An Empirical Test of the Theory of Job Design Using Multiple Job Ratings
研究检验了工作诊断调查表（JDS）在不同评价者（任职者、主管、同事）中的信效度，并部分验证了Hackman和Oldham的工作设计理论，发现非任职者评价仍支持理论但关系强度减弱。
This study investigated the reliability and validity of the Job Diagnostic Survey [JDS] using ratings of the job incumbents, their immediate supervisors, and informed nominated coworkers. It also provides a partial test of the Hackman and Oldham (1976) theory of job design using these multiple job ratings. Results show that previously found psychometric addequacy of the JDS and empirical support of the theory using only job incumbents can be generalized to nonincumbent job ratings. However, the magnitude of the relationships declines as one moves from the incumbents' job ratings.