The Job Characteristics Model is widely accepted as a conceptual tool for addressing problems related to employees’ motivation, dissatisfaction and organisational performance. Therefore, this study attempts to apply Hackman and Oldham Job Characteristics Model (JCM) by among the five core dimensions of autonomy, skill variety, task identity, task significance and feedback and job satisfaction and employees’ turnover in the Libyan oil companies located in Benghazi city. Also, to explore the current situation of organisational determinants of job satisfaction in the Libyan oil companies and to investigate its correlation with employees’ job satisfaction. These factors (pay/rewards, supervision, promotion opportunity, relationship with co-workers and work conditions) are tested empirically in the companies studied. A total of 400 questionnaires were collected and 20 interviews were conducted in four oil companies. The main findings of the study confirm the positive correlations among the five core dimensions of the JCM and job satisfaction. Also, organisational factors were found to influence employees’ job satisfaction as the employees were satisfied with their pay/rewards, supervision, promotion opportunity, relationship with co-workers and working conditions. Moreover, employees have shown more concern for factors such as job security and change in the social status. Also, it was found that employees’ turnover increased in relation to security and social factors such as the absence of safety and security in the oil fields after the Libyan uprising, especially those oil fields located in the Eastern region. It was also found that the correlations among job satisfaction and employees’ turnover was negative and the correlation among the five core dimensions of the JCM model and employees’ turnover were negative too. The study makes a significant contribution to knowledge in theory and practice. Among such contributions are identification of gaps in the literature on job satisfaction and the core dimension of job characteristics model. Also, the study contributes to the redesign of jobs and working relationships in the Libyan oil companies.

The Relationship between the Perceptions of Organizational politics to staff Affectivity and the Characteristics of Job¡¦s Interaction. ABSTRACT This research is based on the framework of revision model proposed by Ferris et al. (2002), discussing the Relationship between the Perceptions of organizational politics to staff status, staff Affectivity and the Characteristics of Job¡¦s Interaction. It takes 130th staffs of 40 Organization in Taiwan as the research object. 2133 copies of questionnaire have been issued and 1,940 copies have been taken back, the returns-ratio reaches 91.0%. After rejecting 50 invalid copies, the effective volume is 1,890, and effective returns-ratio is 88.6%. The data were analyzed by descriptive statistics, item analysis, reliability analysis, correlation analysis, factor analysis and hierarchical linear model. The major results of this study are as fallowing: 1-1. Positive Affectivity of Staff has a significant effect on perceptions of organizational politics. 1-2. Negative Affectivity of Staff has a significant effect on perceptions of organizational politics. 2-1. The interaction of supervisor and staff has a significant effect of organizational politics. 2-2. The interaction of staff and colleague has a significant effect on perceptions of organizational politics. 3-1.The interaction of staff and supervisor has moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics. 3-2.The interaction of staff and supervisor has moderate effect on the relationship between staff negative affectivity and Perceptions of organizational politics. 3-3.The interaction of staff and colleagues has moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics. 3-4.The interaction of staff and colleagues has not moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics.

Existing literature indicates that job characteristics, job satisfaction, organizational commitment, and organizational citizenship behavior are very important for effective organizational functioning. Previous research on citizenship behaviors made limited contribution to the literature, since it ignored the relationships between job characteristics and citizenship behaviors together with the influences of job satisfaction and organizational commitment. The present study attempted to test a new integrative model of the relationships among job characteristics, job satisfaction, organizational commitment, and organizational citizenship behaviors. The main purpose of the present study was to examine the effects of job characteristics on organizational citizenship behaviors. While examining the role of job characteristics, the mediating roles of job satisfaction and organizational commitment were taken into account in order to better understand how job characteristics affect the exhibition of citizenship behaviors. The secondary purpose was to investigate the effects of job characteristics on job satisfaction and organizational commitment, and the effects of job satisfaction and organizational commitment on citizenship behaviors. A sample of 300 employees from 60 companies was selected. The data was collected at the location of the firms by using a survey instrument. The employees rated the items that measured task characteristics, job satisfaction, and organizational commitment. Later, the information on organizational citizenship behavior of employees was collected from the employees&rsquo / supervisors. Hierarchical regression analyses were performed on the data. In general, the findings showed that some job characteristics might be the antecedents of job satisfaction and the aggregate variable job scope was positively associated with organizational commitment, and these work attiudes predicted organizational citizenship behaviors positively. Specifically, in line with the expectations, the job characteristics of task identity, autonomy, and aggregate job scope were positively associated with the work attitude of job satisfaction. The aggregate job scope was positively associated with the work attitude of organizational commitment although no single job characteristic was significantly associated with organizational commitment. In turn, job satisfaction and organizational commitment were positively associated with the citizenship dimensions of courtesy and sportsmanship. In addition to these, organizational commitment was positively associated with the citizenship dimension of conscientiousness and aggregate citizenship behavior. However, no significant direct association was found between job characteristics and citizenship behaviors. Therefore it was not possible to test the intervening effects of work attitudes on the relationships between job characteristics and citizenship behaviors. The study&rsquo / s results are discussed together with the implications, strengths and limitations. Some suggestions for future research are made.

Thesis deals with motivation potential of work in a selected organisation, identification of presence of job characteristics according to Hackman and Oldham Job Characteristics Model, their perception of intensity and importace for employee. Furthermore proposing improvements of job characteristics and enrichment of employees' job. Another goal is to find satisfaction with current motivation program and in case of deficiencies to propose changes. Data were obtained by using questionary, this data were processing by descriptive statistics. In conclusion, were proposed possibles changes in case of job characteristics or in case of motivation program if enrichment of job characteristics was not suffice.