Successful companies are possible through hard work and motivation among its staff and employees as a part of the management team and being an accounting officer involves a lot of better values at work and a heart that thinks and decides with truth, substance and effectiveness for the business to stay on the high note within the organizational commitment owing to its relationship with such important work-related constructs such as job satisfaction, job involvement and leadership relations (1988; 1990; 1982; 1993). Based on the limited attention given to model building and testing, researchers have strongly suggested that future research focus on delineating the motivational and psychological processes that may influence the development of affective commitment and understanding the complex relationships among focal variables (1990; 1993;1987). The literature alludes to the fact that intrinsic motivation may serve to either completely or only partially mediate the effects of job characteristics and work context factors on job satisfaction and affective commitment (1964; 1990; 1981; 1977). We test these competing theoretical positions by deriving and testing corresponding structural equation models to determine which model provides the most complete (yet parsimonious) representation of relationships among focal constructs.
The accounting officer has complex job responsibilities as it can be a part with (1975) definition, intrinsic motivation is conceptualized as `the degree to which the employee is self-motivated to perform effectively on the job–that is, the employee experiences positive internal feelings when working effectively on the job’ (). Being an accounting officer, the main purpose of the Job is to assist the Accounting Manager tin planning, directing and coordinating the accounting operations within the organization in an efficient and professional manner. Supervises subordinates in accordance with enterprise policies and standard procedures. Recommends improvements in accounting operations and ensures the deployment of financial resources attains highest qualitative standards. The Accounting Officer exercises his responsibilities as the job itself will affect his level of motivation – a sort of positive reinforcement to achieve a better work performance as such being an accounting officer, he must know how to manage well accounting operations to achieve greatest productivity by maximizing resources as well as establish enterprise accounting policies and standard / emergency operating procedures for accounting operations also good in managing the Accounting Division staff, it’s including include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Henceforth, in relating to core job characteristics of well designed jobs it is really essential that the job description in focus will parallel its job specifications as one of the needed requirements of a job holder in dealing with the education background and professional qualification that should be found as an effective accounting officer Bachelor’s degree in any discipline, preferably business administration or accounting and it is a must to have a desirable working experience and is good at supervisory position. An accounting officer should have the appropriate knowledge needed in order to do the job function right like for instance, having the knowledge of principles and processes involved in business planning, coordination and execution that includes strategic planning, resource allocation, manpower modeling, leadership techniques and production methods as well as the ability to read, analyze and interpret general business documents, technical procedures or governmental regulations. Thus, an accounting officer must possess computer knowledge skills involving basic computer operating skills in MS Windows and MS Office and that language skills is a crucial requirement in every way as he will have the ability to express fluently in English and Chinese in every useful process respectively.
Moreover, in order to improve motivation and job satisfaction of this job holder, there needs to acquire a certain level of consistency along with core job characteristics involving the feelings of motivation driven and generated by important characteristics of the job and work environment within such perceptions of meaningful work and perceptions of fair treatment as it is related to job satisfaction and motivation in terms of understanding work relationships in the process of enhancing avenues for communication among the accounting manager, accounting clerk and HR manager as to how they help and support the accounting officer in gaining trust and confidence that is a relevant factor for the proper designation of goals and actions to be realized in the process (1976; 1992; 1995) and to assist with such great effort, a theme has to be identified which pervades the research on motivation, job satisfaction and affective commitment – the role that perceived competence plays in understanding motivated behavior. Thus, one way that individuals may develop a sense of competency is by working in a job with `motivating potential’; high skill variety, task significance, task identity, autonomy and feedback (1975, 1976).
The type of work environment provides individuals with the chance to make a difference on the job, try out new skills, exercise discretion, receive feedback on their performance and work in an environment characterized by support, participation and fair treatment. Taken together, such work conditions are expected to increase individuals’ intrinsic motivation by providing affirmation that their efforts are worthwhile and valued (1975, 1976; 1990). The most influential model guiding self-report research on job characteristics has been the Job Characteristics Model (1976, 1980). It is expected that outcomes will occur when the accounting officer experience three critical psychological states: meaningful work, personal responsibility and knowledge of results. In turn, five “core” job characteristics (skill variety, task identity, task significance, autonomy and feedback) that are posited to stimulate particular psychological states and exhibit high growth need strength, adequate knowledge and skill, and satisfaction with job context factors are expected to respond best to rich or high scope jobs ( 1990). (1976) have described the psychological states as “the causal core of the model,” and the job characteristics were identified to service the states, not the other way around.
The complete model, (1976) employed the largest sample, 658 individuals but the statistical procedures they used were not always elaborate enough to match the model’s complexity. are explicit that moderation is a dual location process, occurring both between the core characteristics and the psychological states and the states and the outcome variables. This contention has almost never been tested. Rather, most researchers have restricted moderator tests to the relationship between job characteristics and overall job scope and outcomes ( 1987: 1985;1985). It appears that the moderating effect of employee skills and knowledge on the receptiveness to a high scope job has never been tested directly. However, a good case can be made that educational level and tenure in the job might be reasonable surrogates for skills and knowledge. The need for more empirical evidence on the determinants of officer’s reactions to their work has increased. Job satisfaction that are becoming important phenomena, not only for the accounting officers themselves, but also because they may affect organization work climates and the quality of work relations (1990) The starting-point of the investigation was the Job Characteristic Model (JCM) of (1975, 1976), a central and widely used model for investigations into the problems of work and workers’ reactions to it (1981; 1986; 1987).
The model consists of a number of suppositions concerning the relationships between job characteristics (core job dimensions), critical psychological states and effects. The five central job characteristics are combined in a so-called Motivating Potential Score (MPS), expressing the motivating potential of the work. Finally, preference for autonomy coming close to growth need strength has been included as an individual variable by means of a validated Dutch scale for work preferences ( 1981). The moderating role of GNS: growth need strength in model was the subject of discussions for example; confirm the moderating role but only for job satisfaction as the accounting officer experienced job significance consists of a sum score of the dimensions: experienced responsibility, internal work motivation and experience meaningfulness (1975)
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