As time goes by, managers realize that exceptional employees are the crucial factors which affect the success or failure of companies. The attitude and feelings of employees are affected by Job Characteristics, and it will further affect the Job Involvement of employees. When employees go into the works which are provided with good job characteristics, managers still need considering the differences between employees. According to some researches, Self-Esteem play an important role in many aspects of employees¡¦ life, so it can be used to measuring the differences between employees. The purposes of the study are to explore the relationship between job characteristics and job involvement, then add self-esteem as a moderator variable to explore the relationship among these variables and make further suggestions to modern companies for arranging job duties and selecting employees. The objects of the study were the Taiwan workers of a case company. The study adopted a convenience sampling method. 200 questionnaires were distributed and resulted in 177 valid responses, comprising the effective return rate of 88.5%. The software SPSS was used for correlation analysis, regression analysis and T test to test the hypothesis. The findings show that there is a significant positive correlation between job characteristics and job involvement, then add self-esteem as a moderator variable to find that there is still a significant positive correlation between job characteristics and job involvement in those workers who are in high level of self-esteem ; on the other hand, there isn¡¦t a positive relationship between job identity, job feedback and job involvement in those workers who are in low level of self-esteem. But there is still a positive relationship between skill variety, job importance, job autonomy, and job involvement.

The gradually increasing pressure of the organization¡¦s job demands becomes a universal and unchangeable fact. Most studies focused on the normal causal relationships between work stress and its outcomes rather than the reversed and reciprocal relationships between them. From the view points of drift hypothesis and gain and loss spiral resulting from the conservation of resource theory, the present study probed the reciprocal relationships between job characteristics, burnout and health. Two-wave panel data were collected from nurses both in public and private hospitals in southern Taiwan. Pre-test data were used to test the Cronbach's £\ and confirmatory factor analysis for each scale. Structural equation modeling implemented with AMOS 5.0 was employed to test the fitness of the hypothesized models. Through a series of nested models competing, our findings showed that the final models fitted well to the data. Our results proved some cross-lagged effects including the normal causal relationships between psychosocial job characteristics and burnout, the reversed causal relationships between burnout and mental, physical health, burnout has partial mediating relationships between psychosocial job characteristics and mental, physical health, and the reciprocal causal relationships between psychosocial job characteristics, burnout, and mental, physical health. According to our findings, managerial implications can be suggested that managers should pay attention to employees¡¦ burnout and introduce some managerial practices immediately in order to prevent the harmful outcomes of health. It can be achieved by higher job control to alleviate employees¡¦ job strain. Organizations should increase employee¡¦s job control such as job redesign, flexible work schedules, and goal setting. In addition, burnout can be affected by mental and physical health as well. From the viewpoint of organizational intervention, stress management programs can help to improve employees¡¦ physical and mental health, which will in turn release employee¡¦s burnout. Organizations will gain a competitive advantage if they make better use of their human resources.

The purposes of this study were the relationship among Organizational Culture, Job Characteristics, and Organization Citizenship Behavior in the Aviation Industry of Taiwan. The questionnaire survey was adopted for the study. The samples included 1,000 employees who worked in aviation industry of Taiwan. The data were analyzed by the following statistical methods¡GStatistically analyzed, T-test, One-way ANOVA., Pearson product-moment correlation, multiple regression and hierarchical regression statistical techniques. The main findings in this study were: a. Organizational Culture and Organizational citizenship behaviors had positively correlation. Particularly, Innovative Culture had the best correlation with Organizational citizen behaviors. b. Organizational Culture had direct effect on Organizational citizen behaviors. Particularly, the influence of Innovative Culture had the notable effect on Organizational citizen behaviors.The Innovative Culture had significant prediction on the Conscientiusness, Civil Virtue ,Altrusim, Courtesy. c. Job characteristic and Organizational citizenship behaviors had positively correlation. Particularly, The Feedback of Task had the best correlation with Organizational citizen behaviors. d. Job characteristic had direct effect on Organizational citizenship behaviors.The Feedback of Task had significant prediction on Courtesy. The result showed that if the organization emphasizes the Feedback of Task in the work design, then staff's Courteous aspect displays can be higher. e. Job Characteristics and Organizational citizenship behaviors had positively correlation. Particularly ,Supportive culture had the best correlation with Dealing With Other. f. Job Characteristics had direct effect on Organizational Culture.Particularly, Autonomy had significant prediction on Support culture.It showed that organization culture was Support culture , then the staff¡¦s Autunomy aspect dispalyed higher. g. The result of interacted effect between Job Characteristics and Organizational Culture on the effectiveness of Organizational citizenship behaviors had partirlly direct effect. ¡]a¡^ Supportive Culture:When the airline was in the Support culture, its work Automomy higher, its staff ¡¥s Sportsmanship could be higher. ¡]b¡^ Innovative Culture: If the airline was in the Innovative Culture, when it adopted the high Feedback of Task, then the staff had more Altrusim. ¡]c¡^ Bureaucratic Culture:When the airline was Bureaucratic Culture, the higher Feedback of Task was adopted , the more Courtesy of staff ¡¥s behavior. Based on the above conclusions, this study offers some suggestions as the references for managers in Aviation Industry and researchers.

