The Validity of The Job Characteristics Model: A Review and Meta-Analysis
Fried, Isaac
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https://hdl.handle.net/2142/71544
Description
Title
The Validity of The Job Characteristics Model: A Review and Meta-Analysis
Author(s)
Fried, Isaac
Issue Date
1985
Department of Study
Labor and Industrial Relations
Discipline
Labor and Industrial Relations
Degree Granting Institution
University of Illinois at Urbana-Champaign
Degree Name
Ph.D.
Degree Level
Dissertation
Keyword(s)
Business Administration, Management
Abstract
The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive and systematic review of the available data on the model, as well as by applying rigorous meta-analysis procedures to a large portion of the data. Specifically, five issues were examined in this study: the validity of correlational data on job characteristics; the job characteristics-individual responses relationships; the mediating effect of psychological states; and the moderating role of potential moderators. While the first two issues were evaluated on the basis of a narrative review, the other three issues were examined using the Hunter-Schmidt meta-analysis procedures, statistically aggregating correlational results.
The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less convergence on the exact number of dimensions. Recent evidence, however, appears to suggest possible theoretical and methodological explanations for the inconsistent results of the job dimensionality. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes, although they exhibited stronger relationships with psychological outcomes. It was suggested that the difference in strength of these relationships might be, in part, a function of contextual factors inside and outside the organization. The results concerning psychological states tended to support their mediating (i.e., intervening) role between job characteristics and psychological outcomes, but not with performance. Moreover, the data provided only partial support for the pattern of correlations between the job characteristics and psychological states, as predicted by the model. The meta-analysis results further demonstrated that most of the cross-study variance was due to statistical artifacts. However clear true variance across studies was found for the job characteristics-performance relationship, and subsequent analyses suggested that growth need strength moderates this relationship. Implications for potential revisions of the model are discussed.
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