Frederick Herzberg, an American psychologist, originally developed the concept of 'job enrichment' in 1968, in an article that he published on pioneering studies at AT&T.
[1] Job satisfaction encompasses intrinsic factors which arise from the work itself, including achievement and advancement, whilst job dissatisfaction stems from factors external to the actual work, including company policy and the quality of supervision.
To this effect he implies that just because an individual experiences a decrease in dissatisfaction, does not mean that the result is also an increase in satisfaction.
On the other hand, job enlargement is seen as a horizontal restructuring technique where the focus is merely increasing the number of assignments but does not change the overall authority, autonomy, and control of the projects.
This creates a desire for the employee to want to pay the employer back in the form of hard work, loyalty, and dedication the company.