A Study on Volunteers¡¦ Job Satisfaction from Job Characteristics and Role Playing of Museum Docent ¡GA Case study of Kaohsiung Museum of Fine Arts. The functions of museum become into four fields, the research, book reservation, exhibition and education, from initial preservation and display. Recently, the museum emphasizes the humanities spirit and leisure life so that it focuses the functions on entertainment, leisure and consumption besides artistic education. How to let people feel the museum is an inseparable part in the life when they close to museums. People feel the interpretation of exhibition and discover the possibilities of knowledge from the visiting process and participation experience. The museum is a place where provides people to study and entertain. Docent volunteers in the first line of education promotion integrate essence from each department to interact with people and provide them the new esthetic experience. However, it¡¦s not easy to train a professional docent volunteer who does not only has the specialized knowledge , but also has scientist's research spirit, archaeologist's careful valuation, historian's value critique, writer's esthetic language and educationist's experience transformation. Therefore, how to let the docent volunteers working constantly not to back out of the team that tests the managing interaction pattern of staffs in museums. The docent volunteer is a special role between the staff in the museum and audiences. If they do their best in the wok, they will obtain more identification with value from audiences. The researcher takes the case study of Kaohsiung Museum of Fine Arts to discuss the effect upon job satisfaction of volunteers from the job characteristics and role playing of museum. The job characteristics and role playing of docent volunteers that is influential for job satisfaction and that was discovered by depth interview, field study, work participation and analysis. The research provides the ideas about planning the recruitment and execution project for administrators working in the museums and emerging museums.

This study examined the relationship between job characteristics and creativity and also examined whether creative self efficacy moderates this relationship. Results demonstrated that job characteristics and its subscales (skill variety and autonomy) made significant contribution to creativity. Different from original hypotheses, other three job characteristics subscales (task identity, task significance, and feedback) were not found significantly related to participants¡¦ creativity and the hypothesized moderating effect of creative self efficacy on the relationship between job characteristics and creativity was not found. Implications about the findings and suggestions about further researches are discussed.

In the past, jobs in the financial industry were many people¡¦s top priority because they thought being financial specialists could make more money, have less workload, and enjoy relatively stable career path. However, this industry is recently facing big changes such as the subprime loan storm, merges and acquisitions of financial organizations, bankruptcies, hollowing out company's assets, etc. The impact on the macroeconomic environment and change of the financial system make financial specialists facing big challenges. The purpose of this research is to figure out the relativity of financial specialists¡¦ work values, job characteristics and job satisfaction. This research is sampling from financial service industry and 450 effective samples were collected. Among this research, factor analysis, reliability analysis, one-way ANOVA, analysis of variance, correlation, regression, and hierarchical regression analysis, etc were used. The finding shows that job characteristics have no interference on the link between work values and job satisfaction.

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.

