Three main articles

Job Design as a field describes (1) how jobs, tasks, and roles are structured, enacted, and modified, as well as (2) the impact of these structures, enactments, and modifications on individual, group, and organizational outcomes.

So, it is important to discuss the quality of jobs in relation to the design and structure of the entire organization. Good jobs exist in well-designed teams, and good teams thrive in well-designed organizations.

In this module you will get to know some basic articles on job design, I call them the big names of job design:

1. The job characteristics model of Hackman & Oldham (1976)
2. The job demands-control model of Karasek (1979)
3. The job demands-resources model of Bakker & Demerouti (2007)
4. Grant & Parker (2009) summarizing two contemporary perspectives on job design, namely the relational work design and the proactive work behavior perspective.