Analysis

The Job Diagnostic Survey (JDS) was developed to assess the key characteristics of a job and their impact on employee satisfaction and performance. The JDS is based on Hackman and Oldham’s Job Characteristics Model, which proposes that job characteristics influence job satisfaction and performance through their psychological effects on employees.

Objective

The purpose of the JDS is to measure and evaluate the impact of job characteristics on employees. This assessment helps determine how well a job integrates motivational characteristics, such as: Task variety (diversity of work activities), Autonomy (degree of independence in task execution), Task significance (importance and impact of the job).

Calibration

The JDS evaluates job characteristics and their outcomes using Likert-scale questions. The overall score is calculated by summing responses across dimensions, allowing organizations to analyze job design and its
effects on employee satisfaction and performance.

References

Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159-170.
Hackman, J. R., & Oldham, G. R. (1980). Work Redesign. Addison-Wesley.
Oldham, G. R., & Hackman, J. R. (2010). Not So Self-Managed: A Longitudinal Study of the Effects of Job Characteristics and Autonomy on Job Satisfaction and Work Performance. Journal of Applied Psychology, 95(1), 83-93.
Cordery, J. L., & Sevastos, P. (2003). The Effectiveness of Job Redesign Interventions: A Meta-analysis of the Results from 40 Years of Research. Work & Stress, 17(2), 159-174.
Jex, S. M. (2002). Organizational Psychology: A Scientist-Practitioner Approach. Sage Publications.