PSYC 142- Exam 2

Job satisfaction

• consists of positive and negative feelings and attitudes of one’s job

global approach

• openess collaboragiton to address complex and evolving issues \

• “how satisfied are you with your job”

facet approach

• made up of individual elements

• measuring scales for the job itself, supervison,pay

organizational commitment

• consists of a workers feelings about the entire work organization

  • Questionaires that measure how strongly they agree or disagree on how they feel about the organization

affective commitment 

• when employees stay because they emotionally connect with the organization

continuance commitment

• when employee stays because leaving would be too expensive or lack of alternatives

normative commitment

• when employees stay because of obligation, feeling loyal is the right thing to do

worker stress

• involves the physiological and or psychological reactions to events that are perceived as threatening

  • negative stress can cause illness, turnover, and affecr work preformance 

Work overload 

• carrying too many tasks at once that can be detrimental to their work balance 

underutilization

• state of not using something such as talent or resources to its full potential

• lowerjob satisfaction

• increased stress

• higher turnover

• reduced motivation and engagement

job ambiguity

• lack of clarity in jobs expectations and responsibilities that lead to stress and frustration

organizational change

• company modifies a signficantg part of its structure

type A behavior pattern

• personality has excessive drive, competivieness, impatience, and hostility which leads to more stress 

susceptibility to stress vs hardiness

• some people may be more resistant to health damaging effects of stress

self efficacy

• an individuals beliefs that their abilities to engage in courses of action that will lead to desired outcomes

Organizational coping strategies

• employee training

• removing hazardous work conditions

• improving communication

• providing supportive community

what is motivation?

• the force that energizes, directs, and sustains behavior

need theories

• need hierarchy, achievement motivation 

behavior based theories

• reinforcement theory, goal setting

job design theories

• job characteristics

  • salary, peers, conditions, security

• motivation factors

  • recognition, growth, interest

cognitive/ rational theories

• expectancy- emolyee behavior and motivation are driven by thoughts and evaluations of their environment and its outcomes

• equity- percirved as fairness in work environment

needs theories of motivation

• maslows 

• arrganged hierarchy of tanked needs 

self actualization

• highest tier

• desire to become the most that one can be

esteem

• 2nd highest

• respect, self esteem, status, recogniton

love and belonging

• friendship, intimacy, family, sense of conection

safety needs 

• security, employement, resourves, health 

physiological needs

• air, water, food, clothes

McClellands motivation theory

• achievement, power, affliation/ achievement

• motivational strategies

• acheiveiment- drive to excel

• affiliation- a desire for close interpersonal relationships

• power- influence and control environment

Thematic Apperception test

• test where individuals creatse sotires on ambugious pictures to reveal their personality, drives, and conflicts

Goal setting theory 

• setting challenging goals for workrs and being committed to those goals 

  • SMART GOALS

    • specfic, measureable, attainable, relevant, time bound
      

Herzberg two factor theory

• focuses on job satisfaction and dissatisfaction as two independent dimensions important in determining motivation

  • motivators

  • hygienes- salary, company policies

equity theory

• states that workers are motivated to keep their work inputs in proportion to their outcomes

• motivated by fairness

high cohesiveness

• worling together equally, maintaining motivation