Job enrichment is one method that has been used to increase employee satisfaction and work motivation. job characteristics model has served as the foundation for many job enrichment efforts. In particular, a considerable amount of research has been devoted to the study of the job characteristics-job satisfaction relation. The purpose of this study was to statistically determine, using meta-analysis procedures, the "true" relation between job characteristics and job satisfaction. The role of growth need strength (GNS) as a possible moderator of this relation was also investigated. Results indicated a moderate relation between job characteristics and job satisfaction. This relation is stronger for employees high in GNS. Situational characteristics appear to be more important in determining satisfaction for employees low in GNS.

This study presents an empirical test of the effects of trainee choice of training on subsequent motivation and learning. 207 trainees were randomly assigned to one of three conditions: (a) no choice of training; (b) choice of training-but choice not received; (c) choice of trainingwith choice received. A pilot study was used to create a unique training context whereby trainees could be differentiated on the three conditions of choice, while all ultimately received the identical training module. Results indicated that, after controlling for cognitive ability, those trainees having a choice of training did have greater motivation to learn, provided they were ultimately given the training of their choice. On the other hand, trainees allowed to choose but whose choice was not the training module subsequently delivered were less motivated and learned less than those not asked to participate in the choice of training at all. These findings suggest that, in an organizational training context, there may be some "perils of participation." Implications for future research and practice are discussed.

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This chapter discusses psychology orientation courses. It describes the assumptions and themes common to orientation courses and presents several sample exercises used in the author’s courses. It concludes by briefly reviewing some of the administrative issues related to implementation of orientation courses.