What model describes how job characteristics influence psychological states and outcomes?

The Job Characteristics Model is a framework that illustrates how specific job characteristics can lead to crucial psychological states, which in turn influence various outcomes such as job satisfaction and performance. Developed by Hackman and Oldham, this model identifies five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback. These dimensions affect three critical psychological states: experienced meaningfulness, experienced responsibility, and knowledge of results.

When employees perceive their jobs as having higher levels of these characteristics, they are more likely to experience intrinsic motivation and higher job satisfaction. Enhanced psychological states lead to positive outcomes such as improved job performance, lower absenteeism, and greater organizational commitment. This model is vital for understanding how job design impacts employee engagement and effectiveness in organizations.

In contrast, the Job Satisfaction Model primarily focuses on the factors that contribute to job satisfaction without necessarily linking these factors to their psychological underpinnings. The Value-Percept Theory emphasizes the discrepancy between what employees value in their jobs and what they perceive they are receiving, which does not comprehensively cover the influence of specific job characteristics. Motivational Theory broadly encompasses various theories about motivation but does not specifically address the structured relationship between job characteristics and psychological states that the Job Characteristics Model delineates. Thus, the Job Characteristics