The study examined the number of significant factors in the Hackman and Oldham (1980) job characteristics model. The original factors were: Skill Variety, Task Significance, Task Identity, Autonomy, and Feedback. Scores on these dimensions for 84 employees of the University of Central Florida (21 supervisory and 63 non-supervisory subjects) were used as the basis for this study through a mail administration of the Hackman and Oldham Job Diagnostic Survey (JDS) and their Job Rating Form (JRF). It was hypothesized that: (a) only four significant job dimensions would emerge from factor analysis of the data; (b) that the motivating potential ratings from job incumbents would be significantly different from those provided by supervisors; and (c) that these motivating potential scores would be significantly lower than the norm for the job families into which those positions fell. the data failed to lend support to any of the preceding hypotheses. First, only one significant factor (Skill Variety) was extracted from the non-supervisory data while two factors (Skill Variety and Task Identity) were extracted from the supervisory data. Second, incumbents' ratings were not significantly different from those of their supervisors and third, the motivating potential scores of incumbents were found to be higher than the norm for most of the job families sampled in the study.
| Identifer | oai:union.ndltd.org:ucf.edu/oai:stars.library.ucf.edu:rtd-5991 |
| Date | 01 January 1987 |
| Creators | Cox-Jones, Gena L. |
| Publisher | STARS |
| Source Sets | University of Central Florida |
| Language | English |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Retrospective Theses and Dissertations |
| Rights | Written permission granted by copyright holder to the University of Central Florida Libraries to digitize and distribute for nonprofit, educational purposes. |
Page generated in 0.0021 seconds