IOFINAL

What is job satisfaction?

A positive attitude or emotional state resulting from appraisal of one’s job.

What did early job satisfaction research find?

Both job-related variables and individual difference variables can influence job satisfaction.

Who introduced emotions into mainstream American I-O psychology?

Elton Mayo.

What is the Hawthorne effect?

A change in behavior or attitudes that results simply from increased attention (from being observed).

What type of work challenge tends to be satisfying?

Mentally challenging work that the individual can successfully accomplish.

How does tiring physical work usually affect job satisfaction?

Tiring work is usually dissatisfying.

How does personal interest in the work affect satisfaction?

Personally interesting work is satisfying.

What kind of reward structure is satisfying?

Just and informative rewards for performance.

How do physical working conditions affect satisfaction?

Satisfaction depends on the match between working conditions and physical needs.

How do goal-supporting working conditions affect satisfaction?

Working conditions that facilitate goal attainment are satisfying.

How does self-esteem relate to job satisfaction?

High self-esteem is conducive to job satisfaction.

How can supervisors, coworkers, and subordinates increase job satisfaction?

They increase satisfaction when they help the worker attain rewards and see things similarly.

How can company policies increase job satisfaction?

Policies and procedures increase satisfaction when they help workers attain rewards.

How do conflicting or ambiguous roles affect satisfaction?

They decrease job satisfaction.

How do fringe benefits usually affect job satisfaction?

Benefits do not strongly influence job satisfaction for most workers.

What are antecedents of job satisfaction?

Factors that predict or come before job satisfaction, such as job characteristics, role states, organizational characteristics, and leader relations.

Name six job characteristics that can act as antecedents of job satisfaction.

Variety, identity, task significance, autonomy, feedback, and job richness.

Which role states are antecedents of job satisfaction?

Role conflict and role ambiguity.

Name several group or organizational antecedents of job satisfaction.

Group goal arousal, cohesiveness, integration, communication quality, participative involvement, work stressors, inequity, structure, and climate.

Name several leader-relation antecedents of job satisfaction.

Initiating structure, consideration, production emphasis, reward behavior, punishment behavior, and leader-member exchange.

What are correlates of job satisfaction?

Variables associated with job satisfaction, such as organizational commitment, stress, health symptoms, job involvement, and life satisfaction.

What are consequences of job satisfaction?

Motivation, citizenship behaviors, withdrawal cognitions, withdrawal behaviors, and job performance.

What are withdrawal cognitions?

Thoughts about withdrawing from work, such as pre-withdrawal cognition or intention to leave.

What withdrawal behaviors are linked to job satisfaction?

Absenteeism, turnover, lateness, total days absent, and sick leave.

What is overall job satisfaction?

A general evaluation of one’s job, either as a single rating or a combined score across facets.

What is facet satisfaction?

Satisfaction with specific elements of a job, such as pay, supervision, coworkers, work itself, or promotion.

What is the difference between overall and facet satisfaction?

Overall satisfaction is a general job evaluation; facet satisfaction focuses on specific job parts.

What does the Job Descriptive Index measure?

Satisfaction with work itself, supervision, people, pay, and promotion.

What is a limitation of the Job Descriptive Index?

It is heavily researched but tends to be lengthy.

What does the Minnesota Satisfaction Questionnaire measure?

Intrinsic and extrinsic satisfaction scores.

What is extrinsic satisfaction?

Satisfaction from aspects external to job tasks, such as pay or benefits.

What is intrinsic satisfaction?

Satisfaction from aspects central to the job itself, such as responsibility.

What is commitment?

Psychological and emotional attachment to a relationship, organization, goal, or occupation.

What are the three elements of organizational commitment?

Acceptance of organizational values, willingness to exert effort for the organization, and desire to remain in the organization.

What is affective commitment?

Emotional attachment to an organization.

What is continuance commitment?

Commitment based on the perceived cost of leaving the organization.

What is normative commitment?

Commitment based on a felt obligation to remain in the organization.

A worker stays because they love the organization. What commitment type is this?

Affective commitment.

A worker stays because leaving would be too costly. What commitment type is this?

Continuance commitment.

A worker stays because they feel they ought to. What commitment type is this?

Normative commitment.

What is the Organizational Commitment Questionnaire?

A commonly used scale for organizational commitment.

How is organizational commitment different from occupational commitment?

Organizational commitment is attachment to an organization; occupational commitment is attachment to a career or field.

What is job embeddedness?

A person’s attachment to their job through links, fit, and sacrifices associated with leaving.

What are the three parts of job embeddedness?

Links to people/groups, fit with job or organization, and sacrifices if leaving.

Why are multiple forms of commitment important for understanding absenteeism and turnover?

Absenteeism and turnover can only be understood by considering multiple commitments and their foundations.

What is organizational identification?

The process by which people derive pride and self-esteem from association with an organization.

What are the three assumptions behind organizational identification?

People value self-esteem, group memberships shape self-concept, and people seek positive social identity through in-group comparisons.

What is organizational disidentification?

Distancing oneself from the organization one works for.

What does the graphic scale of identification measure?

