Abstract:
The purpose of the present study was to explore of job characteristics among Iranian soccer referees based on Job Characteristics Model (JCM). The statistical society was selected from soccer referees in premier league and A-league. The statistical samples were chosen equal to the statistical society; therefore 157 elite soccer referees were examined. The data were collected by a seven-point Likert scale Jacko’s questionnaire (2004) which its content and face validity was confirmed by 12 university expert and soccer referees and Cronbach’s Alpha coefficient was used to test the reliability (r =. 91). To compare and modeling the core job characteristics of soccer referees، Mauchly’s W، Huynh-feldt tests and Partial Least Squares (PLS) were used. Results show that characteristics of skill variety (. 79)، specialization (. 77)، feedback from job (. 62)، process information (. 61)، autonomy (. 53)، task significant (. 50)، problem solving (. 27)، had significant effects on core job characteristics among soccer referees، respectively. Given that criteria psychological states did not have any effects on general satisfaction، it seems that other mediator variables are needed for JCM of soccer referees. On the whole، attitudinal and behavioral outcomes of soccer referees mainly achieved through characteristics of skill variety and task significant، and psychological state of meaningfulness of the work.
Machine summary:
If these characteristics are present in the initial design or revision of individuals' tasks, it can be expected that positive psychological states (the second section of the model) such as experiencing meaningfulness of work 13, experiencing responsibility in work 14, and awareness of the real results of work activities 15 will be created in employees, and job outcomes such as high-quality job performance 1.
Fried and Ferris 6 (1987), by reviewing more than 200 studies conducted in the 1970s and 1980s based on the Job Characteristics Model, showed that two job characteristics, skill variety and task significance, had a stronger relationship with meaningfulness of work compared to other psychological states, and also a stronger relationship existed between feedback from the job and awareness of the real results of work (13, 12).
In this research, the enriched and new questionnaire of Jaco (2004) was used, which was derived from the work design questionnaire (WDQ) Morgeson and Humphrey 1 (2006) based on the job diagnostic survey (JDS) Hackman and Oldham (1975) and included 43 questions in a seven-value Likert scale (22 items for core job characteristics, 8 items for sensitive psychological states, and 13 items for attitudinal and behavioral outcomes).
Fullagar and Kelloway 1 (2009) and Demerouti 2 (2006) showed that the core job characteristics such as skill variety, task significance, job independence, and job feedback can lead to the psychological state of flow in work (30, 31).
(
, 
, 
)
