Is Job Enrichment Really Enriching?
AbstractThis study uses a survey of Canadian workers with rich, matched data on job characteristics to examine whether “enriched” job design, with features like quality circles, feedback, suggestion programs, and task teams, affects job satisfaction. We identify two competing hypotheses on the relationship between enriched jobs and job satisfaction. The “motivation hypothesis,” implies that enrichment will generally increase satisfaction and the “intensification hypothesis,” implies that enrichment may decrease satisfaction by increasing the intensity and scope of work. Our results show that several forms of enrichment, specifically suggestion programs, information sharing, task teams, quality circles and training, raise satisfaction. Therefore we argue that the data support the motivation hypothesis. Partitioning the data by education level or union membership further supports this conclusion, while a direct test of the intensification hypothesis does not support the competing hypothesis.
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Bibliographic InfoPaper provided by U.S. Bureau of Labor Statistics in its series Working Papers with number 389.
Length: 30 pages
Date of creation: Jan 2006
Date of revision:
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More information through EDIRC
Job Satisfaction; Job Enrichment; Human Resource Practices;
Find related papers by JEL classification:
- J28 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Safety; Job Satisfaction; Related Public Policy
- M54 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Labor Management
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
This paper has been announced in the following NEP Reports:
- NEP-ALL-2006-01-24 (All new papers)
- NEP-HRM-2006-01-24 (Human Capital & Human Resource Management)
- NEP-LAB-2006-01-24 (Labour Economics)
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