(Choudhary, 2016), the study objectives of this study is to improve the importance of job enrichment of the employees behavior in the organization, and the job characteristics related on job enrichment, he was study the behavior of employees in general, and he takes many companies in India as examples. So, he founded that Job enrichment is great influent of employee loyalty, job satisfaction, reduce turn over employees, other ways its motivating employees for greater performance through performed for skill variety, task identity, task significance and autonomy.
(Werleman, 2016), indirect effect of enriched job design on (IWB) ‘Innovative Work Behavior’ through touching obligation. On the anther hand, the effect of transformational leadership was tried on the association between affective commitment and IWB, in this study the researcher used questionnaires among different Aruban and Dutch organization, total of 292 respondents. "The resampling bootstrap process macro method of Hayes (2013)" . As outcomes of this study exposed that job enrichment had a positive direct effect on IWB.
(Ali& Chin, 2016), the main idea of this study is to recognize the relationship between organizational culture as a conductor to addition to innovation with the arbitration of job enrichment in the Fars governor's employees. The researcher developing a questionnaire with supported with table Morgan (1970) as a tools of this study method, the segmentation sample of (175) employees who the answers support the mediating role of job enrichment between the relationship of organizational culture, and innovation.. These conclusions of this study confirmed that there is a positive relationship between the organizational cultures of innovation of the employees in the Fars governor's; In addition of that, there is a positive relationship among organizational culture of job enrichment.
(Spiegelaere, et al.,2012), The researcher takings innovative employees converted imperative for an organizations achievement, job design is the critical variable effect in sponsoring innovative work behavior (IWB), the authors collect the data used a survey completed by (952) workers from 17 different firms from sectors, in Belgium. These conclusions how much its important of HR and political suggestions as so as there is no one size fits all’ HR explanation for innovation.
(Aina & Omoniyi, 2014), in This study the researcher was designed to regulate the comparative performance of job enrichment schemes tossed selected construction organizations in Lagos, Nigeria and the effects of the schemes on the employees in these organizations. also they used a questionnaire for gathering data from (42) project sites regained from, they found that job enrichment as an incentive for structure workers has great positive effects; include essential job enrichment effects.
(Spiegelaere, et al.,2012), The researcher Encouraging the innovative potential of workers is the main factors test for HR specialists, through the relation between job design, work engagement & (IWB). the authors collect the data used a survey completed by (952) workers from 17 different from 17 from numerous industries in Belgium. The data were collect in companies contributing in a societal innovation scheme supported by the ESF (European Social Fund), before took place. The study found that innovation is essential in the existing dissertation on how to possess the European companies competitive and comfortable, the employee innovative involvement of employees is to be encouraged.
(Jiang,et al.,2012), Researchers have recognized many aspects that may also inspire or overpower inspiration and innovation, although they examined how HRM performs relate to worker creativity and structural innovation. They tasted organizations in China with a high level of Economic concentrating on industries sectors where innovation is significant. They requested 167 CEO applicants to join in the study on behalf of their organizations; questionnaires were posted out to 135 CEOs who indicated a will. They use many sours data were collected in China in (2007 and 2008). They received 825 questionnaires from125 firms. That study results presented that four HRM follows, such as choice and employment, payment, job design and teamwork, were clearly related to worker creativity whereas other function (training and job performance) assessment are not.
(Yuan,& Woodman, 2010), In this study the researcher concentration in The significance of innovation for organizational effectiveness), how it was reflected to the employee innovative behavior, evolving, approving, and implementing, new task for products and work approaches. They surveyed 425 (employees plus 96 direct supervisors) from four U.S. companies in several diverse industries using Questionnaires were managed via company mail. The consequences strongly reinforced Status that the innovative had a significant positive outcome on anticipated positive performance results.
(Urbach, et al.,2010), the objectives of this study to realize the impact of job design relate ‘ affording to current, to inherent motivation, inspiration, felt responsibility, the play of group role for individual outcomes and group innovation, and how much interaction of job design. The study takes the software company in Poland, the study sampling tools observation and questionnaires;
Founded that there is a positive relation between job enrichment and the organizational performance, the present task structure of the employees will reflect on employee satisfaction and increase organizational performance.
In this study, I will try to make a new vision about Job enrichment and the impress at employees invention in our public sector institutions in Jordan, how we can make a difference when we give our employees more confidence, more responsibly, encouraging employees to pursue innovative ideas, to reflect all of this in the organization performance to achieve goals to increased productivity, in General, how we make our job more challenge for the employees using Job enrichment to increasing employees innovation, by increasing the responsibility, autonomy, and control in execution of the job.