Core Job Characteristics

In the context of an iterative design cycle (as advocated in BS/EN/ISO 11064-1 2001), additional strategies can be deployed to provide feedback of a sociotechnical or affective nature into the design process. Hnman factors best practice in this regard centers around various self-report questionnaire methods, administered to individuals who have had an opportunity to use the system in the context of trials, simulations, or other phased delivery methods. Nnmerous job satisfaction questionnaires exist and have been widely applied, from the Minnesota Satisfaction Questionnaire (with up to 100 questions see Weiss et al., 1967) to the Job Descriptive Index (requiring simple yes/no answers see Smith, Kendall, and Hulin, 1969). A concept called cohesion (Siebold and Kelly, 1988) also maps well onto the core job characteristics mentioned earlier. 

The worked example that expresses some of the human factors best practice discussed above is based on an energy distribution system—specifically, the part of the total system that deals with the storage of gas. In this scenario, the task is concerned with alarms that warn control room operators of abnormal states. 

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Piccolo RE, Colquitt JA (2006) Transformational leadership and job behaviors the mediating role of core job characteristics. Acad Manag J 49(2) 327-340 Reason J (1997) Managing the risks of organizational accidents. Ashgate Publishing Company, Aldershot... 

Hackman and Oldman (1980) proposed five core job characteristics that speak toward human needs at work. For a job to be inherently satisfying, meaningful, and engaging, it should exhibit ... 

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