Editing Job satisfaction (section)

=== Job characteristics model ===
{{Main|Job characteristic theory}}
Hackman & Oldham proposed the job characteristics model, which is widely used as a framework to study how particular job characteristics impact job outcomes, including job satisfaction.  The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors. Not everyone is equally affected by the MPS of a job. People who are high in growth need strength (the desire for autonomy, challenge and development of new skills on the job) are particularly affected by job characteristics.<ref>{{cite journal | last1 = Hackman | first1 = J. R. | last2 = Oldham | first2 = G. R. | year = 1976 | title = Motivation through the design of work: Test of a theory | journal = Organizational Behavior and Human Performance | volume = 16 | issue = 2| pages = 250–279 | doi=10.1016/0030-5073(76)90016-7| s2cid = 8618462 }}</ref>  A [[meta-analysis]] of studies that assess the framework of the model provides some support for the validity of the JCM.<ref>{{cite journal | last1 = Fried | first1 = Y. | last2 = Ferris | first2 = G. R. | year = 1987 | title = The validity of the Job Characteristics Model: A review and meta-analysis | journal = Personnel Psychology | volume = 40 | issue = 2| pages = 287–322 | doi=10.1111/j.1744-6570.1987.tb00605.x}}</ref>