Describe the relationship between job characteristics and job satisfaction. Provide evidence for the view that job satisfaction leads to positive outcomes. According to the work characteristics theory of J. Richard Hackman and Greg Oldham, both organizational psychologists, “job design affects motivation, job performance, and job satisfaction.” Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an Original Essay In job design, it plays a role in managing and identifying the types of job characteristics that can provide different outcomes of a job. In work characteristics, it is a framework that contains five fundamental dimensions of work, which affect three psychological states. Then the three psychological states lead to the results. The five dimensions of work are: 1. Variety of skills 2. Identity of skills 3. Meaning of skills 4. Autonomy 5. Feedback of work In these five dimensions, which affect three psychological states, which are: 1. Meaning of work 2. Responsibility for work results 3. Knowledge of the actual results of work activities. In addition, these psychological states will affect the outcome of work. The outcome includes work motivation, job satisfaction and work efficiency. According to research, the definition of skill variety is the extent to which a job requires different abilities to complete the job, such as using different knowledge and skills. For example, if a work is repeatable and boring, this would lead to a low level of meaning of the work, the more complex it is, it requires more talent and skill, which would result in a high level of meaning of the work . Skill identity is like a mirror, it determines the level of clarity with which people can see the result of the work, little by little. During the work process, if an employee can work on the entire project and see one or more visible results, this will define high-level meaning. The importance of skills determines the work, whether or not it affects the lives of others, from large countries to the organization itself. In other words, the importance of skills determines whether a job can affect the lives of others. Generally speaking, if a job can improve the lives or well-being of others, it can be considered to have a high level of meaningfulness. Autonomy determines whether the worker has enough freedom, independence in planning their work and how the work will be carried out. Most jobs with high antinomy are management types, such as managers, project managers, supervisory officers, who have greater personal responsibilities in their jobs. However, many rank-and-file employees enjoy autonomy in their positions, requiring them to follow the lead of others' managers, and have a low level of decision-making. In this situation, these rank-and-file employees would feel less personal responsibility. The final feature of the job is feedback. In most situations, employees would like to know their performance levels. According to the study, feedback not only serves to inform employees about the progress of their work, but also to improve their self-esteem. If managers tell employees that their performance is good, they will likely feel motivated to do the job the way they do it. However,.