Designing the model of job enrichment establishment with the emphasis on employees behavioral dimension in iranian public organizations

Research on job enrichment performed in the last decade has mainly focused on Hackman and Oldham's job characteristics model. By considering a broader perspective and combining two theories of task attributes theory and social information processing model, the present study investigated job enrichment.

The purpose of this study was to design the model of job enrichment establishment with the emphasis on behavioral dimension in Iranian public organizations (case study: social security organization).

The present study was qualitative research, and data was collected through semi-structured interviews, and analyzed by qualitative content analysis method. Interviewees included two groups of academic experts specializing in human resource management, and managers and deputies in public organizations.

The results emphasized several fundamental and developmental categories for implementing and developing the concept of job enrichment in public organizations. For example, the category of job policy-making as a fundamental factor in the process of job enrichment; the category of trends in job enrichment as the main axes of the process; employee's job psychological perceptions and job outcomes as behavioral and psychological outcomes of the job enrichment process; and, the environmental factors as an underlying and effective category.

What the findings showed in the form of a conceptual model was the importance of a dialectical view with a dynamic capability on the subject of job enrichment. Thus, public organizations need to pay special attention to two factors of job policy-making and intra-organizational environmental factors to increase the feasibility of job enrichment in the job framework and human resources because both can change the direction of job enrichment details, especially its axes, towards either success or failure.