Motivation through the design of work: test of a theory
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The JCM proposes that five core job characteristics directly shape three essential psychological states that enhance employee motivation, job satisfaction, and overall performance.
“The Job Characteristics Model (JCM) proposes that five core job characteristics -skill variety, task identity, task significance, Autonomy, and Feedback -directly shape three essential psychological states that enhance employee motivation, job satisfaction, and overall performance (Hackman & Oldham, 1976).”
From Evaluation of the Sustainability of Organizational Welfare and Human Resources to Improving Long-Term Performance (2025) · cites this paper as Hackman & Oldham, 1976
The Job Characteristics Model (JCM) posits that specific job characteristics shape employees' psychological states, directly impacting workplace behavior and satisfaction.
“The model posits that specific job characteristics shape employees' psychological states, directly impacting workplace behavior and satisfaction.”
From Evaluation of the Sustainability of Organizational Welfare and Human Resources to Improving Long-Term Performance (2025) · cites this paper as Hackman & Oldham (1976)
The findings of this study align closely with the Job Characteristics Model (JCM) proposed by Hackman and Oldham (1976).
“The findings of this study align closely with the Job Characteristics Model (JCM) proposed by Hackman and Oldham (1976), which emphasizes the critical role of job design in enhancing employee motivation, satisfaction, and performance.”
From Evaluation of the Sustainability of Organizational Welfare and Human Resources to Improving Long-Term Performance (2025) · cites this paper as Hackman and Oldham (1976)
These psychological states contribute to higher job satisfaction, increased motivation, and improved overall performance.
“These psychological states, in turn, contribute to higher job satisfaction, increased motivation, and improved overall performance.”
From Evaluation of the Sustainability of Organizational Welfare and Human Resources to Improving Long-Term Performance (2025) · cites this paper as Hackman and Oldham (1976)
JCM identifies five core job characteristics-skill variety, task identity, task significance, autonomy, and feedback-that influence three key psychological states in employees: experienced meaningfulness of work, responsibility for outcomes, and knowledge of actual results.
“JCM identifies five core job characteristics -skill variety, task identity, task significance, autonomy, and feedback -that influence three key psychological states in employees: experienced meaningfulness of work, responsibility for outcomes, and knowledge of actual results.”
From Evaluation of the Sustainability of Organizational Welfare and Human Resources to Improving Long-Term Performance (2025) · cites this paper as Hackman and Oldham (1976)
The job characteristics model highlights that skill variety, task identity, perceived task significance, autonomy, and feedback promote motivation and satisfaction with the job.
“For example, the job characteristics model from work psychology [33] highlights that certain job characteristics promote motivation and satisfaction with the job, namely skill variety, task identity, perceived task significance, autonomy, and feedback from the job.”
From On the Quest for Effectiveness in Human Oversight: Interdisciplinary Perspectives (2024) · cites this paper as [33]
Automated feedback flows described in the research can be interpreted as computer-generated feedback that comes from the job rather than from other coworkers.
“These automated feedback flows described in the present research can be interpreted as computer-generated feedback that comes from the job (Hackman and Oldham 1976) rather than from other coworkers (Hackman and Lawler 1971).”
From How affordances of chatbots cross the chasm between social and traditional enterprise systems (2020) · cites this paper as Hackman and Oldham 1976
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“For example, the job characteristics model from work psychology [33] highlights that certain job characteristics promote motivation and satisfaction with the job, namely skill variety, task identity, perceived task significance, autonomy, and feedback from the job.”
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POSITIVE EFFECTS OF CONFLICT: A FIELD ASSESSMENT
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“Since its introduction by Hackman & Oldham (1976), the Job Characteristics Model (JCM) has remained one of the most influential theories in understanding how job design influences motivation, job satisfaction, and employee performance.”
Influential
- Authors
- Hackman, J. R., & Oldham, G. R.
- Affiliations
- University of Illinois Urbana-Champaign (US)
- Venue
- Organizational Behavior and Human Performance
- Publisher
- Elsevier BV
- Published
- 1976-08
- Volume
- 16
- Issue
- 2
- Pages
- 250-279
- ISSN
- 0030-5073 (ISSN-L)
- OpenAlex
- W2042623444
- Cited by
- 8,962
- References
- 39
- Citations by year
- 2026: 500 · 2025: 552 · 2024: 460 · 2023: 477 · 2022: 449 · 2021: 402 · 2020: 420 · 2019: 404 · 2018: 444 · 2017: 385 · 2016: 406 · 2015: 405 · 2014: 381 · 2013: 370 · 2012: 374
- FWCI
- 54.01
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Organizational Behavior and Human Performance (publishedVersion)
- Defense Technical Information Center (DTIC) (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Motivation
- Social Sciences › Psychology › Applied Psychology › Human Behavior and Motivation
- Keywords
- job design, intrinsic motivation, job characteristics, job complexity, job challenge, job redesign, employee motivation
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