Job characteristic theory

Theory of work design / From Wikipedia, the free encyclopedia

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Job characteristics theory is a theory of work design. It provides “a set of implementing principles for enriching jobs in organizational settings”.[1] The original version of job characteristics theory proposed a model of five “core” job characteristics (i.e. skill variety, task identity, task significance, autonomy, and feedback) that affect five work-related outcomes (i.e. motivation, satisfaction, performance, and absenteeism and turnover) through three psychological states (i.e. experienced meaningfulness, experienced responsibility, and knowledge of results).[2]