Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation.

Abstract

Administered questionnaires to 291 scientists working in research and development laboratories. Results of a factor analysis indicate that job-involvement attitudes, higher order need-satisfaction attitudes, and intrinsic-motivation attitudes should be thought of as separate and distinct kinds of attitudes toward a job. These 3 types of attitudes related differentially to job design factors and to job behavior. Satisfaction proved to be related to such job characteristics as the amount of control the job allowed the holder and the degree to which it is seen to be relevant to the holder's valued abilities. Satisfaction was not related to either self-rated effort or performance. Job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort. Intrinsic motivation was less strongly related to the job characterisitcs measured, but was more strongly related to both effort and performance than was either satisfaction or involvement. (15 ref.)

Concept Redundancy in Organizational Research: The Case of Work Commitment

“…These assessments reveal reliability estimates ranging from .62 (Jones, James, & Bruni, 1975) to .93 (Hollon & Chesser, 1976). The Lawler and Hall (1970) subscale has demonstrated Cronbach alpha values of .75 (Rabinowitz, Hall, & Goodale, 1977) and .77 (Schmitt, White, Coyle, & Rauschenberger, 1979).…”

“…Hence, the Lodahl and Kejner measures were not devised with any a priori definitions or theoretical frameworks in mind, and each contains items reflecting the two definitions provided. A better measure is the 4-item subset popularized by Lawler and Hall (1970): (1) The Lawler and Hall (1970) subscale, despite its brevity, is not altogether independent of the other forms of work commitment. It directly overlaps with the first career salience subscale (e.g., the suggestion that life and job satisfaction go hand in hand) and at least latently covaries with both work as a central life interest and the third career salience subscale that contrasts commitment spheres.…”

Concept redundancy and contamination in employee commitment research: Current problems and future directions

“…It also appears in some instances (Lawler & Hall, 1970;Lefkowitz, Somers and Weinberg, 1984;Weissenberg & Gruenfeld, 1968) that some commitment foci were highly correlated with other non-commitment work variables such as 'job satisfaction', 'intrinsic motivation', or 'need-satisfaction', which provides also additional support for the motivational approach. These results indicate that some of the concepts may be redundant and/or are contaminated by other variables.…”

“…Wiener and Gechman (1977) again, argued a case for no distinction between job commitment and job involvement. Lawler and Hall (1970) and Cummings and Bigelow (1976) found evidence for distinguishing between job involvement, job satisfaction and intrinsic motivation. Saal (1978) found significant relationships between job involvement, Protestant work ethic, job satisfaction and achievement motivation.…”

The Effects of Intrinsic and Extrinsic Rewards on Employee Attitudes; Mediating Role of Perceived Organizational Support

“…Perceived organizational support (POS) submit to "the degree to which the organization give importance to employees' assistance and cares about their welfare" [20]. Rewards are primarily considered inducements leading to employee's satisfaction with their jobs, organizational commitment [21]. Rewards increase the performance of individuals and organization and among these rewards the financial rewards are very influential and enhance the motivation of the employees [22].…”