A Strong Inference Investigation of the Job Characteristics and Dual Attachment Models of Job Design
Abstract
Two models of job design, the Job Characteristics model of Hackman and Oldham and the Dual Attachment model of the Graen and Ginsburgh, were tested against each other within a strong inference investigation. Experimental procedures were employed to test the statistical, internal, external, and construct validity of competing hypotheses derived from these two models and an attempt was made to merge the valid portions of the two models into a single hybrid. A field experiment was performed among employees in computer-assisted, paper-processing job within a large, public sector organization. Participants were 106 technical and supervisory dyads. The study employed a pretest-posttest, quasi-experimental design with four different conditions and extended over a 6- month period. The conditions included (a) leader-member exchange training, (b) job design training, (c) a combination of exchange and design, and (d) control or comparison. The results showed that (1) only leader-member exchange was effective in terms of before-to-after gains in productivity, dyadic leadership, job enrichment, job satisfaction, and coping with job stress, and (2) employee growth needs moderated the relationships between leader-member exchange training and productivity, quality of leader-member exchange, leadership support, and satisfaction with leadership.
Document Details
- Document Type
- Technical Report
- Publication Date
- Feb 01, 1984
- Accession Number
- ADA138489
Entities
People
- George B. Graen
Organizations
- University of Cincinnati