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2 

Task identity: the degree to which the job 

requires completion of an identifiable piece 

of work.

3 

Task significance: the degree to which the job 

outcome has a substantial impact on others.

4 

Autonomy: the degree to which the job gives 

an employee freedom and discretion in 

scheduling work and determining how it is 

performed.

5 

Feedback: the degree to which an employee 

gets information about the effectiveness of 

his or her efforts – with particular emphasis 

on feedback directly related to the work 

itself rather than from a third party (for 

example, a manager).

---

Chapter 

11

  Work, Organization and Job Design

147

Hackman and Oldham explained that if the design 

of  a  job  satisfied  the  core  job  characteristics  the 

employee would perceive that the work was worth-

while, would feel responsible for the work and would 

know if the work had been completed satisfactorily. 

The  outcome  of  this  would  be  high-quality  work 

performance  and  high  job  satisfaction  as  a  result  

of intrinsic motivation.

The implications of group activities

Jobs should never be considered in isolation. All job 

holders  belong  to  formal  or  informal  groups  and 

the  interrelationships  that  exist  in  such  groups 

should be considered when looking at the content 

of an individual job.