4.1. JOB ATTRIBUTES

There is considerable literature that is consistent with the Hackman and Oldham (1980) analysis of job attributes and how they are related to satisfaction. The general argument in this literature is that jobs that provide sufficient variety, autonomy, task identity, and feedback are more satisfying than jobs that do not have these attributes. Variety refers to the ability to do different jobs at the particular job site. Autonomy refers to the ability to decide for oneself what should be done. Task identity refers to having a job that can be identified as a distinct unit. For example, completing a particular research project, or saying that this particular discovery is associated with this particular individual, gives the specific activity more task identity because that activity can be associated with the name of the investigator. On the other hand, in a research job involving many investigators, where the complete job is done at different organizational levels and locations, the situation reduces the identity of the job. Feedback refers to knowledge of how well one is doing the job.

Hackman and Oldman's theory argues that a job is high in meaningfulness when it has task variety, task identity, and task significance, so that people think that what they are doing is important. High meaningfulness in turn creates satisfaction. Similarly, they argue that autonomy, which allows a person to be more responsible for the job activities and outcomes, also leads to satisfaction. Finally, feedback is very important. People should know how well they are doing and whether what they have been doing is having an impact. A person who works for years on something without receiving any attention (for example, nobody quotes his or her scientific work) is not receiving feedback.

Thus, in research, as in other kinds of work, the best possible job is one that is designed so that it is variable, has significance and identity, allows the investigator considerable autonomy, and provides feedback.

There is a substantial literature that deals with these issues (Loher et al., 1985). Thus, in designing research and development jobs, it is well to remember that maximizing variety, autonomy, and feedback, as well as the meaningfulness of the work, is likely to be associated with satisfaction.

While the R&D field has its own frustrations, about 80 percent of the researchers surveyed in 2005 indicated that they are satisfied with their current position. The most important factor in job satisfaction was the independent nature of a researcher's job (Studt, 2007).