Task significance - This looks at the impact and influence of a job.

Task significance: this again gives a meaning to a job.

Task Significance: The degree to which the job impacts other people's lives.

This study found that task significance had the strongest influence on the relationship between core self-evaluations and job satisfaction.

The model looks at five areas: skill variety, task significance, autonomy, feedback and task identity.

At this level, the team is able to see the "big picture'" and the task significance and task identity are become more important.

Three of the five job attributes: skill variety, task identity, and task significance, influence how much employees think their jobs are meaningful.

Task significance was derived from Greg Oldham's own work experience as an assembly line worker.

This realization led to the inclusion of task significance as another job characteristic that would influenced experienced meaningfulness of the job.

At this level, the task significance and task identity are optimised as well as skill variety, feedback and autonomy.

Job redesign The job characteristics model (Hackman, 1977) forms a basis for attempts to optimise skill variety, task identity, task significance, autonomy and feedback.

Establishing Client Relationships - Designs interactions between employees and customers, both internal and external, to enhance task identity, feedback, and task significance.

Job Characteristics Model: This model "focuses on important aspects of job characteristics, such as skill variety, task identity, task significance, autonomy, and feedback."

According to Job Characteristics Theory, changes in autonomy and feedback influence work behaviors and attitudes more than a change in skill variety, task identity, or task significance.

Natural Work Units - A form of task combination that represents a logical body of work and responsibility that may enhance both task significance and task identity.

Task significance is the degree that the individual feels his or her work has a substantial impact on the lives or work of other people within the organization or outside of the organization.

It is based upon five characteristics - skill variety, task identity, task significance, task autonomy, and task feedback - which are used to identify the general content and structure of jobs"."

Telework may not change the job characteristics of skill variety, task identity, and task significance compared to working in an office; however, the presence of these characteristics will influence teleworkers' work outcomes and attitudes.

The Job Characteristics Theory of motivation identifies core job dimensions that provide motivation for individuals and include: skill variety, task identity, task significance, autonomy and feedback (Hackman & Oldham, 1980).

However, coworker support and virtual social groups for team building had a direct influence on increasing job satisfaction, perhaps due to an increase in skill variety from teamwork and an increase in task significance from more working relationships.

According to the theory, certain core job characteristics are responsible for each psychological state: skill variety, task identity, and task significance shape the experienced meaningfulness; autonomy affects experienced responsibility, and feedback contributes to the knowledge of results.

Presumably because of the effects of autonomy, initial job satisfaction increases as the amount of telecommuting increases; however, as the individual telecommutes more, declines in feedback and task significance lead job satisfaction to level off and decrease slightly.

One such popular model is the aforementioned Job Characteristics Model (JCM), which applies influential theories of work as it correlates to the five central characteristics of skill variety, task identity, task significance, task autonomy, and task feedback.

If five characteristics of a job are present (skill variety, task identity, task significance, autonomy, and feedback), then the employee in that job will experience more internal work motivation, satisfaction with personal growth opportunities, general job satisfaction, higher job performance, and lower absenteeism and turnover.

Vertical Loading - Like the tactic used in the Humanistic Job Enrichment approach, this intervention is designed to enhance autonomy, task identity, task significance, and skill variety by increasing the number of tasks and providing greater levels of control over how those tasks are completed.