Job Characteristics Model

The job characteristics model enhances job satisfaction by increasing role variety and significance, essential for motivating and engaging employees. It outlines how businesses can recalibrate job elements to boost employee engagement and productivity.

By Brad Nakase, Attorney

Email | Call (800) 484-4610

Have a quick question? We answered nearly 2000 FAQs.

Table of Contents

1. What is the job characteristics model?

2. What does the job characteristics model aim to achieve?

3. The five fundamental qualities of the job characteristics model

4. Work results and psychological states

5. Applying theory to real-world situations

6. In summary

What is the job characteristics model?

The job characteristics model assists in increasing the variety, difficulty, and motivation of the job positions at your company. Although happy and engaged workers are more satisfied and productive, managers and HR professionals often struggle to maintain these qualities in their workforces. The job characteristics model is useful in this situation. What precisely is the job characteristics model, and how does your company use the theory?

Organizational psychologists J. Richard Hackman and Greg R. Oldham set out to investigate why workers were disinterested in their occupations in 1975. Thus, after researching individuals and their professions, they developed the work characteristics model, a universal framework that is still in use today. Yes, more than forty years later.

This concept may be used with regard to any job. After, efforts can be made to make the job more interesting, which will keep the employee more satisfied and productive. It is made up of five parts:

Variety of skills
Task name
Importance of the task
Autonomy
Feedback

A job can be recalibrated by adjusting any one of these elements in order to increase employee engagement.

What does the job characteristics model aim to achieve?

The goal of Oldham and Hackman’s project was to lessen the monotony and boredom that accompany manufacturing jobs. They discovered that as time went on, employee performance declined and they were growing disinterested and disengaged rather than improving and being more productive. The job characteristics model aids in job turnaround.

An HR specialist can assess and improve a job with the use of the job characteristics model. Together with their staff, managers may improve conditions for all parties, which will raise morale and output in the end.

Jobs sometimes just “happen.” Companies recruit a new employee because there is a lot of work that needs doing. However, they don’t evaluate the employee or create a position. You can sit down and create a job that is more effective by using the work characteristics model developed by Hackman and Oldham.

The job characteristics model can benefit businesses in the following ways:

It promotes the development of job design methods

Unless you are a lone operator, you have several individuals working for you in various capacities. From position to position, different tasks may be assigned to each one. By using the job characteristics model, you can create a variety of occupations by taking a look at all the functions.

One solution is to implement job rotation, which adds some variation to each person’s day. Alternately, you could try to make some chores simpler, particularly the laborious ones. You’ll determine where staff enrichment is necessary and which areas you want to focus on more and more intensely.

Employee enrichment is a crucial component of the job characteristics model because it acknowledges that creating jobs for the future is just as important as working today.

It increases job satisfaction

When management and human resources collaborate with the job characteristics model, every job is designed to improve employee satisfaction. Even though it’s not possible to eliminate all tedious or monotonous work, the job characteristics model can help.

For instance, one individual could have enough work at your hectic law firm to spend the entire day filing, which is a tiresome and uninteresting task. You could divide that work up such that six people work on more interesting activities while the other four spend three hours a day filing. Better performance and increased job satisfaction will likely result.

It promotes career development

The goal of this model is to improve an existing position by adding new duties and responsibilities. Job enrichment makes things more stimulating rather than concentrating on making things as simple as feasible. Work enrichment can provide meaning to one’s work. The job characteristics model is still highly relevant even though it dates back to the 1970s. Meaningful work is highly valued by younger workers, and job enrichment can provide precisely that.

Improved task delegation

The job characteristics model improves jobs through the use of job design. Employees are given the authority to complete the specified duties that make up their jobs. Employees are more satisfied with their jobs and have greater authority over their work setting thanks to this autonomy.

Organizational information is clearly presented

It is simpler to manage the organization when each person’s job description is the result of a careful job analysis with distinct activities and responsibilities. You can tell whose responsibilities are what. It may simplify the process of general company design.

It allows for simple goal-setting and performance evaluations.

In a company that uses the job characteristics model, goal-setting and employee performance evaluation become easier because each task is created rather than cobbled together.

The five fundamental qualities of the job characteristics model

According to Oldman and Hackman’s job characteristics theory and model, there are five essential job characteristics. These are as follows:

Variety of skills

This is the degree of diversity found in a single job. A grocery market cashier’s job may not be especially varied. They spend their entire shift scanning products and answering questions from customers. In contrast, the store manager must use a range of abilities to complete their everyday responsibilities. In addition to many other duties, they might order products, schedule workers, respond to complaints from customers, mentor new managers, and much more.

