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Job enrichment is a job redesign technique that allows workers more control
over how they perform their own tasks, giving them more responsibility. As an
alternative to job specialization, companies using job enrichment may experience
positive outcomes such as reduced turnover, increased productivity, and reduced

absences. [37] This may be because employees who have the authority and
responsibility over their own work can be more efficient, eliminate unnecessary tasks,
take shortcuts, and overall increase their own performance. At the same time, there is
some evidence that job enrichment may sometimes cause employees to be
dissatisfied. [38] The reason may be that employees who are given additional
autonomy and responsibility may expect greater levels of pay or other types of
compensation, and if this expectation is not met, they may feel frustrated. One more
thing to remember is that job enrichment may not be suitable for all
employees. [39] Not all employees desire to have control over how they work, and if
they do not have this desire, they may feel dissatisfied in an enriched job.
Job Characteristics Model
The job characteristics model is one of the most influential attempts to design
jobs to increase their motivational properties. [40] Proposed in the 1970s by Hackman
and Oldham, the model describes five core job dimensions, leading to three critical
psychological states, which lead to work-related outcomes. In this model, shown in
the following figure, there are five core job dimensions.
Figure 14.15 Job Characteristics Model

Adapted from Hackman, J. R., & Oldham, G. R. (1975). Development of the
job diagnostic survey. Journal of Applied Psychology, 60, 159–170.
Skill variety refers to the extent to which the job requires the person to use
multiple high-level skills. A car wash employee whose job consists of directing
employees into the automated carwash demonstrates low levels of skill variety,
whereas a car wash employee who acts as a cashier, maintains carwash equipment,
and manages the inventory of chemicals demonstrates high skill variety.
Task identity refers to the degree to which the person completes a piece of
work from start to finish. A Web designer who designs parts of a Web site will have
low task identity because the work blends in with other Web designers’ work, and in
the end, it will be hard for the person to claim responsibility for the final output. The
Webmaster who designs the entire Web site will have high task identity.
Task significance refers to whether the person’s job substantially affects other
people’s work, health, or well-being. A janitor who cleans the floor at an office
building may find the job low in significance, thinking it is not an important job.

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