Professional Documents
Culture Documents
JOB Satisfaction
JOB Satisfaction
JOB Satisfaction
Attitudes Defined
Briefly defined, an attitude represents a predisposition to respond in a favorable or unfavorable way to persons or objects in ones environment. For instance, when we say we like something or dislike something, we are in effect expressing an attitude toward the person or object.
3) Attitudes are believed to be somewhat related to subsequent behavior, although as well see, this relationship can be unclear
Role Variables
Ambiguity Work-family conflict Conflict
Person variables
Negative affectivity Gender Culture Life satisfaction Locus of Control Age Genetics
Is job performance defined correctly? Can you predict specific behaviors from a general attitude toward the job.
Job Satisfaction
Positive Affectivity
Job Satisfaction
Brief (1998)
Emotions There is evidence that as much as 30% of the variability in job satisfaction is due to genetics
Pros
Extremely easy to use with all types of respondents Most commonly used measure of job satisfaction Normative data available from hundreds/thousands of studies No racial differences in assessment
Cons
Shouldnt sum across facets Is there more to job satisfaction than just the 5 facets?
What are YOUR PAY AND PROMOTION OPPORTUNITIES like? Circle YES if the item describes your PAY AND PROMOTIONS, NO if the item does not describe your PAY AND PROMOTIONS, and ? if you cannot decide. Choose a response for each item.
Pay UNDERPAID......................................................... INCOME ADEQUATE FOR NORMAL EXPENSES........ BARELY LIVE ON INCOME.................................... INCOME PROVIDES LUXURIES.............................. BAD.................................................................... HIGHLY PAID.......................................................
Yes Yes Yes Yes Yes Yes ? ? ? ? ? ? ? ? ? ? ? ? No No No No No No No No No No No No
Promotions GOOD OPPORTUNITY FOR ADVANCEMENT.............. Yes PROMOTION ON ABILITY........................................ Yes DEAD-END JOB........................................................Yes GOOD CHANCE FOR PROMOTION............................ Yes UNFAIR PROMOTION POLICY................................... Yes INFREQUENT PROMOTIONS......................................Yes
What is your JOB like MOST OF THE TIME? Choose YES if the item describes your JOB, NO if it does not describe your JOB, and ? if you cannot decide.
PLEASANT.............................. BAD......................................
Yes Yes
? ?
No No
IDEAL..............................................
WASTE OF TIME.................................. GOOD............................................. UNDESIRABLE......................................
Yes
Yes Yes Yes
?
? ? ?
No
No No No
WORTHWHILE...............
WORSE THAN MOST................ ACCEPTABLE.... MAKES ME CONTENT.........
Yes
Yes Yes Yes
?
? ? ?
No
No No No
INADEQUATE...........................
ROTTEN......
Yes
Yes
?
?
No
No
Job Involvement
Job Involvement: The degree to which a person identifies psychologically with his or her work and the importance of work to ones self-image
Job satisfaction
Job Involvement Performance Turnover Conscientiousness
.45
.09 -.13 .53
Organizational Commitment
Organizational Commitment: The degree to which an employee feels a sense of allegiance to his or her employee 3 components (Allen and Meyer, 1990): Affective Continuance Normative Commitment can be to different focal points (e.g., job, organization, occupation).
Organizational Commitment
Organizational Commitment has been related to many different job outcomes
Overall job satisfaction Performance Turnover Conscientiousness Job involvement .53 .11 -.28 .67 .50
Organizational Commitment
Organizational Justice
Organizational Justice: The overarching theoretical concept pertaining to the fair treatment of people in organizations.
Three types: Distributive (equity, equality, need) Procedural
Research (Lam, Hui & Law, 1999) found that more employees in Hong Kong and Japan regarded some facets of OCBs as part of their job than employees from USA and Austria
Psychological Contract
Psychological Contract: The implied exchange relationship that exists between an employee and the organization.
Transactional Antisocial behaviors Violence Threats Negligence Negativism Indifferent social behaviors Compliance Relational Prosocial Behaviors Conscientiousness Sportsmanship Courtesy Civic virtue Altruism Commitment
Alienation
Downsizing
Downsizing is a deliberate organizational decision to reduce the workforce that is intended to improve organizational performance. The individuals most affected by downsizing are those who lose their jobs. The surviving employees are also affected by downsizing. Teams and groups are impacted by downsizing.
- paid less
- receive few benefits - younger, female and minorities
Usually organizations are more concerned about strategic fit (shared business strategies, financial goals) than organizational fit (culture and match between workforce).
Perpetrators often see them selves as the victims of workplace injustice. Perpetrators usually want more from the organization in terms of personal identity and purpose than the organization can provide.