Final answer:
Job enrichment is closely related to psychological job design theories focusing on intrinsic motivational factors such as autonomy and role clarity. It emphasizes the understanding that job satisfaction is most strongly affected by the content and nature of the job itself rather than extrinsic factors like pay.
Step-by-step explanation:
To which part of the theories is job enrichment most closely related? Job enrichment is most closely associated with the psychological aspects of job design theories that consider how certain job characteristics affect a worker's psychological state and job satisfaction.
For example, research has shown that the work-content factor, which includes variety, difficulty level, and role clarity, is highly predictive of job satisfaction. Conversely, there is only a weak correlation between pay level and job satisfaction even though financial rewards are commonly thought to be a significant motivator.
The concept that workers are happiest and most satisfied when they feel they have control over their work, can make decisions, and have freedom from constant oversight aligns with job enrichment theories. This approach taps into the intrinsic motivational factors outlined by scholars like Melvin Kohn and his colleagues. Enhanced job design aims to improve job satisfaction by increasing autonomy, meaning, and the sense of contribution to the company's success.
Additionally, the Davis-Moore thesis from a functional perspective supports the notion that a stratified system of rewards, such as higher pay for jobs requiring more education and skill, serves to motivate individuals to pursue such positions. However, for job satisfaction, it's the enriching factors of the job itself, not just the pay, that have a stronger impact on employees' contentment with their work.