Studiens syfte har varit att undersöka hur agila aktiviteter kan bidra till att motivera deltagare i ett agilt utvecklarteam. För att besvara studiens syfte genomfördes en fallstudie under nio veckor där ett utvecklarteam på företaget Tradera observerades. Utöver observationerna gjordes även intervjuer med en majoritet av teamets medlemmar. Genom att kombinera den klassiska motivationsteorin Job Characteristics Modell med scrumteori utvecklades en konceptuell analysmodell. Den konceptuella analysmodellen operationaliserar egenskaper hos de agila aktiviteterna som enligt teorin ger upphov till hög arbetsmotivation. Genom intervjuerna operationaliseras begreppet motivation – där en intervjuteknik som använts i tidigare studier för att mäta motivation anammats. Resultatet av studien visar att de agila aktiviteterna planeringsmöte, demonstration och återblicksmöte i det studerade utvecklarteamet på Tradera innehar egenskaper som skapar förutsättning för hög arbetsmotivation. I en teoretisk men inte empirisk mening stöds sambandet mellan egenskaperna och hög arbetsmotivation. Där berättelser från teammedlemmar om episoder av hög motivation kopplat till de agila aktiviteterna ger en indikation på att egenskaperna hos aktiviteterna gett upphov till psykologiska tillstånd som resulterat i en hög arbetsmotivation. / The purpose of this paper is to examine how agile activities can act as motivators for members of an agile development team. In order to serve this purpose a field study of nine weeks was carried out during which an agile development team at Tradera were observed. In addition to the field study interviews where conducted with a majority of the team members. A classical motivational theory in the form of Job Characteristics Model (JCT) and theory about scrum was used to form a conceptual analysis model. The model operationalizes characteristics of the agile activities, which according to JCT creates high work motivation. The concept of motivation was operationalized through the use of an interview technique that has been used in numerous previous studies in order to measure motivation and other non-tangible factors. The study shows that the agile activities planning session, demonstration and retrospective used by the development team at Tradera has inherent characteristics that creates a setting in which high work motivation has the possibility of being prevalent. In a theoretical, but not empirical, way the results of the study supports a connection between the presence of the characteristics in the agile activities and high motivation. Where stories from team members of episodes of high motivation during the agile activities gives an indication of the activities.

<p>It exists today a widespread interest for employee satisfaction, much effort are used in companies to achieve job satisfaction within their employees. One theory that has received a great deal of publicity is Hackman & Oldhams Job characteristics model which addresses the </p><p>question of how companies can provide job satisfaction through organizational change. The foundation of the theory is that five core job characteristics are responsible for creating job satisfaction. The purpose of this paper is to study these characteristics through the employees and their boss and to determine how they believe these characteristics to affect employee satisfaction. The paper focuses on a company located in a branch widely known for low employee satisfaction. Through interviews with both employees and their boss certain </p><p>discrepancies has emerged. One of these discrepancies concern a job characteristic which in </p><p>the theory is acknowledged for having a big impact on employee satisfaction, however </p><p>employees rated this characteristic to be of very little importance for overall employee </p><p>satisfaction. Another discrepancy was found when the boss was to give his take on how to </p><p>create employee satisfaction. Both the theory and the employees rated one characteristic to be </p><p>of high importance for overall employee satisfaction, this view was not shared by the boss </p><p>which drastically downplayed the importance of that job characteristic on overall employee </p><p>satisfaction.</p>

The authors used the frameworks of reciprocal determinism and occupational socialization to study the effects of work characteristics (consisting of control and complexity of work) on personal initiative (PI)--mediated by control orientation (a 2nd-order factor consisting of control aspiration, perceived opportunity for control, and self-efficacy) and the reciprocal effects of PI on changes in work characteristics. They applied structural equation modeling to a longitudinal study with 4 measurement waves (N = 268) in a transitional economy: East Germany. Results confirm the model plus 1 additional, nonhypothesized effect. Work characteristics had a synchronous effect on PI via control orientation (full mediation). There were also effects of control orientation and of PI on later changes in work characteristics: As predicted, PI functioned as partial mediator, changing work characteristics in the long term (reciprocal effect); unexpectedly, there was a 2nd reciprocal effect of an additional lagged partial mediation of control orientation on later work characteristics.