Read Online (Free) relies on page scans, which are not currently available to screen readers. To access this article, please contact JSTOR User Support . We'll provide a PDF copy for your screen reader.
With a personal account, you can read up to 100 articles each month for free.
Get StartedAlready have an account? Log in
Monthly Plan
- Access everything in the JPASS collection
- Read the full-text of every article
- Download up to 10 article PDFs to save and keep
Yearly Plan
- Access everything in the JPASS collection
- Read the full-text of every article
- Download up to 120 article PDFs to save and keep
Log in through your institution
Purchase a PDF
Purchase this article for $14.00 USD.
How does it work?
- Select the purchase option.
- Check out using a credit card or bank account with PayPal.
- Read your article online and download the PDF from your email or your account.
journal article
Job Characteristics and Job Satisfaction: Understanding the Role of Enterprise Resource Planning System ImplementationMIS Quarterly
Vol. 34, No. 1 (March 2010)
, pp. 143-161 (19 pages)
Published By: Management Information Systems Research Center, University of Minnesota
//doi.org/10.2307/20721418
//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.Summary
Contents
Subject index
Chapter 3: Job Satisfaction: A Cross-Cultural Review
Job Satisfaction: A Cross-Cultural Review
Job 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 content
Sign in
Get a 30 day FREE TRIAL
Watch videos from a variety of sources bringing classroom topics to life
Read modern, diverse business cases
Explore hundreds of books and reference titles
sign up today!