Task name

Does a task have a start, middle, and end? Is it possible for a worker to distinguish between one task and another? Jobs centered around projects have a high degree of task identity. How much of a single task does each worker complete? A designer’s task identification is higher when they create a room as a whole than when they merely design the windows.

Importance of the task

How will this task affect the customers or the organization as a whole? Higher task impact jobs typically have a wider scope. For instance, the work of a chief marketing officer has a high task significance and impacts the entire organization.

Autonomy

To what extent is this job autonomous? Is a manager in charge of every little detail, or is the worker trusted to complete the job? Increased task autonomy fosters a sense of accountability and ownership. Feelings of micromanagement and stifling result from lower degrees of autonomy.

Feedback

To what extent is an employee aware of their own performance? Traditional routes, such management criticism and customer satisfaction surveys, can provide feedback. Alternatively, feedback might emerge organically from the effort. If a janitor’s responsibility includes cleaning the restrooms, they might inspect the space to gauge how well they are doing their job.

Let’s examine how these basic job qualities manifest in real jobs:

Elementary school teacher

Variety of skills: Significant. Every day, an elementary school teacher employs a wide range of abilities while working with many pupils. There is a different task every day.

Task name: This may vary based on the assignment and the school. In order for a teacher to observe clear growth, every lesson can have a beginning, a middle, and an end.

Importance of the task: A primary school teacher may only have an impact on one class, despite the fact that many would contend that they have a very high task significance. A school principal, on the other hand, has more responsibility and is in charge of several instructors, pupils, and grades.

Autonomy: A teacher who creates their own curriculum enjoys a great deal of independence. Less autonomy will be granted to a teacher who is forced to follow a schedule set by the school administration and teach a predetermined curriculum while only employing incentives and discipline that have been approved by the school board.

Feedback: Feedback for a primary school teacher comes from multiple sources. They have access to their pupils’ exam results and academic progress. Parents and supervisors also provide information to them. Together, these elements offer a high level of input.

Worker at a fast food restaurant

Variety of skills: This profession offers a high degree of skill diversity if the worker makes burgers, helps with inventory, operates a cash register, answers orders, and trains new hires. Conversely, if they spend the entire day at the burger-making station, there would be little variation in their skill set.

Task name: This might differ substantially based on the range of skills. Even though anything has a beginning, middle, and end, someone who spends the whole day at one station could not feel accountable for the entire undertaking.

Importance of the task: Aside from a limited number of jobs, the average fast-food employee rarely makes decisions. For example, should I fill the drink cup or make the burger first?

Autonomy: This job has poor autonomy due to its low task identity, task significance, and task variety. The fast-food employee uses a poster on the wall to make burgers, and a preprogrammed button is used to fry french fries.

Feedback: The employee receives feedback from coworkers, supervisors, and customers.

Generalist in HR

Variety of skills: Due to their daily responsibility for employee relations, benefits administration, employee remuneration, and many other duties requiring the application of many talents, HR generalists score extremely highly in skill variety.

Task name: The title has a strong sense of identification, yet it hardly ever has a beginning, middle, and conclusion. “All workers are engaged and satisfied, so I’m finished with staff engagement tasks,” cannot be said by an HR generalist.

Importance of the task: An efficient HR generalist can contribute to a company’s success. They can help individuals deal with challenging situations at work, coach bosses to become better, and give correct data to the government. A poor one has the potential to ruin the company’s morale. Task significance is therefore high.

Autonomy: This could vary significantly. A department head in HR who answers to a business president who is supportive can enjoy a great degree of independence. A low-autonomy position may be created by an organization that restricts the HR generalist’s work and disregards their recommendations.

Feedback: An HR generalist may find feedback challenging. Some achievements or shortcomings go unnoticed for years, if at all. Furthermore, a supervisor who isn’t in HR could not know what they did and might only provide brief feedback. This makes it a challenging task for precise input.

Work results and psychological states

When the job characteristics model was first developed, the goal was to find ways to improve jobs for workers so they could be more content and productive. The way the job characteristics model affects the psychological states of the workers can be beneficial. Among them are:

Felt a sense of purpose: Meaningfulness is the outcome when an employee believes they have accomplished something worthwhile.

Experienced accountability for results: Employees might feel accountable for their work if they are given autonomy over their duties and the job characteristics model. A successful completion of the task will have a good psychological impact.

Awareness of real consequences: Employees frequently struggle to understand the effects of their activities in larger businesses or compartmentalized organizations. A worker who receives constructive feedback and task identification can realize how their work affects the larger company.