The extent to which a person identifies with their organization, unit, branch, department, or team.

What is employee engagement?

A positive work-related state of mind involving high energy, enthusiasm, and identification with one’s work.

How does employee engagement relate to job satisfaction, commitment, and job involvement?

It overlaps with them but is distinct.

Why does employee engagement matter to organizations?

It is linked to increased task and contextual performance.

What recent trend did the slides mention about U.S. employee engagement?

U.S. employee engagement sank to a 10-year low, with only 31% engaged in 2024.

What is a mood?

A generalized feeling not identified with a specific stimulus and not intense enough to interrupt ongoing thought.

What is an emotion?

An affect or feeling, often in response to an event or thought, accompanied by physiological changes.

How is mood different from emotion?

Mood is general and less tied to a specific event; emotion is more specific, event-linked, and physiological.

Why did the slides emphasize moods and emotions in addition to attitudes?

Many researchers emphasized cognition in attitudes, but emotions and moods also matter at work.

In Figure 9.5, what are the two major branches of evaluative constructs?

Affect states and attitudes.

In Figure 9.5, what are the three main affect states shown?

Mood, stress, and emotion.

In Figure 9.5, what examples fall under mood?

Positive affect, negative affect, and pleasantness.

In Figure 9.5, what examples fall under emotion?

Anger, guilt, and other specific emotions.

What does the affect circumplex organize emotions by?

Positive versus negative affect and activation/arousal level.

Give examples of activated positive affect in the affect circumplex.

Enthusiastic, excited, elated, happy.

Give examples of activated negative affect in the affect circumplex.

Distressed, fearful, jittery, hostile.

Give examples of deactivated negative affect in the affect circumplex.

Sad, gloomy, bored, tired.

Give examples of deactivated positive affect in the affect circumplex.

Quiet, tranquil, still, calm.

What are process emotions?

Emotions resulting from consideration of tasks one is currently doing.

What are prospective emotions?

Emotions resulting from consideration of tasks one anticipates doing.

What are retrospective emotions?

Emotions resulting from consideration of tasks one has already completed.

What is negative affectivity?

A disposition, often linked to neuroticism, involving proneness to negative mood states.

What is positive affectivity?

A disposition, often linked to extraversion, involving cheerfulness, enthusiasm, confidence, activity, and energy.

What is the relationship between personality and moods/emotions?

Personality likely influences moods but not necessarily discrete emotions.

What did the 1986 genetics and job satisfaction study find?

Disposition in adolescence predicted job satisfaction as long as 50 years later.

What are core evaluations?

Assessments individuals make of their circumstances.

What are the elements of core self-evaluations?

Self-esteem, self-efficacy, locus of control, and neuroticism.

How do core evaluations affect satisfaction?

They influence both job satisfaction and life satisfaction.

What is work withdrawal?

An attempt to withdraw from work while maintaining ties to the organization and work role.

Give examples of work withdrawal.

Lateness and absenteeism.

What is job withdrawal?

Willingness to sever ties to the organization and work role.

Give examples of job withdrawal.

Intentions to quit or retire.

What is the progression hypothesis of withdrawal?

Withdrawal behaviors may progress from tardiness to absenteeism to quitting or retirement.

What is presenteeism?

Being present at work but not functioning effectively or productively.

How does job loss affect daily life?

It reduces income and variety, disrupts goal setting, reduces decisions, prevents new skill development, allows skills to atrophy, and changes social relationships.

What is telecommuting?

Accomplishing work tasks from a distant location using electronic communications.

What are potential positive effects of telecommuting?

Increased strategic planning skills, self-reported productivity, satisfaction, and sometimes commitment, with less stress or exhaustion.

What are potential negative effects of telecommuting?

Alienation, loss of identity, lower promotion chances, disillusionment, isolation, and blurred work-life boundaries.

What factors determine whether remote work is productive?

Task type, technology, home environment, worker motivation, and management practices.

What is work-family balance?

Research area studying how work satisfaction affects non-work satisfaction and vice versa.

What are negative influences on work-family balance?

Electronic communication and prevalence of multiple roles.

What is a psychological contract?

Beliefs people hold about the terms of an exchange agreement between themselves and an organization.

What happens when psychological contracts are broken?

Lower work attitudes and job performance are likely.

How has the psychological contract changed in modern work?

Employees increasingly expect belonging, meaning, purpose, self-actualization, flexibility, and support, not only pay.

What is job crafting?

Self-initiated changes workers make to increase interesting job characteristics or decrease unpleasant job demands.

What is the cross-cultural point about job satisfaction?

Individualism predicts satisfaction in some cultures, while collectivism predicts satisfaction in others; fit matters.

What is stress in the workplace study framework?

A response process involving work stressors, moderators, and consequences such as burnout and heart disease.

What are stressors?

Physical or psychological demands to which an individual responds.

What are strains?

Reactions or responses to stressors.

What is the difference between stressors and strains?

Stressors are demands; strains are the responses to those demands.

Who described the fight-or-flight reaction?

Walter Cannon.

What is the fight-or-flight reaction?

An adaptive response to stressful situations in which organisms fight or attempt to escape.