This research study had three aims. The first aim was to identify if any changes in job characteristics and the motivating potential of jobs occurred when workers were provided with their own personal desktop computers for accessing automated integrated information management systems, wordprocessing and spreadsheeting facilities. The second aim of the study was to determine if any changes in job satisfaction occurred as a result of such changes in job characteristics and the motivating potential of jobs. The third aim of the study was to determine whether changes in job satisfaction that resulted from changes in job characteristics and changes in the motivating potential of jobs were moderated by the following factors: workers' perceptions of the impact of the new technology on their work practices, workers' prior knowledge of computing, and workers' age, gender and job category. A survey questionnaire was used to collect information for this research study. The complete version of the Job Diagnostic Survey formed the major portion of this questionnaire. The additional portions of the questionnaire were designed to collect information relating to workers' perceptions of the impact of the new technology, their prior computing knowledge and their age, gender and job category. A quasi-experimental multiple time-series research design was used to fulfill the aims of this study. The experimental group comprised 19 workers who had been using the new technology for no longer than five months. In order to maximise discrimination between effects that resulted from the introduction of the new technology and effects that resulted from other organisational factors, two control groups were used in this research study. The "established users" group comprised 10 workers who had been using the new technology in their jobs for at least six months, and the "non-users" group comprised 22 workers who had not used the new techno�logy in their jobs and would not do so for the duration of the study. A period of 18 months elapsed between the pretest and the posttest. In total, 51 respondents completed both the pretest and posttest questionnaires. These respondents' results were analysed using Statview 512+ and JMP (version 2). The participants of this research study were all employees of the National Library of Australia (NLA). Although computer technology has been in use at the NLA since the 1980s, the new technology that has been the focus of this research study differs from previous technology because it provides staff of the NLA with instant access to an information system that is both fully automated and fully integrated. This has been achieved in two ways. Firstly, the development of a local area network, the installation of a Dynix Integrated Library Management System, and the provision of Epsom personal computers equipped with Word for Windows and Excel for Windows have collectively made it possible for staff of the NLA now to access all the NLA's existing and new automated systems from a single personal computer instead of having to use different equipment for different automated tasks as has previously been the case. Secondly, rather than having to share equipment with other staff, each staff member has been supplied with their own PC. The study found that the introduction of the new technology did not have any significant effects on job characteristics and the motivating potential of jobs. However, there was a significant decrease in job satisfaction after the introduction of the new technology. It was found that workers had very positive perceptions of the effects of the technology on their jobs, and very high levels of prior computing knowledge, and therefore it was concluded that these factors did not have any moderating effects on the relationship between the introduction of the new technology and job satisfaction. No relationships were found between the decrease in job satisfaction and workers' age, gender and job category. Results of further analysis, however, reveal that there was a relationship between the decrease in job satisfaction after the introduction of the new technology and two other factors. These were a reduction in workers' perceptions of the value of the skills required to complete their work tasks and a decrease in their social satisfaction. Further research is suggested in order to determine the general applicability of these results to other organisations and other occupational groups.

