Job characteristic theory Telecommuting

1 job characteristic theory

1.1 autonomy
1.2 feedback
1.3 skill variety, task identity, , task significance
1.4 individual difference

job characteristic theory

some of potential benefits , drawbacks of telecommuting can explained job characteristic theory, proposes traits , tasks of job affect employees’ work attitudes , behavior. if 5 characteristics of job present (skill variety, task identity, task significance, autonomy, , feedback), employee in job experience more internal work motivation, satisfaction personal growth opportunities, general job satisfaction, higher job performance, , lower absenteeism , turnover. many studies have provided evidence job characteristics influence employees’ behaviors , attitudes. additionally, job characteristics can interact individual differences impact employee attitudes , behavior. of these 5 job characteristics, telework changes autonomy , feedback compared face-to-face work , can influence employees’ behaviors , attitudes. according job characteristics theory, changes in autonomy , feedback influence work behaviors , attitudes more change in skill variety, task identity, or task significance.

autonomy

autonomy influences experienced responsibility such if job provides freedom, independence, , scheduling flexibility, individual should feel responsible or work outcomes. telework provides flexibility in scheduling , freedom because being outside office gives worker more choices. teleworkers not have stick office routines , can shift work different times of day. telework allows employees freedom choose work, when work , wear work allow best work. teleworkers may experience more responsibility extent feel in control , accountable work. autonomy of telework allows lower work-family conflict. teleworking provides freedom arrange work avoid family conflicts. increased control on life demands 1 of main attractions. level of autonomy in telework felt employee depends on variety of factors, including scheduling flexibility , household size. in addition reducing work-family conflict, conflicts activities reduced. increased , fewer time restrictions freedom allow workers participate more in recreational activities, whether social or physical.

feedback

the job characteristic dimension, feedback, increases employees knowledge of results. feedback refers degree individual receives direct , clear information or performance related work activities. feedback particularly important employees continuously learn how performing. electronic communication provides fewer cues teleworkers , thus, may have more difficulties interpreting , gaining information, , subsequently, receiving feedback. when worker not in office, there limited information , greater ambiguity, such in assignments , expectations. role ambiguity, when situations have unclear expectations worker do, may result in greater conflict, frustration, , exhaustion.

communication personalized individual needs important feedback interactions. people differ in need communication , level of social connectedness environment, partially because of personality , temperament differences. although level of communication may decrease teleworkers, satisfaction level of communication can higher in samples, more tenured , have functional instead of social relationships. feedback , communication can affected manager’s location. clarity, speed of response, richness of communication, frequency, , quality of feedback reduced when managers telework.

skill variety, task identity, , task significance

three of 5 job attributes: skill variety, task identity, , task significance, influence how employees think jobs meaningful. skill variety degree job requires variety of activities , skills complete task. increase in skill variety thought increase challenge of job. increasing challenge of job increases individual’s experienced meaningfulness, how individual cares work, , finds worthwhile. telework may not directly affect skill variety , task meaningfulness individual compared when or worked in office; however, skill variety , meaningfulness of individual tasks can increase when working in group. if work done @ home focused on individual rather team, there may fewer opportunities use variety of skills. task identity degree individual sees work beginning end or completes identifiable or whole piece of work rather small piece. task significance degree individual feels or work has substantial impact on lives or work of other people within organization or outside organization. telework may not change job characteristics of skill variety, task identity, , task significance compared working in office; however, presence of these characteristics influence teleworkers’ work outcomes , attitudes.

individual difference

individuals may differ in reactions job characteristics in telecommuting. according job characteristics theory, personal need accomplishment , development (growth need strength) influences how individual react job dimensions of telecommuting. instance, individuals high in growth need strength have more positive reaction increased autonomy , more negative reaction decreased feedback in telecommuting individuals low in growth need strength.