The Job Characteristics Model, developed by organizational psychologists J. Richard Hackman and Greg Oldham, is a normative approach to job enrichment (see job redesign). It specifies five core job dimensions that will lead to critical psychological states in the individual employee.

The Hackman and Oldham Job Characteristics Model is a method of designing tasks in such a way that they can sustain employee motivation. This model was developed by the organisational psychologists J. Richard Hackman and Greg R. Oldham in the 1970s. It is based on the idea that a worker’s tasks are a key part of employee motivation.

The job characteristics model, designed by Hackman and Oldham, is based on the idea that the task itself is key to employee motivation. Specifically, a boring and monotonous job stifles motivation to perform well, whereas a challenging job enhances motivation. Variety, autonomy and decision authority are three ways of adding challenge to a job.

Hackman and Oldham’s Job Characteristics Theory Model is based on the idea that a task in itself is the key to the employee’s motivation. It correlates a job or task’s characteristics with the individual’s responses and satisfaction level carrying out the work.

Using this initial research, Hackman & Oldham introduced the Job Characteristics Model. This was based on the idea that the key to maintaining motivation is in the job itself. They found that mundane tasks reduced motivation and productivity, and varied tasks improved them.