På senare tid har Corporate Social Responsibility (CSR) blivit en allt viktigare företagsfråga. Det har dock framhävts att otillräcklig forskning har ägnats åt att dess inverkan på anställda. Syftet med denna studie varit att undersöka effekten av CSR, riktad mot externa intressenter, på anställdas arbetsmotivation. För detta ändamål har en fallstudie av en svensk bank genomförts. Först utfördes en kartläggning av bankens CSR. Sedan utvecklades ett konceptuellt ramverk inspirerat av dels kartläggningen av bankens CSR, och dels av Hackman och Oldhams Job Diagnostic Survey. Därefter distribuerades en psykometrisk undersökning till 117 anställda i ett av bankens sex affärsområden. Detta i syfte att försöka fånga in den potentiella motivationseffekten av bankens CSR. Den huvudsakliga upptäckten av studien indikerar ett positivt samband mellan upplevd CSR och arbetsmotivation. Dessutom, utav de valda måtten för arbetsmotivation, visade sig upplevd meningsfullhet generera den tydligaste kopplingen till CSR, följt av upplevt ansvarstagande och feedback. Följaktligen är den viktigaste slutsatsen, inom ramen för denna studie, att arbetsmotivation påverkas positivt av CSR. / In recent times, Corporate Social Responsibility (CSR) has become an increasingly important corporate issue. It has, however, been argued that insufficient research has been dedicated to its impact on employees. The purpose of this study has been to examine the effect of CSR directed at external stakeholders on employee motivation. In order to do so, a case study on a Swedish bank was conducted. First, a mapping of the bank's CSR was carried out. Thereafter, a conceptual framework inspired by the mapping of the bank's CSR as well as by Hackman and Oldham's Job Diagnostic Survey was developed. Second, a psychometric survey was distributed to 117 of the bank's employees in one of its six regional business units. This was done in order to capture the potential motivational effect of the CSR of the bank. The principal finding of the study indicates a positive relationship between perceived CSR and work motivation. Furthermore, out of the selected measures of work motivation, experienced meaningfulness provided the most distinct connection to CSR, followed by experienced responsibility and feedback. Accordingly the most important conclusion, within the scope of this study, is that CSR positively affects work motivation.

Univ., Diss.--Kaiserslautern, 2003.

Magister Bibliothecologiae - MBibl / The study examines job satisfaction among research librarians in selected research libraries situated in the Western Cape region. Many studies worldwide have been done on job satisfaction in various subject fields including librarianship. The theoretical framework for this study refers however only on the Job Characteristics Model (JCM) (1976) of Hackman and Oldham. The reason why this model was chosen was because this model was the most appropriate model given the nature of the study, even though there are other models available. A brief overview of the other theoretical models namely; Maslow's (1943) hierarchy of needs and Herzberg's (1954) two factor theory of motivation are discussed as a starting point of this research study. Research librarians work under stressful conditions given the need to produce successful end results.

Desde hace tiempo se habla de la necesidad de modificar la enseñanza tradicional, caracterizada por la superficialidad en el aprendizaje y la pasividad en el estudiante, por una en la que éste participe de forma activa y cuyo aprendizaje sea más profundo. De hecho, en la adaptación que están llevando a cabo las universidades en España, dentro de los planes del Espacio Europeo de Educación Superior (EEES), uno de los objetivos propuestos es la mejora de las metodologías y recursos en la educación de los estudiantes. Este tipo de aprendizaje activo genera un contexto más motivador, estimulante y más satisfactorio para los estudiantes, y una forma de crearlo es modificando las actividades que los estudiantes realizan en clase, es decir, las características del contexto de aprendizaje. A pesar de toda la investigación que existe en el área de la educación sobre este aspecto, sigue existiendo un vacío con respecto a las características relacionadas con el aprendizaje y con la motivación y la satisfacción. Al no haber podido encontrar instrumentos que evalúen este tipo de conceptos, se ha decidido investigar dentro del mundo laboral, para comprender mejor ambos constructos. La analogía entre el mundo laboral y el académico no es un planteamiento nuevo. Desde hace mucho tiempo se ha sugerido la idea de que lo que hace el estudiante en la universidad, es comparable a lo que hace un trabajador en su puesto de trabajo. En este trabajo se ha realizado la adaptación al mundo académico, de un instrumento ampliamente utilizado en el mundo laboral para diagnosticar y rediseñar las propiedades motivacionales del puesto de trabajo y medir la satisfacción en los trabajadores: El Job Diagnostic Survey (JDS). Aunque existen otros instrumentos que evalúan estos conceptos, el JDS, además de ser uno de los instrumentos más utilizados para su valoración, incluye ambos constructos en su modelo conceptual. A través de este trabajo se ha conseguido ofrecer un instrumento válido para analizar el potencial motivador del puesto de trabajo de los alumnos, rediseñarlo y evaluar cómo influye en la satisfacción. / Giraldo O'meara, MM. (2014). VALIDACION DE LAS ESCALAS DEL JOB DIAGNOSTIC SURVEY (JDS) APLICADAS A ENTORNOS EDUCATIVOS UNIVERSITARIOS [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/36741