Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature.
The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43% of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25% of the variance in subjective performance, 2% in turnover perceptions, 34% in job satisfaction, 24% in organizational commitment, and 26% in role perception outcomes. Beyond motivational characteristics, social characteristics explained incremental variances of 9% of the variance in subjective performance, 24% in turnover intentions, 17% in job satisfaction, 40% in organizational commitment, and 18% in role perception outcomes. Finally, beyond both motivational and social characteristics, work context characteristics explained incremental variances of 4% in job satisfaction and 16% in stress. The results of this study suggest numerous opportunities for the continued development of work design theory and practice.
Humphrey
Stephen E
SE
Department of Management, Florida State University, Tallahassee 32306-1110, USA. stephen.humphrey@fsu.edu
Nahrgang
Jennifer D
JD
Morgeson
Frederick P
FP
D006801:Humans; D009042:Motivation; D011582:Psychological Theory; D012919:Social Behavior; D012931:Social Environment; D017132:Workplace / Q000523:psychology*