Job Quality Maps

Good jobs mean good business, so the team at WORC conducted an extensive review of the scientific evidence base to guide employers

Using results from over 3,000 peer-reviewed academic journal articles,
WORC designed the Job Quality Maps to visualize ways to
make frontline jobs better for competitive advantage

Good Jobs Mean Good Business

The scientific evidence is clear good jobs are associated with:

  • Greater employee engagement

  • Lower turnover intentions

  • Better job performance

  • More commitment to the organization

  • Less burnout

Characteristics of a "Good Job"

With the support of the National Fund for Workforce Solutions, WORC has developed the most robust model of job quality characteristics in the field and connected them to the business outcomes employers tell us matter most

Leveraging Scientific Evidence Makes for Better Business

Using the Job Quality Maps, we guide employers to:

  • Align business imperatives with key outcomes

  • Target job characteristics by analyzing organizational context and employee needs

  • Innovate ways of working to build competitive advantage

  • Measure results for impact and continuous improvement

See how we do it by reading some of our case studies

The Full Job Quality Picture

Using the scientific evidence base, WORC has meticulously mapped each employer outcome to specific job characteristics organizations can target to make jobs better for competitive advantage. Our comprehensive map shows all pathways in one place - download our full collection of Job Quality Maps, one for each employer outcome, here. Or, peruse them at the bottom of this page to see how business outcomes connect to job characteristics for competitive advantage.


Definitions: Employer Outcomes

Turnover Intention

An employee’s plans to leave their job

Commitment to the Organization

The extent to which an employee feels a sense of belonging and dedication to the organization

Individual Performance

An employee’s self-assessment of the quality of their work on the job

Engagement at Work

The extent to which an employee dedicates their full attention and energy to their work


The degree to which an employee becomes mentally, physically, and emotionally exhausted and drained by their work

Definitions: Job Characteristics

Elements of the Job Experience

  • Role stressors (role conflict, role clarity, role overload)

  • Task variety, role of task in final product, importance of the task

  • Meaningfulness

  • Feedback from doing the work

  • Skill level required, skill variety

  • Autonomy/Control/Independence

  • Perceived support (organization, coworkers)

Pay and Benefits

  • Wage level and type (measured by satisfaction)

  • Benefits (measured by satisfaction)

Health and Safety, Work Environment

  • Work conditions (physical, psychosocial)

  • Physical demands

  • Safety

Work-Life Balance

  • Scheduling practices (stability, predictability)

  • Work-life conflict

  • Work hours required (mandatory overtime, work intensity)

Terms of Employment

  • Opportunities for training and development (formal, informal/incidental)

  • Perceived job security

  • Opportunities for advancement

Representation and Voice

  • Unionization, formal representation

Supervision Quality

  • Type of leadership

  • Mutual helping

  • Perceived supervisor support

  • Formalized HR practices

Job Quality Maps PDF

Download our full collection of Job Quality Maps or peruse them below to see how business outcomes connect to job characteristics for competitive advantage:


Ready to leverage the Job Quality Maps for competitive advantage at your organization?

Contact us here and let's get to WORC!