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journal article MIS Quarterly Vol. 34, No. 1 (March 2010) , pp. 143-161 (19 pages) Published By: Management Information Systems Research Center, University of Minnesota https://doi.org/10.2307/20721418 https://www.jstor.org/stable/20721418 Read and download Log in through your school or library Alternate access options For independent researchers Read Online Read 100 articles/month free Subscribe to JPASS Unlimited reading + 10 downloads Purchase article $14.00 - Download now and later Abstract Little research has examined the impacts of enterprise resource planning (ERP) systems implementation on job satisfaction. Based on a 12-month study of 2,794 employees in a telecommunications firm, we found that ERP system implementation moderated the relationships between three job characteristics (skill variety, autonomy, and feedback) and job satisfaction. Our findings highlight the key role that ERP system implementation can have in altering well-established relationships in the context of technology-enabled organizational change situations. This work also extends research on technology diffusion by moving beyond a focus on technology-centric outcomes, such as system use, to understanding broader job outcomes. Journal Information The editorial objective of the MIS Quarterly is the enhancement and communication of knowledge concerning the development of IT-based services, the management of IT resources, and the use, impact, and economics of IT with managerial, organizational, and societal implications. Professional issues affecting the IS field as a whole are also in the purview of the journal. Publisher Information Established in 1968, the University of Minnesota Management Information Systems Research Center promotes research in MIS topics by bridging the gap between the corporate and academic MIS worlds through the events in the MISRC Associates Program. Work in the 21st century requires new understanding in organizational behaviour; how individuals interact together to get work done. This volume
brings together research on essential topics such as motivation, job satisfaction, leadership, compensation, organizational justice, communication, intra- and inter-team functioning, judgement and decision-making, organizational development and change. Psychological insights are offered on management interventions, organizational theory, organizational productivity, organizational culture and climate, strategic management, stress, and job loss and unemployment. Job Satisfaction: A Cross-Cultural ReviewJob satisfaction: A cross-cultural review This chapter considers research and theory concerning job satisfaction, perhaps the most widely studied concept in organizational psychology. The chapter begins with consideration of the concept of job satisfaction, and then reviews theories of job satisfaction that have attracted the most attention. These theories include situational theories, which argue that job satisfaction results from aspects of the job or work environment (Herzberg's two-factor theory, social information processing theory, job characteristics model), dispositional approaches, which assume that job satisfaction results from the personality of the individual, and interactive theories, which consider job satisfaction to be a function of situational influences and individual differences (Cornell integrative model, Locke's value-percept theory). After reviewing these theories, we conclude that the ... locked icon Sign in to access this contentSign in Get a 30 day FREE TRIAL
sign up today! What are the characteristics of job satisfaction?According to multiple studies on happiness and workplace satisfaction, it all comes down to finding work with these six qualities:. Work that is engaging. ... . Work that benefits other people. ... . Work you're good at (and feel valued for) ... . Flexibility in how and where you work. ... . A lack of major negatives.. Which job characteristics can create a sense of satisfaction with the work itself?Which job characteristics can create a sense of satisfaction with the work itself? Job characteristics theory suggests that five “core characteristics”—variety, identity, significance, autonomy, and feedback—combine to result in particularly high levels of satisfaction with the work itself.
What causes job satisfaction the work itself?Contributing factors include better commutes, the physical environment, job security, one's colleagues, and the nature of the work itself.
What characteristics of these jobs that might contribute to increased levels of job satisfaction?2. What characteristics of these jobs might contribute to increased levels of job satisfaction? Characteristics like achievement, responsibility, recognition, expectations etc, might contribute to increased levels of job satisfaction.
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What are the job characteristics that can create satisfaction with the work itself?
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