The current research study is based on a model proposed by job design theorists, Fried, Grant, Levi, Hadani and Slowik (2007). This proposal is valuable in the organisational psychology research as it is the first to evaluate and incorporate career dynamics into the conceptualisation of the job design premise. As their argument, Fried et al. (2007) suggest that employees’ attitudinal reactions that result from the stimulation (or lack thereof) obtained from the design of their jobs is influenced by their career dynamics. More specifically, Fried et al. (2007) infer that career dynamics would moderate the relationship, whereby employees would be more likely to respond favourably to a lack of stimulation when they perceive themselves in the early stages of their careers; or when they perceive their jobs as enabling career advancement. The aim of this study is to quantitatively assess the hypotheses suggested by Fried et al. (2007); and therefore conduct an investigation that evaluates job design from a career dynamics perspective. Ninety five employees from sister accounting firms in Johannesburg and Cape Town formed the sample utilised in the study by volunteering to complete the self-report measures that were administered. The measures that are used in this study encompass the job diagnostic survey, an occupational tenure questionnaire, the expected utility of present job scale and the affective well-being scale. A biographic inventory was also administered in order to comprehend the demographic characteristics of the sample. The research hypotheses were evaluated using moderated multiple regression statistics. Insufficient evidence was found to conclude any moderating effects of career dynamics on the relationship between the stimulation derived from the job and the attitudinal reaction of affective well-being. Following the exploration of the research study and the interpretation of the findings, limitations of the study, directions for future research and practical implications are addressed.