An experimental case study of the successes and failures of job enrichment in a government agency.

Abstract

An experimental job enrichment program was introduced in three clerical work units of a federal agency. Matched control groups were selected for each experimental unit. The program was introduced after careful diagnosis of the work situation and thorough training of the personnel involved. Within the limits imposed by the field situation, before-after measures of both behavior and attitudes suggested that changes in behavior (e.g., productivity, absences) occurred in favor of the experimental groups. Job enrichment apparently had no effect on attitudes, however. On the basis of interviews and observations, the productivity changes were attributed mainly to more efficient use of manpower, elimination of unnecessary operations, and feedback and competition, while the absence changes were attributed to initial changes in morale based on the expectation of extrinsic rewards. It was concluded that attitudes did not improve because the expectation and desire for such rewards had not been met. The problems and limitations of job enrichment are discussed.

The Validity of the Job Characteristics Model: A Review and Meta‐analysis

“…It is also possible that the differences resulted from method variance inflating the obtained relationship between perceived job characteristics and outcomes. Several other studies have provided data supporting the impact of objective manipulation or objective rating of job characteristics on attitudinal responses (Griffin 1983;O'Reilly & Caldwell, 1979), behavioral responses regarding productivity, absenteeism, and turnover (Locke, Sirota, & Wolfson, 1976), and both affective and behavioral outcomes (Johns, 1978;Wall & Clegg, 1981).…”

7 Redesigning Work Design Theories: The Rise of Relational and Proactive Perspectives

“…Redesigning Work Design Theories • 321 (Locke, Sirota, & Wolfson, 1976), and other challenges (for reviews, see Parker and Wall (1998) and Roberts and Glick (1981)). In response to these critiques, the 1980s was marked by tests of the JCM, investigations of the dimensionality and objectivity of job characteristics, and theoretical and empirical comparisons and integrations with the social information processing perspective (Griffin, 1987;Oldham, 1996;Zalesny & Ford, 1990).…”

Job Satisfaction Among Type C Career Changers

“…Such interventions are commonly referred to as job enrichment. For example, Locke, Sirota, and Wolfson ( 1976) claimed that job satisfaction is encouraged by work that is varied, allows for autonomy, and is mentally challenging. Other researchers find a relationship between job-skill diversity and overall job satisfaction (Hackman & Oldham, 1975;Pierce & Dunham 1976;Katz, 1978).…”

“…The sample group completed a 45-item instrument containing two Short-Form Minnesota Satisfaction Questionnaires (Lofquist 8c Dawis, 1969) and other questionnaires. Respondents answered the first questionnaire in terms of their satisfaction with their previous occupation.…”