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The Relationships Between Job Characteristics and Job Satisfaction Among Call Center Workers St. John Fisher College Fisher Digital Publications Education Doctoral Ralph C. Wilson, Jr. School of Education 8-2013 The Relationships Between Job Characteristics and Job Satisfaction Among Call Center Workers. Carly M. Leblanc St. John Fisher College, [email protected] Follow this and additional works at: https://fisherpub.sjfc.edu/education_etd Part of the Education Commons How has open access to Fisher Digital Publications benefited ou?y Recommended Citation Leblanc, Carly M., "The Relationships Between Job Characteristics and Job Satisfaction Among Call Center Workers." (2013). Education Doctoral. Paper 199. Please note that the Recommended Citation provides general citation information and may not be appropriate for your discipline. To receive help in creating a citation based on your discipline, please visit http://libguides.sjfc.edu/citations. This document is posted at https://fisherpub.sjfc.edu/education_etd/199 and is brought to you for free and open access by Fisher Digital Publications at St. John Fisher College. For more information, please contact [email protected]. The Relationships Between Job Characteristics and Job Satisfaction Among Call Center Workers. Abstract Empirical studies have shown that employee turnover rates in call centers positions are significantly greater than most other job positions. This quantitative study examined the relationship of call center employees’ job satisfaction and job characteristics using Hackman and Oldham’s Job Characteristics Model as the primary theoretical framework. Specifically, the study looked at the components of the Motivating Potential Score, including three psychological states and five job characteristics, in relation to job satisfaction. This study surveyed call center employees within a large payroll and human resources services company in New York State. The results of the study demonstrated that there was a strong positive correlation between job satisfaction and the Motivating Potential Score. In addition, the study showed that of the three psychological states, experienced meaningfulness and knowledge of results almost equally had the strongest relation to perceived job satisfaction. Feedback was shown to have the greatest relationship to job satisfaction of the five job characteristics among the overall sample of call center workers. These findings highlight the opportunity to conduct additional research to gain greater insights into call center job design, training for both call centers workers and their management, and additional initiatives for motivating for female employees. Overall, this research provides greater understanding of job characteristics in call center positions and their relation to call center employees’ job satisfaction. Document Type Dissertation Degree Name Doctor of Education (EdD) Department Executive Leadership First Supervisor Maria Cianca Second Supervisor Timothy Franz Subject Categories Education This dissertation is available at Fisher Digital Publications: https://fisherpub.sjfc.edu/education_etd/199 The Relationships Between Job Characteristics and Job Satisfaction Among Call Center Workers By Carly M. LeBlanc Submitted in partial fulfillment of the requirements for the degree Ed.D. in Executive Leadership Supervised by Dr. Marie Cianca Committee Member Dr. Timothy Franz Ralph C. Wilson, Jr. School of Education St. John Fisher College August, 2013 Dedication The doctoral journey is often an emotional, financial, logistical and physical challenge for many. I could not have made it through the process without the kindness and encouragements of many individuals. First, I must thank my mother, Lynn, and my grandmother, Shirley, for their strong commitment to encouraging advanced education opportunities within our family. I must also thank my father, Jim, for his guidance and financial support throughout my learning journey. My fiancé, Jeffrey, deserves much praise for his daily support, appreciation of and patience for this process. In addition, I must also thank my dissertation committee, Dr. Marie Cianca and Dr. Timothy Franz, for their guidance and support throughout the dissertation journey. This talented team of faculty guided me through the process of discovering a meaningful research question and study design. Advancements to this field of research from this study should be accredited to their collaborative efforts and ability to work from previous experiences. Finally, I must thank my fellow doctorate program classmates. In particular, I would like to thank Deborah Pearce, Phil Uncapher, Marilee Montanaro, Ellen Wayne, and Sean Tracy for their kind love and humor throughout the entire dissertation journey. ii Biographical Sketch Carly M. LeBlanc currently serves as an Operating Risk Management Performance and Prevention Analyst at Paychex, Inc. in Rochester, NY. Beginning her college education in 2002, Ms. LeBlanc attended the State University of New York at Oswego, and graduated with a Bachelors of Science degree in Marketing along with a minor in Economics in 2005. She began attending Roberts Wesleyan College in Rochester, NY in 2006. She graduated with a Master of Science in Strategic Leadership and earned the program’s Academic Excellence Award in 2008. In the summer of 2011, she began doctoral studies in the Ed.D. in Executive Leadership program at St. John Fisher College in Rochester, NY. Ms. LeBlanc pursued her research in the field of call center management and job satisfaction under the direction of Dr. Marie Cianca and Dr. Timothy Franz, receiving the Ed.D. in Executive Leadership degree in August 2013. iii Acknowledgements I must thank my father, Jim, for his financial support throughout my higher education journey. I also thank my employer for supporting my continuing education through their tuition reimbursement program as well as the opportunity to work with members of the organization to complete my dissertation study. Without these supports, completion of this journey may not have been possible. iv Abstract Empirical studies have shown that employee turnover rates in call centers positions are significantly greater than most other job positions. This quantitative study examined the relationship of call center employees’ job satisfaction and job characteristics using Hackman and Oldham’s Job Characteristics Model as the primary theoretical framework. Specifically, the study looked at the components of the Motivating Potential Score, including three psychological states and five job characteristics, in relation to job satisfaction. This study surveyed call center employees within a large payroll and human resources services company in New York State. The results of the study demonstrated that there was a strong positive correlation between job satisfaction and the Motivating Potential Score. In addition, the study showed that of the three psychological states, experienced meaningfulness and knowledge of results almost equally had the strongest relation to perceived job satisfaction. Feedback was shown to have the greatest relationship to job satisfaction of the five job characteristics among the overall sample of call center workers. These findings highlight the opportunity to conduct additional research to gain greater insights into call center job design, training for both call centers workers and their management, and additional initiatives for motivating for female employees. Overall, this research provides greater understanding of job characteristics in call center positions and their relation to call center employees’ job satisfaction. v Table of Contents Dedication ........................................................................................................................... ii Biographical Sketch ........................................................................................................... iii Acknowledgements ............................................................................................................ iv Abstract ............................................................................................................................... v List of Tables ..................................................................................................................... ix List of Figures ..................................................................................................................... x Chapter 1: Introduction ....................................................................................................... 1 Introduction ..................................................................................................................... 1 Background on Call Centers ........................................................................................... 2 Problem Statement .......................................................................................................... 4 Theoretical Rationale ...................................................................................................... 7 Statement of Purpose .................................................................................................... 17 Research Questions ....................................................................................................... 18 Potential Significance of the Study ............................................................................... 19 Definitions of Terms ..................................................................................................... 20 Chapter Summary ........................................................................................................
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