The modified model identifies the following job results:

Motivation at work from within: Workers who find their jobs more meaningful and feel more accountable for it are those whose roles have been optimized according to the job characteristics model. As a result, they become more internally motivated.

Satisfaction at work: When workers believe their work is important, have autonomy, and receive timely, meaningful performance, their job satisfaction levels rise. Consequently, there is better performance.

Workplace productivity: This served as a major inspiration for creating the job characteristics model. By using these methods carefully, organizational psychologists hoped to improve performance. Performance can be enhanced by analyzing and optimizing tasks for each category.

Low turnover and absence rates: Employee attendance is higher and attrition is lower among contented and motivated staff members.

Both the amount and quality of work: When properly implemented, this model can raise output in terms of both quality and quantity as well as worker satisfaction. It yields the best outcomes for managers and staff alike.

Applying theory to real-world situations

While learning about these techniques is simple, redesigning the entire business around them could seem daunting. You can begin by working on one task at a time. You are not required to do everything at once.

By assigning different instructors to different tasks, you can help primary school teachers feel more invested in their work. They can enhance their identity, receive better feedback, and have more autonomy (with regard to their particular topic) if one teacher teaches arithmetic to all of the second-graders while another teaches physical education.

If staff at a fast-food restaurant are trained at each station and cycle through them, you can improve variety for them. Thus, on Monday, someone might operate the cash register; on Tuesday, they might prepare sandwiches; and on Wednesday, they might oversee the drive-through. This keeps the work engaging.

When management gives the HR generalist the freedom to choose how to go about their work, they might have a more fulfilling position. Identity will grow as a result of this increasing autonomy.

You may see how to maximize the model by studying the examples of the job characteristics model that are shown above.

A job can be improved in a variety of ways. Consider the following questions for yourself:

Are there any jobs that you can combine to add some diversity?

Is it possible to divide work among staff in order to increase variety?

Is a compartmentalized function—where everyone on the team cooks hamburgers—effective, or would having everyone in charge of preparing a customer’s complete meal enhance variety, autonomy, and task significance?

Is there room for improvement? Can the abilities acquired in this role be applied to a position at a higher level? What more tasks can you do to improve these talents, if not?

Are you giving appropriate feedback? Does natural feedback take place? Giving workers a sense of how their contributions fit into the bigger picture might naturally lead to more feedback.

In summary

With the use of the job characteristics model, you can effectively examine the jobs in your company and make necessary improvements that will boost employee motivation, job satisfaction, and performance.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment

Most recent blogs:

What Is a Pay Stub and Why It Matters for Employees and Employers

Pay stubs detail wages, deductions, and taxes, helping employees track earnings and employers comply with state payroll regulations. They support loan applications, reduce payroll disputes, and are required or regulated in many states across the U.S.

What Are the Proper Steps to Fire Someone in California?

Terminating an employee in California requires following legal guidelines, maintaining professionalism, and ensuring proper documentation. This guide outlines lawful termination reasons, key procedural steps, and best practices to reduce legal and financial risks.

How Long Does a Misdemeanor Stay on Your Record in California?

A misdemeanor conviction in California stays on public record indefinitely but may be eligible for expungement under specific conditions. Background checks typically show misdemeanor convictions for seven years, but expungement can remove them from most employment screenings.

How Do I Prepare a Script for Firing Someone?

Learn the professional steps for firing an employee, from preparing a script to handling emotional reactions. Understand the proper procedures, reasons, and communication techniques to ensure a smooth and respectful termination.

What Is Involved in a PAGA Lawsuit?

PAGA lawsuits allow employees to file claims for labor code violations on behalf of themselves and others in California. Employers can face significant penalties, prompting many to settle to avoid costly judgments.

What Are the Rules for 10-Minute Breaks?

California law mandates two paid 10-minute breaks and a 30-minute unpaid meal break for an eight-hour shift. Employers who fail to provide required breaks may face penalties, and employees can seek legal action for compensation.

Can I Work Six Hours Without a Lunch Break?

California law requires a 30-minute meal break for shifts over five hours, but employees can waive it if working exactly six hours. Employers must comply with strict labor laws, ensuring uninterrupted meal breaks and legal protections for workers.

What Can I Do If My Employer Didn’t Pay Me on Payday?

Employers in California must pay workers on time, or they may face penalties of up to 30 days' wages for delays. Employees can file wage claims, seek legal assistance, or report violations to the California Labor Commissioner's Office for unpaid wages.

What Qualifies as a Hostile Work Environment in California?

Employees in California facing severe or persistent harassment based on protected traits may have legal options under state and federal laws. Filing a complaint with the California Civil Rights Department or consulting an employment attorney can help protect workplace rights and seek compensation.

