is the degree to which the job has a substantial impact on the lives of others, either within or outside the organization. Autonomy is the extent to which employees have freedom, independence, and discretion in scheduling their work and determining the procedures to be used. Finally, feedback is the degree to which carrying out the work activities required by the job provides the individual with direct and clear information about the effectiveness of his or her performance.

The model suggests that when these five core job characteristics are present in a job, they lead to three critical psychological states: experienced meaningfulness of the work, experienced responsibility for outcomes of the work, and knowledge of the actual results of the work activities. These psychological states, in turn, are believed to result in positive personal and work outcomes, including high internal work motivation, high-quality work performance, high satisfaction with the work, and low absenteeism and turnover. The JCM also posits that individual differences, such as a desire for growth and a certain level of knowledge and skill, moderate the relationship between job characteristics and outcomes.