Relevance of the Job Characteristic Model in an ICT Company - a Great Place to Work

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dc.contributor Aalto University en
dc.contributor Aalto-yliopisto fi
dc.contributor.advisor Kauppila, Olli-Pekka Sorsa, Taavi 2017-11-13T14:47:56Z 2017-11-13T14:47:56Z 2017
dc.description.abstract The validity of Hackman and Oldman’s (1976) Job Characteristics Model (JCM) has been assessed over 40 years. It has been modified and extended to correspond to working life issues relevant at each time it has been studied. Our society is referred to as a knowledge society, where all spheres of human life depend on the ability to create, distribute and share knowledge. Therefore, there is reason to question whether the original JCM corresponds to current working life challenges. In the present re-search, the intention is to study whether the JCM is still relevant in modern knowledge-intensive organizations and if modifications are needed. The research was a qualitative study by nature. The empirical part of the study was formed around semi-structured interviews and the research data was based on the in-terviews, the target company’s background materials and observations during the re-search process. The research questions were based on the background theories around the JCM. The research indicated that the JCM is still relevant in modern working life circum-stances, but needs modification to be more useful. The JCM includes five core job di-mensions: task variety, task identity, task significance, autonomy and feedback. Ac-cording to the model’s developers, the core job dimensions are mediated by critical psychological states leading to personal and work outcomes. The personal and work outcomes are high internal work motivation, high quality work performance, high satis-faction with the work and low absenteeism and turnover. According to the model’s developers, employee growth need strength (GNS) and context satisfaction are mod-erating elements between the core job dimensions and the personal and work out-comes. The present research reveals that all the core job dimensions are still relevant, but they have different power in forming the personal and work outcomes. People’s autonomy is by far the most powerful job dimension which also influences the for-mation of the other core job dimensions. A new core job dimension was found, good care of people, influencing all the personnel and work outcomes. Furthermore, a good system of selecting people supporting personnel’s high GNS levels was added to the model. en
dc.format.extent 74
dc.format.mimetype application/pdf en
dc.language.iso en en
dc.title Relevance of the Job Characteristic Model in an ICT Company - a Great Place to Work en
dc.type G2 Pro gradu, diplomityö fi Kauppakorkeakoulu fi School of Business en
dc.contributor.department Johtamisen laitos fi
dc.subject.keyword job characteristics model en
dc.subject.keyword work variety en
dc.subject.keyword work identity autonomy en
dc.subject.keyword autonomy en
dc.subject.keyword feedback en
dc.subject.keyword job satisfaction en
dc.subject.keyword internal motivation en
dc.subject.keyword care of people en
dc.identifier.urn URN:NBN:fi:aalto-201711137548
dc.type.ontasot Master's thesis en
dc.type.ontasot Maisterin opinnäyte fi
dc.programme Management and International Business (MIB) en
dc.subject.helecon johtaminen fi
dc.subject.helecon työ fi
dc.subject.helecon työelämä fi
dc.subject.helecon mallit fi
dc.subject.helecon yhteiskunta fi
dc.subject.helecon muutos fi
dc.subject.helecon työtyytyväisyys fi
dc.subject.helecon identiteetti fi
dc.subject.helecon motivaatio fi
dc.ethesisid 17006
dc.location P1 I fi

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