Work redesign.

Hospitals & Health Networks, 2003

2,188 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/d8a638a80e7547084c24588f21045ecfe520bbb1

Citations in the corpus

• When Job Performance is All Relative: How Family Motivation Energizes Effort and Compensates for Intrinsic Motivation (2017, unknown): “This deprives them of autonomy, which is the most widely studied contributor to intrinsic motivation in both psychological research on self-determination theory (Deci & Ryan, 2000) and organizational research on the job characteristics model (Hackman & Oldham, 1976, 1980).”
• Job Characteristic Beliefs and Personality as Antecedents of Subjective Person–Job Fit (2006, unknown): “This is consistent with research on the Job Characteristics Model, which posits an association between job characteristics related to complexity and positive psychological outcomes such as satisfaction and motivation (Hackman & Oldham, 1980).”
• PRISM framework: a paradigm shift for designing, strengthening and evaluating routine health information systems (2009, unknown): “How an individual feels about the utility or outcomes of a task (Fishbein and Ajzen 1975; Hackman and Oldham 1980), or his confidence in performing that task (Bandura 1977), as well as the complexity of the task (Buckland and Florian 1991), all affect the likelihood of that task being performed.”
• Transformational Leadership, Job Characteristics, and Organizational Citizenship Performance (2006, unknown): “Employees’ perceptions of their jobs were assessed using a 14-item version of the Job Diagnostic Survey (JDS; Hackman & Oldham, 1980).”
• The Effects of Queue Structure on Attitudes (2002, unknown): “Relating such information about the people waiting may be viewed as a form of feedback (Hackman and Oldham 1980) and can be used as a part of goal-setting efforts (Locke and Latham 1990) but in both cases can be expected to influence employee motivation.”
• Self-determination as a nutriment for thriving: Building an integrative model of human growth at work. (2014, unknown): “And third, thriving is distinct from the personality trait of growth-need-strength (Hackman & Oldham, 1980) which is an individual difference highlighting one's need to grow.”
• Unmasking the creative self-efficacy–creative performance relationship: the roles of thriving at work, perceived work significance, and task interdependence (2020, unknown): “We adapted six items (a ¼ .83) from existing measures of work significance (Grant, 2008; Hackman & Oldham, 1980).”
• Specific relationships between work characteristics and intrinsic work motivation, burnout and turnover intention: A multi-sample analysis (2001, unknown): “In addition, empirical studies show that job satisfaction is related to many variables, work characteristics (e.g., work content, see Fried & Ferris, 1987; Hackman & Oldham, 1980), as well as outcome variables (e.g., turnover intention, see Rosse & Miller, 1984).”
• Construct Overlap Between Employee Engagement and Job Satisfaction: A Function of Semantic Equivalence? (2015, unknown): “Job satisfaction items were originally adapted from Hackman and Oldham (1980).”
• Voluntary Engagement in an Open Web-Based Encyclopedia: Wikipedians and Why They Do It (2009, unknown): “…2004) covered influences of norm-oriented motives, individual costs and benefits, collective motives, and identification with Wikipedia, the JCM (Hackman & Oldham, 1975, 1980) covered the influences of perceived task characteristics and intrinsic motivation both on engagement and on…”
• Necessary Evils and Interpersonal Sensitivity in Organizations (2005, unknown): “In this section we illustrate how organizations influence the experience of performers through task design (Griffin, 1983, 1987; Hackman & Lawler, 1971; Hackman & Oldham, 1980) and task framing (Goffman, 1974; Snow, Rochford, Worden , & Benford, 1986).”
• More than fun and money. Worker Motivation in Crowdsourcing - A Study on Mechanical Turk (2011, unknown): “Generally, we adapted the questions on task-related motivation from the Job Diagnostic Survey by Hackman and Oldham (1980).”
• Designing jobs to do good: Dimensions and psychological consequences of prosocial job characteristics (2008, unknown): “First, although it is often assumed that job opportunities translate into perceptions of personal actions achieving these opportunities (Hackman & Oldham, 1980), it is important to empirically examine whether this relation holds.”
• Impact of the psychosocial work environment on registered absence from work: A two-year longitudinal study using the IPAW cohort (2004, unknown): “The job characteristics model (JCM) has also been proposed to predict absence and attendance, but the authors admit: ‘this notion awaits systematic research testing’ (Hackman & Oldham, 1980, p. 94).”