Which term describes the framework that explains how job design influences motivation, satisfaction, and performance?

Which term describes the framework that explains how job design influences motivation, satisfaction, and performance?

• A. Maslow's Hierarchy of Needs
• B. Job Characteristics Model
• C. Expectancy Theory
• D. Social Exchange Theory

Answer: (B)

The Job Characteristics Model explains how the design of a job shapes motivation, satisfaction, and performance. It identifies five core job characteristics—skill variety, task identity, task significance, autonomy, and feedback—that influence three psychological states: the experienced meaningfulness of the work, the sense of responsibility for outcomes, and the knowledge of actual results. When a job offers variety, a coherent sense of completing a whole piece of work, perceived importance, autonomy to decide how to do the work, and timely feedback, employees typically feel more motivated, perform better, and report higher job satisfaction. For example, a worker who handles an entire project from start to finish, with diverse tasks, sees the impact of their work, has some control over methods, and receives clear feedback will likely experience more meaningful work and perform more effectively. Other theories describe motivation in different ways: Maslow’s framework focuses on human needs, not on how job design itself drives motivation; expectancy theory centers on beliefs about effort-to-performance and performance-to-reward linkages; social exchange theory looks at reciprocity and relationships rather than a structured design of jobs.

The Job Characteristics Model explains how the design of a job shapes motivation, satisfaction, and performance. It identifies five core job characteristics—skill variety, task identity, task significance, autonomy, and feedback—that influence three psychological states: the experienced meaningfulness of the work, the sense of responsibility for outcomes, and the knowledge of actual results. When a job offers variety, a coherent sense of completing a whole piece of work, perceived importance, autonomy to decide how to do the work, and timely feedback, employees typically feel more motivated, perform better, and report higher job satisfaction. For example, a worker who handles an entire project from start to finish, with diverse tasks, sees the impact of their work, has some control over methods, and receives clear feedback will likely experience more meaningful work and perform more effectively.

Other theories describe motivation in different ways: Maslow’s framework focuses on human needs, not on how job design itself drives motivation; expectancy theory centers on beliefs about effort-to-performance and performance-to-reward linkages; social exchange theory looks at reciprocity and relationships rather than a structured design of jobs.