Examines three management philosophies and five methods of job enrichment. Concludes that "orthodox job enrichment" is the most promising of all the organizational improvement strategies. A starting point in enriching a job is to find past changes made in the name of efficiency that should be eliminated. (Author/IRT)

Interviews with 10 participants in Ohio State University's job enrichment program for midcareer extension agents found that 5 returned to their same jobs after the experience but only 2 felt challenged/renewed. Part-time participation while working made it difficult to balance responsibilities. More information and a structured orientation were…

The authors discuss their examination of clinical nursing jobs in various areas of one hospital and compare them by examining their motivational characteristics. The study identifies the clinical nursing jobs that should be enriched to increase their motivational potential. (Author/CT)

A study was conducted to determine if rewards influence both the level of satisfaction a person feels towards his work and the performance exhibited by that person on the task. The study had four specific objectives: to develop a comprehensive list of job rewards; to develop, in particular, a list of rewards of an intrinsic nature; to compare…

The content theories of motivation yielded four criteria by which alternative promotion structures in New South Wales (Australia) high schools could be evaluated. Although the existing promotion system failed to satisfy any of these criteria, the three alternatives present certain weaknesses or obstacles preventing their implementation. Includes…

Participative management is not the most fruitful way to use Theory Y; much greater benefits can be obtained by stressing job characteristics that cultivate individual psychological desires. (Available from Office of Publications, Graduate School of Business Administration, University of Michigan, Ann Arbor, MI 48104, $2.50, single issue)…

In order to test predictions derived from an expectancy theory model developed by E. E. Lawler, measures of higher-order need satisfaction, locus of control, and intrinsic motivation were obtained from 252 female assembly line workers. Implications of the results for placement of individuals in enriched jobs are discussed. (Editor/RK)

Correlates of job involvement over three career stages were explored to account for the lack of consistency of past empirical work in the job involvement area. Data indicated that career stage moderated the relationship of job involvement and various situational, individual difference, and outcome measures. (Author)

Describes the use of job enrichment techniques as tools for increased productivity and organizational change. The author's motivational work design model changes not only the job design but also structural elements such as physical layout, workflow, and organizational relationships. Behavior change is more important than job enrichment. (MF)

Job enrichment rapidly is becoming one of the most widely used behavioral science strategies for organizational change. And there is scattered but compelling evidence that, under certain conditions, the technique can lead simultaneously to both improved productivity and an increase in the quality of employee work experiences. Yet observations of…

A systematic approach to the motivation of employees involves two-way communication, involvement, commitment, training, participation, and job enrichment. Demotivation is a pitfall which may occur when motivation is lacking. (BP)

The Edwards Personal Preference Schedule (a personality test) was given to a group of essentially anti-company employees and a group of pro-company employees. Results, comparing the differing needs of both groups are presented with recommendations for implementing a program of activities rewarding to each. (Editor/TA)

Data from three Canadian university libraries on length of service, degree of mobility, and age of professional staff suggest that the combination of middle age, long service, and immobility results in severe deficiencies of motivation, morale, and creativity. Job rotation and job enlargement are suggested as solutions. (EM)

Reviews studies of the relationship of job design and redesign (including skill required, variety afforded, autonomy allowed, identity of the task required, significance of the task required, feedback given, and friendship opportunities offered) to employee satisfaction and performance. (JM)

The basic problem addressed by this thesis was the identification of specific criteria for determining the applicability of a job enrichment program in a specific career area. Identifying criteria involved the intrinsic and extrinsic aspects of a job, which act as determiners of job satisfaction or dissatisfaction. Survey data were obtained using…