Development and test of a task level model of motivational job design.

1991/12/01 by Chi-Sum Wong, Michael A. Campion · 2 citations
Business, Management and Accounting · Health Professions · Psychology · #Human Resource Development and Performance Evaluation #Job Satisfaction and Organizational Behavior #Occupational Health and Safety Research

paper · doi:10.1037/0021-9010.76.6.825

openalex publication_date 1991/12/01 · openalex created_date 2025/10/10 · openalex updated_date 2026/07/01

Abstract

The motivational value of jobs was predicted from the motivational value of tasks, task interdependence, and task similarity. This model was tested on 67 jobs (188 incumbents); analysts provided task measures and incumbents provided job measures. Results suggest that, to design motivating jobs, the motivational values of tasks should be increased, as should task interdependence (up to a moderate point); low to moderate amounts of task similarity do not matter.

Citations

• The influence of improvement in one mental function upon the efficiency of other functions. (I).
• TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH
• Statistical power analysis for the behavioral sciences
• Development of the Job Diagnostic Survey.
• Interdisciplinary approaches to job design: A constructive replication with extensions.

Cited by

• One hundred years of work design research: Looking back and looking forward.
• Work design [wikipedia]