The mediating effects of psychological states on the relationship of job dimensions to personal and work outcomes, for fresh graduates

Purpose: In today's challenging markets, organizations need to explore new ways to maximize employees' effectiveness and job satisfaction. Within this context, employed fresh graduates are a special group, which requires attention. Recognizing its needs in job design is one of the keys. The aim of the study is to determine the mediating role of experienced psychological states in the relationship between job dimensions and personal/work outcomes (motivation, satisfaction, effectiveness and commitment). Design/methodology/approach: The new “modified job characteristics model” (MJCM) was implemented, where the focus was on testing if experienced psychological states play a mediating role. An index for summarizing core job dimensions (modified motivating potential score (MMPS)) was also developed in the study. For the empirical testing of the new modeling framework, a sample of 630 employed fresh graduates in Lebanon was selected. Various statistical analyses were performed, including partial correlation and multiple regression analysis. Findings: Results showed that for those core job dimensions that significantly affected fresh graduates' personal/work outcomes, the relation was not direct causal, but was mediated by “experienced meaningfulness of the work”, “experienced responsibility for outcomes of the work”, “knowledge of results”, “self-confidence” and “prestige inside outside”. Further, MMPS was verified as a valid score reflecting the “motivating potential” of a job. Practical implications: The findings demonstrate the importance of effectively designing and redesigning jobs: employers should focus on the core job dimensions and adopt an adjusted strategy to enhance fresh graduates' affective and behavioral responses. Originality/value: The current study innovatively examines fresh graduates' psychological states and their role as a mediator in the relation between job dimensions and job satisfaction or commitment. A new modeling framework is used and an index for summarizing job dimensions is developed.