When Is a Doctor’s Note for Work Required in California?

California employers generally cannot demand a doctor's note for sick leave, but exceptions exist under specific laws and circumstances. Legal conflicts persist, and employers may require medical documentation for disability accommodations, FMLA leave, or other valid reasons.

What Does California Law Say About Final Paycheck Rules?

California law mandates that final paychecks be provided promptly, with termination pay due immediately and resignation pay within 72 hours. Employers must include all owed wages, expenses, and accrued benefits, with penalties for late or incomplete payments.

Can an Employer Deny a Doctor’s Note?

An employer may deny a doctor's note if the absence does not qualify for legal protections under disability or family leave laws. Employers must evaluate medical documentation, employee statements, and applicable laws before considering disciplinary action.

How Much Can You Sue an Employer for Misclassification?

An employer's misclassification tactics can deny you fair wages, benefits, and legal protections. You may be entitled to compensation, including back pay, retirement contributions, and potential punitive damages, by pursuing legal action.

How Serious Is an EEOC Complaint?

An EEOC complaint can lead to costly legal battles, reputational damage, and mandatory policy changes for businesses. Employers may face financial penalties, investigations, and compliance requirements, impacting operations and workforce morale.

Do You Have Sample Letters for Termination of a Contract?

A contract termination letter formally ends a business agreement while protecting interests. This guide outlines key steps, considerations, and sample letters.

What Is a WARN Notice in California?

The California WARN Act requires businesses with 75 or more employees to provide 60 days' notice before mass layoffs, plant closures, or relocations. Noncompliance can lead to fines, back pay, and healthcare costs, making adherence essential for legal and financial stability.

What Is FICA and How Does It Impact Payroll Taxes?

FICA is a payroll tax that funds Social Security and Medicare, requiring contributions from both employers and employees. Employers must withhold, match, and submit FICA taxes while following IRS guidelines on deposit schedules, wage bases, and additional Medicare tax requirements.

What Is At-Will Employment and How Does It Impact Employee Rights?

At-will employment allows employers and employees to end their working relationship at any time without cause, impacting job security and flexibility. While it provides businesses with staffing flexibility, employees face fewer legal protections and potential job instability.

Employers Should Exercise Caution When Terminating Employees After Disability Leave

Employers should exercise great caution when considering whether to terminate an employee who is on leave. Employers are cautioned not to automatically terminate employment solely because an employee has used or exhausted their disability leave entitlement.

What Is FUTA? 2025 Rates and How to Calculate FUTA Tax

The Federal Unemployment Tax Act (FUTA) imposes a payroll tax on businesses that have employees, collecting revenue that funds unemployment benefits.

What Is the Difference Between a 1099 Contractor and an Employee?

A 1099 contractor operates independently, covering their own taxes and expenses, while a W-2 employee receives benefits and employer tax contributions. Misclassifying workers can result in fines, making it essential to assess control, financial arrangement, and job nature before classification.

How Do Contractors Typically Get Paid? Payment Methods and Legal Guidelines

Contractors receive payments through direct deposits, checks, payroll services, or online transfers, following legal and tax regulations. Proper classification, documented agreements, and compliance with IRS reporting ensure smooth transactions and avoid penalties.

What Is the Definition of a Non-Exempt Employee?

Non-exempt employees are entitled to overtime pay and must earn at least the federal minimum wage under FLSA regulations. Unlike exempt workers, they are typically paid hourly and receive 1.5 times their wage for extra hours.

Can Union Representatives Be Present at Disciplinary Meetings?

Employees have the right to request a union representative during investigative interviews that may lead to disciplinary action. Employers must comply or face potential labor law violations under the National Labor Relations Act.

What Is an FTE (Full-Time Equivalent)?

A full-time equivalent (FTE) measures employee work hours, combining part-time and full-time schedules into a standardized metric. Businesses use FTE calculations for staffing, budgeting, and compliance with regulations like the Affordable Care Act.

What Are the Signs of Unfair Treatment at Work?

Unfair treatment at work includes discrimination, pay gaps, and biased promotions, impacting employees' well-being and career growth. Recognizing signs like harassment, favoritism, and wrongful termination helps employees take action against workplace discrimination.

What Is a Statutory Employee on a W-2 Form?

A statutory employee is a self-employed worker classified as an employee for tax withholding purposes, receiving a W-2 instead of a 1099-MISC. These workers can deduct business expenses on Schedule C but typically do not receive traditional employee benefits like health insurance or retirement plans.

What Laws Protect Employees From Workplace Bullying

740