Flashcards
Job satisfaction - 7
Cards in this deck (24)
- 1what is job satisfactionattitudinal variable that reflects how people feel about their jobs overall
global approach: overall feeling
facet approach: satisfaction about pay/benefits, promotion opportunities, supervision, coworkers - 2worldwide facts about job satisfactionon average people are satisfied with their jobs (high satsf with coworkers, job content. low satsf with pay and promotion opportunities)
high: scandinavia, germany, austria
low: bulgaria, slovakia, poland - 3dimensions of culture (Hofstede)power distance
individualism
feminine/masculine
uncertainty avoidance - 4Hofstede applied to job satisfactionhigh collectivism (vs individualism) -> satisfaction with colleagues
low masculinity -> focus on > job satisfaction
low power distance -> job satisfaction - 5assessment: subjective measures 3 approachesmust measure job satisfaction before to be able to improve it
Job Descriptive Index (JDI)
Minnesota Satisfaction Questionnaire (MSQ)
Job in General Scale (JIG) - 6JDIquestionnaire, most popular and most validated kind
- focuses on work, pay, promotion opportunities, supervision and coworkers
- yes/no questions
- facet approach, not good for giving overall JS score - 7MSQ-100 Q: 20 facets of work, score computed for each facet
- 20 Q version: also 20 facets of work, but score computed as intrinsic or extrinsic satisfaction
- Qs are statements, answers are not satisfied, somewhat satisfied, ...extremely statisfied (scale) - 8JIGsimilar to JDI but shorter
general job satisfaction (overall, not facets) - 9problem with summing facets to give global satisfactiondifferent individuals place different importance on each facet
- 10antecedents from the environmentjob characteristics (skill variety, task indentity, task identity (degree to which employees are able to contribute to entire production process), task significance, autonomy, feedback, growth/needs/strength)
pay
justice
personal antecedents (personality, age, gender, culture and ethnicity) - 11interaction between person and environment (GNS)people have a need to learn/develop themselves: people high on GrowthNeedsStrenth are more satisfied with high scope jobs, people with low GNS are not more satisfied with high scope jobs
- 12outcome of job satisfactionjob performance: modest correlation (satisfied employee perform better)
- causation? does satisfaction increase performance or does good performance increase satisfaction?
turnover (more likely to quit)
absence (very small correlation, other factors more important)
health and welbeing (anxiety, depression)
life satisfaction - 13life satisfaction (3 hypothesis)spillover: one affects the other * only one validated by research
compensation: one compensates for the other
segmentation: there is no correlation - 14locus of control and job satisfactionrefers to whether or not people believe they are in control of reinforcements in life.
INTERNALS: People who believe that they control reinforcements are termed
EXTERNALS: People who believe that fate, luck, or powerful others control reinforcements
Internals have been found to be more satisfied with their jobs than
externals (Ng, Sorensen, & Eby, 2006; Q. Wang, Bowling, & Eschleman, 2010). - 15organization commitment = global (Mowday, Steets, Porter, 1979)acceptance of organization goals
intention to stay on the job
willingness to work hard
assessment: 4 items, one general measure of commitment - 16meyer, allen, smith (1993) organizational commitment = componentaffective: you like the job
continuance: you need the job
normative: feel obligated to stay on the job
assessment: 6 items, 3 subscales - 17organizational commitmentpopular attitudinal variable in the work domain. It is strongly related to job satisfaction, but it is distinctly different in focusing on the attachment of the individual to the organization rather than on whether an individual likes or dislikes the job.
- 18what causes commitment by employees?stress -> low com (esp. affective)
perception of injustice -> low com (esp affective)
low transfer of skills = high commitment (especially continuance) - 19affective, continuance and normative correlations with job satisfaction, performance, turnover intentions, turnoveraffective: big correlation with job satisfaction and no intentions to leave organization
continuance: do not perform well (lower than affective,_
commitment: tied more to intention to leave than actual turnover
normative: higher job satisfaction than continuance, higher intent to leave, better job performance - 20occupational commitmentPeople might be very committed to their occupation, such as accounting or law, and uncommitted to their current employer. The focus of a person’s commitment is important in determining his or her responses.
- 21emotionsemotional states
emotional mood (longer than states)
stressful and aversive aspects of work: punishment, time pressure, weather
nice and challenging aspects: rewards, recognition, learning - 22emotions influence perceptionsnegative emotions: you focus on negative aspects, lower job satisfaction, higher absence and turnover
positive: focus on positive aspects, greater creativity, more job satisfaction, more OCB - 23OCBorganizational citizenship behaviour
person's voluntary commitment within an organization or company that is not part of their contractual tasks - 24emotional laboursome employees always have to show positive emotions = emotional labour
deep acting: actual experience emotion they display = make themselves feel happy
surface acting: employees experience different emotion than what they display = emotional dissonance (had negative effects)
women better at deep acting than men, negative effects of surface acting are stronger for women and introverts
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- IO Psych Flashcards on Job satisfaction - 7, created by zoe kru on 17/01/2018.
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- zoe kru
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