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T2 (Morgeson (Theories (Sociotechnical Systems Theory (SOCIOTECHNICAL…

- - - - Structural influences
      - social influences
      - CHARACTERISTICS OF WORK
        
        Social characteristics
        
        Knowledge characteristics
        
        Work context
        
        Task characteristics
        
        MEDIATING MECHANISMS
        
        OUTCOMES
        
        Cognitive Outcomes
        
        Behavioral Outcomes
        
        Well-being Outcomes
        
        Attitudinal Outcomes
        
        Empowerment
        
        Knowledge level
        
        Critical Psychological States
  - - - Motivation-Hygiene Theory (outdated)
      - Job Characteristics Theory
    - - productivity can be only achieved by optimizing people and their interaction with the technical system
      - its a job enlargement theory, but the analysis is made on group/team level
      - 3 conditions necessary for sociotechnical approach
        
        adequate boundary-control for workers; ability to influence transactions within their task environment
        
        employees must be able to control the immediate task environment so they can regulate their behavior and convert materials into products
        
        adequate task differentiation with certain minimum interdependence
      - SOCIOTECHNICAL PRINCIPLES
        
        Identify essential task and objectives = with no more but necessities specified
        
        If variance cannot be eliminated; it must be controlled as close as possible to its origin; work needs sufficient autonomy and control
        
        Design process must be congruent with the design outcomes
        
        To control variance at it source; workers needs power to influence the "boundary tasks" and need access to information
        
        Organisational systems should be congruent with the work design chosen (if teams are employed; base pay on team performance)
    - - Characteristics of work are not given; but one constructs them from social information. Also, perceptions of job characteristics and reactions to work redesign may be influenced by factors besides objective features of work
      - 4 basic premises
        
        The environment may provide info how individual should weight the various dimensions
        
        The social context provides cues concerning how others have come to evaluate the work environment on each selected dimensions
        
        Social Environment provides cues as to which dimensions might be used to characterize work environment
        
        It is possible social context provides direct evaluation of work setting along positive and negative dimensions, giving an individual info on how to construct a rationale to make sense of the generally shared affective reaction
      - the social environment impact individuals in 2 ways
        
        Help construct meaning about certain organisational features
        
        can direct attention by making certain job info salient
    - - control = amount of decision latitude one has
      - support = social support, obvious
    - - resources = feedback, autonomy, decisions, support, other stuff.) The theory is just fancier control-support model
      - autonomy and social supports are the best buffors between demands and performance
    - - biological model
        
        reduction in physical requirements and environmental stressors
      - perceptual model
        
        reducing info processing in order to reduce the error accidents and mental overload
      - mechanistic model
        
        pressure for efficiency; simplification and specialization
      - motivational model
        
        job-enrichment, increasing motivation, satisfaction and autonomy
  - - - workers do compare themselves to others and take complex tasks as referents
      - disadvantaged workers - less internally motivated
      - manipulating job satisfaction affects pereptions of task scope
      - Social cues are usefull when person lacks objective cues
      - individual satisfaction is related to perceptions of task characteristics
      - Social cues influence perceptions, not behaviors; only direct experience of a task influences the behavior
  - - - When in high error criticality environment, certain characteristics may HAVE REVERSE OUTCOEMS (F.E. AUTONOMY IN NURSING)
- - - - Hawthorn studies
      - Likert-participative management
    - - "associated task attributes" = that are not required for performance but can enhance it
        
        capital investment
        
        level of mechanization
        
        cycle time
        
        working conditions
        
        task identity
        
        pay
      - = job can be described in 5 perspectives
        
        behavioral
        
        behavioral perspective (what behaviors job requires) = 6 attributes
        
        responsibility
        
        required knowledge/skil
        
        on/off job interaction (optional interaction)
        
        required interaction
        
        variety
        
        autonomy
        
        personal
        
        social
        
        organisational
        
        technical
      - cultural background influences task preferences
  - - - feedback
      - autonomy
      - task significance
      - taks identity
      - skill variety
      - these job characteristics lead to 3 major psychological states
        
        responsibility (autonomy)
        
        best single predictor
        
        knowledge of results (feedback)
        
        experienced meaningfulness (task significance, task identity, skill variety)
      - All are associated with
        
        lower absenteeism
        
        performance
        
        satisfaction
        
        motivation
    - - Moderators can work in 2 ways. For example the growth need
        
        the stronger, the more likely the core psychological states would be to shape individual motivation, attitude, behavior and performance
        
        the stronger, the more likely the core job characteristics would be to cultivate the critical psychological states (responsibility, meaningfulness, knowledge of results)
      - Growth need
      - Context Satisfaction
      - Knowledge and skill
- - - - SOCIAL IMPACT = degree to which worker thinks his action benefit other people
      - SOCIAL WORTH = degree to which the worker thinks his actions are appreciated by others
    - - E2
        
        Social impact mediates the effect of significance on performance
        
        Social worth mediates the effect of significance on performance ( DIDN'T ARISE AS A MEDIATOR IN THE ANALYSIS BUT STILL IMPACTFUL)
      - E3
        
        Conscientiousness moderates the effect of significance on performance, that THE LOWER THE CONSCIENTIOUSNESS THE MORE PROFOUND EFFECT OF SIGNIFICANCE ON PERFORMANCE
        
        Prosocial values are modertators; THE HIGHER THE PROSOCIAL VALUES, THE MORE IMPACT OF SIGNIFICANCE ON PERFORMANCE
      - Task significance increases job performance (E1)