INTRODUCTION
Job enrichment is an approach to job redesign developed in the late 1950s. The term refers to the alteration of the job content so that the employee is given an identifiable unit of work and granted with more authority and control over his/her job (Herzberg, 1968). For many years job enrichment has concerned people inside and outside academic circles, generating more research investigations than any other technique in the field of job motivation. All those academics and managers were trying to find out whether it worked or not.
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