This research tests the application of job enrichment in a maintenance short-interval-task oriented organization. Data were collected from nine work groups involving twenty-nine employees. Results indicate enrichment in this type of organization is possible. Criteria were established to measure the fit of each work group to the five core job dimensions of skill variety, task identity, task significance, autonomy, and feedback. A strong correlation between core job dimension scores and productivity levels was indicated. A work control program, compatible with job enrichment, is discussed and used to implement job content changes. Manipulation of the job content for poor performing groups …
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This research tests the application of job enrichment in a maintenance short-interval-task oriented organization. Data were collected from nine work groups involving twenty-nine employees. Results indicate enrichment in this type of organization is possible. Criteria were established to measure the fit of each work group to the five core job dimensions of skill variety, task identity, task significance, autonomy, and feedback. A strong correlation between core job dimension scores and productivity levels was indicated. A work control program, compatible with job enrichment, is discussed and used to implement job content changes. Manipulation of the job content for poor performing groups with low core job dimension scores has resulted in significant reductions in nonproductive time.
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