IO Mod 3 SG

Work Attitudes

People’s evaluations of their work that reflect their thoughts, feelings, and a sense of attachment to work.

Cognitive Component

Belief and evaluation part; people are making judgments about their work.

Affective Component

Moods, emotions, feelings.

Theory of Planned Behavior

involving intentions, behaviors, attitudes, subjective norms, and perceived control.

Intentions

The motivational factors that drive behavior factor.

OCB Contextual Performance

Intentional behavior outside your work task that contributes to work.

Behaviors

Job performance.

Attitudes

The evaluations and feeling ppl have about their work.

Subjective Norms

Beliefs about how other people view your behavior.

Perceived Control

Your belief about your ability to enact the behavior.

Job Satisfaction

An attitude that reflects your contentment and your positive feelings about your work.

Job Satisfaction Facets

Pay; Coworker; Supervisor; Work itself.

Job Satisfaction

More positive job performance.

Job Satisfaction and Turnover

Less turnover intentions.

Work Commitment

A psychological bond that reflects a person's dedication and responsibility to a work-related target.

Affective Commitment

When people are committed because they have a sense of emotional attachment to a work environment/work organization. “Want to” stay.

Continuance Commitment

When you're committed because the cost of leaving would be too great or there's a lack of viable alternatives. “Need to” stay.

Normative Commitment

When you're committed because it's based on a sense of duty or obligation to the organization. “Have to” stay.

Affective Commitment, Continuance Commitment, Normative Commitment

All 3 relate to negative turnover. Only Affective Commitment relates to contextual performance or OCB.

Work Withdrawal

Represents feelings or behaviors that represent people putting distance between themselves and their work.

Psychological Withdrawal

Cognitively and emotionally distancing yourself from work.

Psychological Withdrawal Examples

Mentally checking out while at work; Daydreaming; Cyberloafing.

Physical Withdrawal

When you physically distance yourself from work.

Physical Withdrawal Examples

Showing up late on purpose; Taking longer breaks than given; Absences; Turnover.

Survivor Effect

happens when organizations go through a massive change (mass layoff) and the people who stay have a decreased commitment to the organization. In turn, it decreases contextual performance and overall job performance.

Organizational Justice

Refers to people's perceptions of fairness in an organization, particularly decisions made by the organization.

Distributive Justice

All about perceived fairness of an outcome of a decision.

Distributive Justice Example

If you didn't get the job/position, you get an outcome.

Procedural Justice

About the decision process or how the decision was made.

Voice

The extent to which employees can express their views about the decision.

Correctability

The extent to which you can appeal those decisions.

Interactional Justice

How you’re treated when the decision is carried out.

Interpersonal Justice

Are you treated with respect when the decision is being carried out?

Informational Justice

It's about honesty and transparency in the explanation of the decision conclusion.

Affect

Your feelings.

Positive Affectivity (PA)

Personality traits that represent your stable tendency to experience positive emotions.

Negative Affectivity (NA)

Personality traits that represent your stable tendency to experience negative emotions.

Positive and Negative Affectivity

Personality traits that represent your stable tendency to experience positive or negative emotions.

Moods

Mild & diffuse affective state but longer lasting.

Emotions

Relatively discrete, intense, and short-lived. Typically have a trigger.

Emotional Contagion

The extent to which an emotion is spread to others in an organization.

Emotional Labor

How people use their emotions at work. Regulating your emotions and … to fulfill the expectations of your job.

Display Rules

The norms of the job/organization that affect what's seen as appropriate behavior.

Display Rules Example

Having to have a smile regardless as a server.

Surface Acting

When you modify the expression of an emotion but you don't try to change the underlying emotion (“faking it” is almost always bad).

Surface Acting Example

When someone is complaining, and you have to keep your composure.

Deep Acting

When you attempt to change both emotional expression and underlying emotion. Generally positive outcomes.

Deep Acting Example

Trying to feel happy for someone else when maybe you're actually jealous.

Genuinely Felt Emotions

Relate to positive outcomes.